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The challenges of IT recruitment have become increasingly difficult to navigate in recent years. With a rapidly evolving market and the constant shift in demand for different skills, recruiters are faced with acute talent shortages. To add to this, lengthy screening processes can be frustrating for hiring teams and may even lead to a loss of interest from candidates. Often, recruiters find themselves unable to meet candidates’ needs and remote work requirements, which makes attracting talent an uphill task. These hurdles can be major pitfalls in the growth and success of your company. This is where working with a strategic partner can streamline the recruitment process and bring hiring managers closer to capable and reliable candidates. 5 Reasons to Hire a Recruitment Partner A strategic partner acts as a specialized staffing agency with expertise in IT hiring. Through systematic hiring processes and years of acquired expertise, strategic partners simplify and streamline the hiring process, saving in-house hiring teams time and money. 1. Quick Access to Pre-Vetted Candidates A strategic partner delivers a database of pre-vetted candidates and IT professionals for easy review. This instant access to an array of skilled candidates is a great way to reduce resources that are spent on the initial sourcing stages, which also significantly shortens the hiring timeline. 2. Screening and Assessment Expertise A recruitment partner offers expertise and experience honed from years of evaluating technical skills and handling assessments that require a highly specialized kind of IT knowledge. This expertise ensures that only candidates who truly meet your desired technical requirements reach the interview stage, further saving time and resources. 3. Data-Driven Insights The use of data to track hiring trends, industry salaries, and skill demands is also something you benefit from when you hire a recruitment partner. By leveraging this data, they can help companies identify the right candidates faster and suggest ways to attract top talent with competitive offers and incentives. 4. Reducing Recruitment Costs Partnering with a recruitment expert can also lead to lower overall hiring costs. This is owing to the reduced time-to-hire, a lower turnover due to better candidate matching, and eliminating any costs associated with lengthy vacancy periods for critical IT roles. 5. Ensuring Scalability for Growing Tech Needs Ensuring that your company can continue to grow means making the right provisions for IT executive talent sourcing in the long run. A strategic partner can also scale up hiring efforts or bring them down depending on your unique project demands. This flexibility is particularly valuable for IT companies or departments that may need contractors, permanent employees, or specialized consultants at different times. Choosing the Right Recruitment Partner Given the advantages of aligning with a strategic partner, it becomes imperative to choose the right one for your talent recruitment needs. Here are a few points to bear in mind while selecting an agency to streamline your recruitment process. Diversity & Inclusion When hiring a recruitment partner, it is ideal that they share your values with regard to hiring. This is why you need to understand their approach to allyship, diversity, and inclusion in tech hiring. It’s crucial to choose a partner that’s committed to fostering inclusive recruiting practices, and who understands the importance of building a diverse team. You can ask them how they support diversity through candidate sourcing and screening processes, as a proactive approach can help you achieve your company’s inclusive vision while reaching out to a broader talent pool. IT Expertise Not all recruitment partners have the requisite knowledge or experience to excel in IT recruitment. However, an agency that specializes in your specific industry makes it easier to conduct successful talent screening processes. According to our 2024 Global Tech Talent & Salary Report, 37% of candidates come to tech from alternate backgrounds. This makes it crucial to make sure they meet all the necessary skill requirements based on your project needs. Partnering with a strategic partner who possesses the necessary industry knowledge can streamline your recruitment process. It also means that your partner will know which certifications, tech skills, and qualifications to screen for when shortlisting candidates. Download the Report Partner with Harvey Nash Looking to elevate your IT recruitment process? The team at Harvey Nash USA is committed to being a strategic partner to our clients to ensure they maintain the best IT workforce for their needs. Contact us today to find out how we can help. Contact Us

