Recently, I had the pleasure of facilitating and moderating CISOMeet Philadelphia, an executive event with some of the Philadelphia area’s top CISOs, and one conversation in particular really stuck with me.
When asked how they define a diverse and inclusive team, one panelist shared something powerful: “Diversity isn’t just gender or ethnicity…it’s background, mindset, and life experience.”
I found it quite interesting to learn that some of the best cybersecurity hires didn’t come from cybersecurity at all.
Some of their best hires were once customer service reps, former police officers, even a waiter at Red Lobster. These individuals didn’t come in with cybersecurity expertise. But they had resilience, adaptability, and the ability to quickly and creatively solve problems.
Instead of focusing only on traditional experience, these leaders are prioritizing potential. They write job descriptions with flexible qualifications and assess how someone thinks, not just what they already know.
One CISO shared that he gives interview candidates a challenging hypothetical question, something they likely can’t answer right away.
–> The “green flag”? When a candidate says: “I don’t know, but here’s how I’d try to solve it.”
In today’s hiring climate, expanding the talent pool means opening the door to those with transferable skills and untapped potential.
As someone who built my own success without the “traditional” path, I found this perspective deeply resonant.
It was also an honor to share a few signed copies of my book, I Love Me More, with attendees who are committed to growing as leaders—and creating environments where others can grow too.
