Where you find a CSO

How to recruit a leader; Fraud stats; Security strategies that start at the top; Building your company's immune systems; Where the heck do CSOs come from, anyway?; Required reading; Who your CSO calls for help

By CSO Contributor

September 18, 2003 — CSO — Finding an executive who possesses the potpourri of security skills necessary to succeed in the CSO role can be a formidable challenge. Actually finding one who also possesses the critical but intangible qualities of leadership, vision and integrity can seem next to impossible. But the search for a qualified CSO doesn't have to be a frustrating odyssey. Here are some hints on where to look and what to look for when filling the top security spot.

1. Steal a CSO With a small pool of qualified candidates and an increasing demand for their services, chances are pretty good that the CSO you want may already be doing the job at another company. Tracy Lenzner, CEO of LenznerGroup, an executive search company that specializes in CSO and CISO hires, notes that many organizations find their candidates at other companies and lure them to their new job. "[CSOs want to know] what kind of authority and visibility they'll have," says Lenzner. "Some have strong egos. They're visionaries, and they'll want to strategize. The ability to make changes and get results is what they hunger for." A CSO who is frustrated in any of those areas is just ripe for the pickin'.

2. Forget the Title Titles mean different things at different companies, especially in the security world. Those who hold titles similar to a CSOsuch as CISO, director or vice president of securityshouldn't be disregarded. Often those individuals are performing many of the same functions as a CSO or have been primed in a secondary role to eventually rise to a CSO position.

3. Look for a Star Although the security industry is small and quite insular, it has its superstars. "A renowned name can be a plus," says Lenzner. "It can bring instant credibility and is usually desired in a highly political environment or one that requires a high level of integrity and industry standing." In addition, CSOs who work the conference circuit and are sought after as speakers and commentators often have connections within the industry and within government that can be useful to an employer. However, Lenzner also cautions companies that are tempted to hire a security heavyweight that a big name is no substitute for performing due diligence prior to making the hiring decision. "As we know from Hollywood, there are always new superstars on the horizon," she says.

4. Scout the Services The military, law enforcement and three-letter-government-agency types have traditionally been a rich pool of CSO candidates. But while many of those individuals have the necessary CSO personality traitsstrong leadership skills and an understanding of the importance of character and ethicsthey sometimes lack the technical expertise to command the respect of the IT group and the communication skills necessary to form critical executive partnerships internally. One Fortune 100 CSO notes that, "Although I have a great deal of admiration for the FBI and people who have worked in the CIA or the Secret Service, I'm seeing a move away from that model."

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