HARVEY NASH's ERIC MAYDECK Named a Finalist for National Staffing Employee of the Year American Staffing Association Honor Highlights Top U.S. Staffing Employees Alexandria, VA, August 14, 2024—Harvey Nash’s Eric Maydeck, a Senior Site Reliability Engineer fromour West Coast team], has earned national recognition from the American Staffing Association as a top staffing employee, Harvey Nash announced today. This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for. Eric has always exceeded all expectations since he joined. Eric has partnered up with principal level colleagues and is working on the most complex projects in the organization as a Harvey Nash Contractor. Eric’s story is inspiring because it showcases how contract work can lead to unexpected and rewarding career paths. His initial contract is already being considered for extension or conversion to a full-time role, demonstrating that contract positions can indeed offer stability and long-term career growth. The National Staffing Employee of the Year program recognizes the most outstanding temporary and contract workers in the country. In 2023, U.S. staffing companies employed 2.4 million temporary and contract workers; Eric Maydeck is one of finalist to be recognized. We are thrilled to hear Eric Maydeck has been named 2025 American Staffing Association Employee of the Year Finalist for the Engineering, Information Technology, and Scientific Sector. Eric was a contractor for Harvey Nash and we are proud to say our client elected to bring him on full time as a permanent employee. Speaks volumes to his incredible work. He was recently awarded the Harvey Nash USA & Canada Contractor of the Year among our talented contractors nationwide. It’s our goal to find each contractor and client that “perfect fit” and this is one of many success stories we are proud of. Congratulations to all the fantastic finalists. "I am honored to have been named a finalist for the National Staffing Employee of the Year All-Star award. Stepping outside of my comfort zone to give contracting a try is one of the best decisions I have made in my professional career. I could not be more thankful to the team at Harvey Nash for guiding me throughout the entire process and providing me with an opportunity to work at my dream job." - Eric Maydeck As a National Staffing Employee of the Year Finalist, Eric Maydeck and Harvey Nash will be recognized at the 2024 Staffing World convention and expo, held in Nashville, TN from Oct. 22-24. More information regarding Staffing World can be found at staffingworld.net. # # # About the American Staffing Association The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net. ContactBrenna Barnett Senior Marketing Manager Brenna.barnett@harveynash.com

There are many different styles of interview questions that you may encounter during a job interview, and it's important to know how to answer them effectively. At Harvey Nash we recommend practicing and preparing for each various style. Here are some common interview question styles and tips on how to answer them: Behavioral Questions Behavioral questions are designed to understand how you would behave in certain situations. They often begin with phrases like "Tell me about a time when�" or "Describe a situation where�". To answer these questions, use the STAR method: describe the Situation, Task, Action you took, and the Result. Example: "Tell me about a time when you had to solve a difficult problem." Answer: "At my previous job, we had a customer who was unhappy with our service. I listened to their concerns, investigated the issue, and came up with a solution that satisfied the customer. As a result, we were able to retain their business and improve our customer satisfaction ratings." Situational Questions Situational questions are similar to behavioral questions, but they ask how you would react in hypothetical situations. These questions often begin with "What would you do if�" or "How would you handle�". To answer these questions, explain your thought process and reasoning. Example: "What would you do if you disagreed with a colleague's approach on a project?" Answer: "I would approach my colleague and have an open and honest conversation to understand their perspective. I would try to find common ground and work together to come up with a solution that benefits the project and the team." Technical Questions Technical questions are designed to test your knowledge and skills related to the job. These questions may be related to software, coding, or other technical aspects of the job. To answer these questions, be prepared to demonstrate your knowledge and skills. Example: "Can you explain how you would optimize a website for search engines?" Answer: "First, I would conduct keyword research to identify relevant keywords for the website. Then, I would optimize the website's meta tags, headings, and content to include these keywords. I would also ensure that the website has a clean structure, fast loading speed, and mobile responsiveness to improve its search engine ranking." Traditional Questions Traditional questions are more general and open-ended, and they may include questions like "Tell me about yourself" or "What are your strengths and weaknesses?" To answer these questions, focus on your qualifications and experience related to the job. Example: "Tell me about yourself." Answer: "I have several years of experience in [field], and I am passionate about [specific aspect of the job]. In my current role, I have demonstrated [specific achievements or skills related to the job], and I am excited to bring these skills to a new opportunity." By understanding the different types of interview questions and how to answer them, you can be better prepared to impress the interviewer and land the job. Practice your responses to these questions before the interview, and be ready to adapt your answers to the specific context of the interview. Get Hired Now Do you need more guidance throughout the recruiting process? We can help!? Harvey Nash USA is one of the?most trusted recruiters?for tech and other industries. Let's work together to help you find the role that's right for you!?Contact us today.

Will we get to the point where the work of AI and humans is indistinguishable? Why not check your instincts now? Here are two pieces of text, one from AI, one from a real person - can you identify which is which? To engage our readers and foster a deeper understanding of AI's capabilities, we have included an interactive element in this blog post. Below, you will find two pieces of content – one generated by AI and the other written by a human. Our very own Michael Goldberg, Vice President of Strategic Partnerships. We encourage you to read both and vote on which you believe was authored by AI. This exercise not only highlights the sophistication of AI in content creation but also invites reflection on its potential and limitations. Article 1: The surge for AI talent is with us. Actually, I would argue the surge for pure AI talent is past and the search for ‘AI skills plus’ talent – people who can take this fast-moving technology and harness it for their employers through a mix of other skills – is now on. From our own Digital Leadership Report at Harvey Nash, we know only 15% of global tech leaders feel they are prepared for the demands of generative AI. And yet LinkedIn conference data points to 44% of organizations already using this technology. Evidence of a push to level-up talent with technology can be seen in the types of job titles we are now addressing as a specialist recruiter: We are constantly searching for AI/ML Modelling Specialists, AI Architects, AI Data Scientists, Researchers and Engineers. We also see AI skills spilling into other departments – UX Designers, Marketers, Finance Professionals now all need to come ready with the ability to bring AI advantages to their departments. In April this year Thomson Reuters analyzed over 5,300 live tech jobs and found that over 73 per cent of the top 15 per cent highest paid vacancies required AI skills. “Companies are now required to not just embrace change, but to actively participate in shaping and directing it,” commented Mary Alice Vuicic, Chief People Officer at Thomson Reuters. “As companies begin to implement these emerging technologies, they’re investing in the right talent to lead that process.” But leading talent is hard to find, because it’s not just about technology. It’s also about people, compliance and ethics. How AI impacts on the workplace can be dramatic and it can be damaging – consider the reputation or brand image of a business that turfs out human beings in favor of an AI solution. Consider also the care and attention that needs to be stacked around the implementation of Large Learning Models which may otherwise attract criticism for bias or over-efficiency/lack of sensitivity in dealing with customers. To get it right for your organization you need a leader who understands both the AI technology available and the implications of that technology when brought to the business. Reflecting this, LinkedIn’s own CEO Ryan Roslansky has highlighted the need for additional skills alongside AI. In an article for The Wired World in 2024 – Wired’s annual future-looking publication – Roslansky argued for an increase in the need for people skills as AI takes over some of the heavy-lifting involved in technical roles. AI, he said: “doesn't replace people, it allows them to do their job more effectively, leaving them time to focus on the more valuable – and more human – parts of their job.” It’s a challenging vision for any business but it is also calmer and more attractive than the AI revolution some have predicted. “People will align their skill-building and continuing education with AI skills and practical people skills,” concludes Roslansky. “The result will be a new world of work that’s more human and more fulfilling than ever before.” Examples of how AI is creating new opportunities and enhancing existing roles: Software DevelopersAI coding assistants, like GitHub's Copilot, are being used to enhance the capabilities of software developers, not to replace them entirely: Developers can use AI to generate boilerplate code, suggest code completions, and even provide explanations for code snippets, saving time and boosting productivity. However, developers still need to review and refine AI-generated code to ensure it aligns with project requirements and adheres to best practices. Customer Service RepresentativesAI chatbots and virtual assistants are being used to handle routine customer inquiries, but human representatives are still needed for more complex issues: AI can manage simple queries, such as checking account balances, tracking orders, or providing basic product information, which frees up human agents to focus on more complex tasks. Human agents can step in when the AI system cannot resolve an issue, providing personalized support and handling sensitive or emotional situations that require human empathy and judgment. Article 2: Exploring the Future of AI in Tech The tech industry is at the precipice of a new era, one that is being significantly shaped by advancements in artificial intelligence (AI). As AI continues to evolve, it promises to revolutionize various sectors, creating both exciting opportunities and complex challenges for leaders. In this blog post, we delve into the future of AI in tech, exploring the emerging trends, the critical considerations for leaders, and the diversity of roles within our organization that are driving this transformation. According to a recent Harvey Nash survey, AI tops the concerns of global tech leaders, with only 15% feeling prepared to meet the demands of generative AI. This statistic underscores the urgency for organizations to better understand and strategically integrate AI into their operations. The Future of AI in Tech AI technology is advancing at an unprecedented pace, impacting various sectors within the tech industry. From enhancing data analytics and cybersecurity to automating routine tasks and enabling sophisticated decision-making processes, AI is becoming integral to tech innovation. Emerging trends such as generative AI, machine learning algorithms, and natural language processing are set to redefine how we interact with technology and utilize data. One of the most promising advancements is generative AI, which has the potential to create new content, designs, and solutions autonomously. This technology is not only transforming creative industries but also providing businesses with powerful tools to enhance customer engagement and streamline operations. Challenges and Considerations for Leaders As AI becomes more ingrained in the tech landscape, leaders must navigate several critical challenges. Ethical considerations are paramount, as AI systems can inadvertently perpetuate biases or invade privacy if not properly managed. Leaders need to ensure their AI deployments are transparent, fair, and aligned with ethical standards. Regulatory compliance is another significant factor. With AI technologies evolving rapidly, regulatory frameworks are struggling to keep pace. Organizations must stay abreast of current regulations and anticipate future changes to remain compliant and mitigate risks. The evolving nature of work is also a key consideration. AI has the potential to automate a wide range of tasks, which could lead to workforce displacement. Leaders must strategically manage this transition by upskilling employees, fostering a culture of continuous learning, and creating new roles that leverage AI capabilities. Roles Within Our Organization Our organization is at the forefront of AI and machine learning innovation, hiring for a variety of roles that reflect the diverse skill sets required in this dynamic field. Recent hires include: Data Scientists who specialize in developing and optimizing machine learning models. AI Engineers who design and implement AI systems and algorithms. Ethical AI Specialists focused on ensuring AI applications adhere to ethical guidelines and best practices. AI Product Managers who oversee the development and deployment of AI-driven products. These roles illustrate the breadth of expertise necessary to harness the full potential of AI, from technical development to ethical oversight and strategic management. Referencing a Recent Interview In a recent interview with Dr. Jane Smith, a renowned AI expert and tech thought leader, she emphasized the transformative power of AI while cautioning against its potential pitfalls. "AI offers incredible opportunities for innovation and efficiency," she noted. "However, it's crucial that we approach its development with a responsible mindset, ensuring that our systems are fair, transparent, and beneficial to society at large." Why not see how Harvey Nash can secure the human talent you need to make the most from emerging technologies? Download our information here. You can also find out more about how AI is shaping us – both our organization and the work we deliver to all our clients and candidates. Download

London, April 2024, Harvey Nash, the leading global technology recruitment business has named Lola Yesufu from Ireland, the winner of its second Global Contractor of the Year Award in recognition of her outstanding performance and commitment as a Harvey Nash Contractor. Harvey Nash launched this award to acknowledge the impact of their 11,000 strong contractor community has on global businesses and economies, using their expertise and knowledge to complete crucial projects for organizations. After a rigorous selection and judging process, Lola was crowned the overall winner of the award, beating off highly qualified competition from around the world. Lola currently works as an IT Scrum Master for Harvey Nash at Fidelity Insurance in Dublin, a role she has held since 2023. Lola’s exceptional leadership skills were singled out by her manager who highlighted how she not only had a significant impact on the business, but also on how her team worked and developed together. Coupled with this, Lola’s own personal story is inspirational; as a single mother of three who left her home country for Ireland and took on various roles that allowed her to focus on her children before re-entering the tech sector, her positivity, determination and optimism shone through. “Lola is really deserving of this award. She embodies our values and her dedication to delivering exceptional results for our client is clear. What is more, her positivity is contagious and I for one loved her take on the word ‘no’ simply meaning ‘next opportunity’,” said Andy Heyes, Managing Director of Harvey Nash UK & Ireland, Central Europe, AUS & Spinks. Bev White, CEO of Nash Squared, Harvey Nash’s parent company, said: “We are immensely proud of Lola and all of our contractors around the world. One of our core values is that we are human, and we appreciate the contribution of each person, whether they are a candidate, contractor or employee. Seeing first-hand what this recognition means to our contractors really cements the reason we do this. The power of saying thank you is enormous, and this award gives us a chance to acknowledge our talented contractors, and to express our gratitude to them for all the value and skills they add to organizations worldwide.” Commenting on the award Lola added “I am immensely grateful for being named Harvey Nash’s Global Contractor of the Year for 2024. To be acknowledged alongside industry luminaries is truly humbling. This accolade serves as a testament to the enduring power of perseverance in the face of life's adversities. “As I reflect on this journey, I am inspired to share a message of encouragement with women of all walks of life: In the midst of juggling family and career, let perseverance guide your path. Never let failures discourage you, for they are merely stepping stones to success. Let us empower one another to reach new heights and defy all odds.” As well as the global recognition from this award, Lola will also receive a prize of £2,500. For more information about the Harvey Nash Contractor of the Year award please contact Rachel.Watts@HarveyNash.com

In today's digital age, job hunting has moved online, making it convenient – yet leaving job seekers vulnerable to a new kind of threat: phishing scams disguised as enticing job opportunities. These scams are designed to steal personal information, financial data, and may even infect your devices with malware. At Harvey Nash, we take these scams extremely seriously and want to provide you with advice on how to spot these fake opportunities. How to Spot a Potential Recruitment Phishing Scam Often, phishing job scams use a reputable company's name, brand, logo or tone of voice. This may make them seem authentic on the surface, but the following checks and tips will help you to protect yourself. When in Doubt, Contact the Company Do not directly respond to any messages with offers; this goes for emails as well as text messages. Always go to the company’s website and contact them from there to check the validity of the offer. Too Good to Be True If an offer seems too good to be true, it usually is. So trust your instincts. Examples of tech recruitment scams in the USA can include seemingly attractive salaries for little work or the promise of earning a lot of money, quickly. Relevance If the job opportunity you are being contacted for has no relevance to your skills, it is likely to be a scam. Upfront Payment Requests Harvey Nash will never ask you for any payment to get a job, and neither will other reputable tech recruitment agencies in the USA. A scam is easy to spot with this knowledge. Unprofessional Communication Poor grammar, spelling mistakes, unprofessional email addresses or overseas phone numbers are all tell-tale signs of phishing job scams. Urgency of Response If the offer insists on an immediate response without giving you enough time to think or research, be cautious. Unsolicited Links or Attachments Never click on a link or open an attachment that you may suspect to be a scam. Check the Email Domain Does the email address have an unnecessary "s" or an extra letter that doesn’t line up with the brand name? For example, we will never email you from the domain HR@harveysnashusa.com. Notice the extra "s" after Harvey. Correct, Up-To-Date Branding One way to spot a USA tech recruitment scam is the use of outdated or slightly modified branding or logos of popular brands. For example, we are Harvey Nash with the red square brand, no longer using the "Harvey Nash Group" brand and logo. Things Harvey Nash Will Never Ask You to Do To avoid tech recruitment scams, most USA firms (including Harvey Nash) follow a consistent standard of engagement and communication with all candidates and consultants. Here are a few indicators of our valid engagement protocol. We won't ask for sensitive information without speaking with you in person, or over email. We won't send your resume over to a client without speaking with you in person, or without first qualifying whether or not this role is a good fit for you. Even then, we only share such documents after you consent to your resume being sent over to the client. We won't send you a questionnaire for you to complete in the place of a live phone call. We won't send you an offer letter without ever speaking to you, without presenting the offer live over the phone to receive a verbal acceptance before sending over any documents. What to Do If You Suspect a Harvey Nash USA Tech Recruitment Scam If you are unsure whether a Harvey Nash USA tech recruitment message is a scam or is genuine, please contact us directly by emailing info@harveynash.com. Stay wary of phishing job scams where you may be contacted through WhatsApp. We suggest blocking the sender in such cases and reporting the account. You can also report the fraudster through the following resources: Federal Trade Commission: https://reportfraud.ftc.gov./ Federal Trade Commission: https://consumer.gov/scams-and-identity-theft/job-scams National Association of Attorneys General: https://www.consumerresources.org/file-a-complaint/

Did you know that this month is International Update Your Resume Month? What better time to give your resume a well-deserved makeover! Your resume is your professional calling card, a document that tells your career story and opens doors to new opportunities. Whether you're actively job hunting, aiming for a promotion, or simply want to keep your professional profile current, keeping your resume up to date is crucial. With that said, let’s dive into the process of updating your resume step by step. Getting you on your way to creating a standout resume that showcases your skills and experiences effectively. 1. Assess Your Career Goals: Before diving into resume updates, it's essential to understand your career goals and objectives. Consider where you want to be professionally and what you want your resume to communicate about your journey. Take time to reflect on your short-term and long-term aspirations. Once you have your goals identified you can start to tailor your resume toward telling that story best. 2. Revamp the Work Experience Section: When updating your job descriptions, focus on achievements and quantifiable results. Use action verbs to make your accomplishments more impactful. Include specific examples of projects you've excelled in and how you contributed to your previous employers' success. Use metrics and numbers whenever possible to quantify your achievements. Showcase both hard skills (technical abilities) and soft skills (communication, leadership, teamwork) that are relevant to your field. Explain how these skills have contributed to your success in previous roles. 3. Proofread and Edit: This step is the most overlooked and easiest to notice with it is. Thoroughly proofread your resume to eliminate typos and grammatical errors. Consider seeking feedback from peers or professionals in your industry to ensure quality. A well-edited resume reflects attention to detail and professionalism. When proofreading make sure you updated your name, phone number, email address, and LinkedIn profile. Ensure your contact information is professional, up to date, and easy to reach. 4. Save Your Resume in Different Formats: Save your resume in both PDF and Word formats to accommodate different application methods and systems. Sending your resume in PDF format is generally preferred because it preserves the formatting. Updating your resume is a crucial step in advancing your career. It's your opportunity to shine and present your qualifications effectively to potential employers. By following these steps and maintaining a polished and up-to-date resume, you'll be better equipped to pursue your professional goals and seize new opportunities. For additional assistance during International Update Your Resume Month, explore our collection of job searching tools, Guide to Video Interviewing, Preparing for Interviews, Standing out after an interview and Typical Questions asked during an interview. Remember, your resume is an evolutionary document that changes and grows with you and your career. Regular updates ensure that it always reflects your current skills and experiences, making it a powerful tool for success in the professional world. Good luck!

At Harvey Nash USA we’ll be celebrating the annual National Staffing Employee Week, Sept 11 – 17, in partnership with the American Staffing Association. National Staffing Employee Week was established with the sole purpose of celebrating and honoring the millions of temporary and contract employees that make up the contract workforce. This year we’ll specifically be spotlighting our #staffingstars from each of the four Harvey Nash USA markets. Each of which have been awarded the Contractor of the Year award for their market, which entails criteria such as a rigorous selection process that is based on client feedback and recommendations! To kick things off, take a moment to explore their short highlights below and make sure to follow along over the course of the week to see their full highlights and backstories. Meet Eric Maydeck Eric has been exceeding all expectations since he joined. He is partnered up with principal level colleagues and is working on some of the most complex projects in the organization. He made such a direct and positive impact from the start of his contract, that he was invited to a special all-hands event in Montreal Canada, which is typically only designated for full-time employees. Eric has received nothing but rave reviews from his teammates and management over the past 5 months. This is Eric's first contract opportunity throughout his 10+ year professional career. So, this was uncharted territory for him, but he has truly appreciated the entire experience so far. His level of contribution exceeds any initial expectations, and now most of his work is outside of the project he was initially brought in for. Nominated by Deborah Rawlinson, Vice President, Client Engagement and Tom Wojtowicz, Sr. Technical Recruiter When asked what winning this award means to Eric, he shared: 'Before working for Harvey Nash, I wasn't particularly interested in contract work. At the time, I had assumed that the only way to find a stable, fulfilling job was through direct, full-time employment. In January of this year, Tom Wojtowicz from Harvey Nash reached out to me about a contract position. I have always wanted to work at [client] because I love their mission, what they do, and what they stand for. I decided to give the process a try and a month later, after a painless and seamless interview process, I found myself accepting an offer to work a contract position as an SRE. Starting from my first day and throughout my time at Harvey Nash and [client], I have been treated as a core [client employee]. I have never felt like an outside employee at [client] and Harvey Nash has made the contract process transparent and hassle-free. Over the last 6 months, I have had the opportunity to work on some really exciting projects, meet really fantastic people, and contribute to a cause I support to my core. I am glad I took a chance and gave contract work a try.' Meet Kacie Jones Kacie is highly regarded by her peers and senior leadership. She has become an invaluable asset to her team. She has excelled in her role and taken on additional responsibilities in project management. Her dedication to going above and beyond to assist others, including management, is remarkable. She has made a significant impact on projects and overall success. What truly sets Kacie apart is her creativity and use of multimedia videos in her communication strategies. This innovative approach has proven to be highly effective and engaging for audiences. Her willingness to support her colleagues and ensure customers have a positive experience speaks volumes about her commitment to excellence. Comments from Kacie’s Coworker, “Since joining us last year, she has not only excelled in leading strategic communications but has also taken on additional responsibilities in project management. Her ability to handle both areas with such proficiency is commendable. What truly sets Kacie apart is her creativity and use of multimedia videos in her communication strategies. This innovative approach has proven to be highly effective and engaging for our audience. Moreover, Kacie's dedication to going above and beyond to assist others, including myself, is remarkable. Her willingness to support her colleagues and ensure our customers have a positive experience speaks volumes about her commitment to excellence, and it’s no surprise that Kacie is highly regarded by both her peers and senior leadership. She has consistently proven herself to be a unique talent within our team, making a significant impact on our projects and overall success.” Nominated by ETD Recruiting Lead, Dee Dee Ratterman When asked what winning this award means to Kacie, she shared, ”It means a lot to be recognized for my work and dedication to my role with my client,. The team I work with has pushed me on innovation, creativity, and project management. I thoroughly enjoy what I do in strategic communications and look forward to what is to come with [client] and Harvey Nash.” Meet Muthuraja Karuppiah Muthuraja shines as a staffing star due to his exceptional qualities and contributions. He has a proactive attitude and willingness to take on tasks beyond his core role, this adaptability showcases a commitment to the team's success. His flexibility and openness to different roles and projects make him a valuable collaborator. Muthuraja’s ability to seamlessly transition between tasks promotes a collaborative environment within the team. During one of the situation, he despite being a developer, took on the UI architect role, displaying quick adaptation to new responsibilities and ensuring the project's success. Nominated by Tulsi Aagiri, TN/CA Client Deliver Manager When asked what working with Harvey Nash and winning this award means to Muthu, he shared "When we endeavor to improve ourselves, the world around us also begins to improve”. I have been with Harvey Nash for 10 years now and can say Harvey Nash is an exceptional workplace within the consulting industry, offering a supportive and dynamic environment that fosters professional growth and collaboration among its employees.

Recently we hosted a virtual event discussing the top 5 things CISO’s are talking about. Each month we will be taking a deeper dive into each item. This month we are looking at topic number three, the type of guidance to expect from you vCISO partnership. Our vCISO service is led by Jim Tiller, Nash Squared and Harvey Nash USA Chief Information Security Officer, he shares his take on partnership guidance. If you have additional questions, feel free to reach out to Jim. --- Let me start by saying something you’re likely not expecting. When it comes to cybersecurity don’t let perfection get in the way of excellence. In fact, it’s closer to the saying “good is good enough.” Too often cybersecurity is shooting for perfection and having every base covered, which is not only impossible, but expensive and time consuming, and may not actually be effective. Finally, given the characteristics of today’s technologies, threat dynamics, and business fluidity what you’re working towards for today is, well, yesterday’s problem. I’m not suggesting the same thing you can read in a thousand other blogs, such as: be innovative, do more with less, and move faster; peppered with a few references to AI and ML to catch your attention. Actually, I’m suggesting the opposite, and that is: be pragmatic, focus, get the basics right, and be outcome driven. And that is what guidance you should expect from your vCISO. If we operate on the principal that most companies interested in exploring the vCISO option will not have a dedicated CISO, then one could assume that cybersecurity is far from a luxury item. Meaning that investments in security are hard fought. Why? Because for many small to medium sized companies security is like insurance. It doesn’t move the business forward in an obvious and distinct way. In fact, most companies with substantial cybersecurity investments do not take pride in that fact. Especially when the cost of the security consumed the budget ear-marked for a new production line. You know, the kind that produce revenue. The challenge of security, especially within the context of business, can be summarized simply as: focus. The cybersecurity space is nothing if not infinitely crowded. There is an endless supply of exposures and threats to exploit them, along with thousands of solutions at your fingertips. This endless sea of possibilities is why most cybersecurity professionals, especially at the leadership layer, are exhausted and burned out. Being pragmatic, focused, and prepared to say, “we’ve reached a reasonable level of protection” is necessary to have effective and well-balanced security. You should be hearing from your vCISO how to not only focus energy, investment and time into measurable outcomes that are directly tied to actionable risk-based information, but also be discussing how any effort spent in a direction must be applicable to at least one other dimension of security. In other words, value from security related activities must have multiple points of value to the rest of the security program and of course the business. Pragmatic, focused, outcome oriented. It isn’t just about vulnerability CVSS scores, it’s about exposure. It isn’t just about a password policy, it’s about effective access control. It isn’t just about backups, it’s about resilience. vCISO’s should be helping you consolidate, compress, and focus your security objectives so that you’re addressing the exposures that represent the greatest opportunity for pragmatic, measurable, and sustainable controls. Moreover, your vCISO should be helping you identify areas of strength and how to leverage them in ways to address gaps. Lastly, the overarching tone should always be – getting the basics right. It’s far more effective to have the fundamentals functioning at a high standard than having everything being done at a very low standard. It’s not being suggested that fulltime CISO’s aren’t driving in the same direction, far from it. But the key difference here is a vCISO by definition are fractional. More than implying the intensified need for efficiency, cost effectiveness, and being actionable for the company. All of which require focus combined with a high degree of ruthless pragmatism. Need support with your cybersecurity? Reach out to us today! We provide access to world class senior security experts. Our vCISO Practice delivers cybersecurity results, consultative and leadership expertise to protect you and your company.