Finding Security Professionals in Non-Traditional Places – David Earhart, NGAG & Brian Penn, AFLAC

This is Textron TV. Hi, this is Mike Rothman. Welcome to another tech strong TV interview today.

I'm really pleased to welcome friends of mine. They're representative of the north Georgia autism Foundation. We're gonna do a little bit of a different interview today most of the time we're talking about companies and new technologies and stuff.

But today we're really talking about people. All right, we're talking about, you know, kind of how we can address our skills Gap insecurity and really in technology in general. We're going to talk a lot about what great work the north Georgia autism Foundation is doing in order to address this and really train a number of folks to do cybersecurity specifically, but we don't need to stop there necessarily and we're also going to talk to Brian Penn from Aflac who is really a participant in this program now and talk about the success that he's had with the program.

So fellas, welcome to Tech strong TV, how you guys doing this morning doing great Mike. Thanks so much having us really appreciate this morning you start and you can just introduce yourself and You know talk a little bit about what you guys are doing at the North Georgia autism founding. Yeah, it's all start.

So, my name's David Earhart and I'm a semi-retired cyber software executive, please at least for the time being and about a year and a half ago. I was asked to consider joining the board of the north Georgia autism foundation. And you know, I thought I said, well, I don't really know anybody personally, you know, as far as my family or such that's that's on the Spectrum, but I do know there's a great tie or link between people on this spectrum meaning that have autism to whatever degree and their ability to contribute to cyber programs.

And I said, well, you know, maybe maybe this is an Avenue for me to give back a little to an industry. That's that's given me so much over the years. So I was thinking about it and as a former CEO, I knew how successful some of these resources have been and then I sat down one night to watch 60 minutes and Lo and behold at that time there was a session or a segment on the fact that there's this need for cyber professionals and they came uncannied link between people on the spectrum and their ability to be able to contribute I said, well if that's not a sign then I don't know what is and then I said then I read a block from the ciso of Bank of America stating the same thing that people are really missing out if there's not you know, if they're not considering this Avenue to get professionals into their group, so that's why joined and yeah, so let me just pause there and and I'm sure that will respond some other questions Mike but it is it's great and and I want to say before we bring Brian because he really is just a great case today.

I actually have direct experience with the program and just the Fantastic candidates that are there David had asked me to come in, you know as mentioned North Georgia, right? So it's it's kind of Atlanta and and surrounding areas so it's kind of like, you know kind of the home team on my end. So David asked me to come in one day.

And and talk to the students, right and it was great. And you know, I had seven or eight of them, you know kind of in the room and this was during covid, right? So we're all messed up and it was it was a little bit of a challenging environment, but they had you know, kind of machines on you know, basically torn apart and they're working with, you know, kind of you know, soldering irons and playing around the technology and starting to learn some folks were on zoom and it was great.

It was great to see these folks engaged. It was great to see them asking questions. And this is tough for a lot of these folks is David said right?

They're on the Spectrum. They're not necessarily at as at ease in social situations as some of us and it's really a great opportunity to get them involved in what's as we know right a great industry with you know, huge issues in terms of finding enough candidates to do the work. So it really was a rewarding hour and a half that I spent with these folks and I could.

Just see the value of what we're doing. Just seeing their their eyes light up when I was telling stories about, you know, some of the stuff I've been involved in in the past and and it really was great for them to be able to see kind of a future a better future where they could really kind of really contribute in huge ways. And I think that's been the experience that David you've had with the you know with the program thus far.

Yeah. Let me let me explain a little bit more about the program. So it's called The Bridge Academy and it's in association with the north Georgia autism foundation and what we're doing we're really finding anybody with a disability and actually a an emphasis with with vets as well.

Veterans but my particular area that I'm focused on or are trying to to link these folks that are on the Spectrum get them a basic certification in it and then find an organization that will sponsor them to have them join as an intern. So that's exactly what we did with Aflac Aflac sponsored a resource for 15,000 that pays for their internship, which is two days a week for a year or five months every day. And then we get them certified.

I actually meant for the resource that's part of my volunteer effort here and then try to match them to a program that we think would be a real good fit. So we found we found a resource that's named Kevin. We'll put a name to him and I talked to the team over at Aflac they sponsored him interviewed him and then accepted him as Turn and then I'll let I'll actually turn the mic over to Brian just to let him give a little bit of his experience with Kevin thus far you bet Brian, you know, what you kind of introduce yourself.

Obviously, you're part of Aflac. That's the the least worst kept secret that we have on our show today. But yeah just introduce yourself and you're kind of your role in in the organization then obviously, you're you're experience with with Kevin thus far sure.

So I'm Ron pen. I'm with Aflac security posture manager. I've been doing this about five and half years.

We're over the vulnerability and Pen test for mediation before that. I did about two years of Technology compliance up minutes here about seven years before that about 25 years by T. So Kevin can't join us back in February.

Like David said we interviewed him perfect fit one thing. It really impressed me most about Kevin even before we gave him the job or as the intern I'll tell you ask what tools we're using within a week later. I get a personal email from it says Hey, I've already done all the train and so I was like blown That that initiative was so much there that you know.

That hey, isn't he started? He's already started training and asking what's next. So he started in February's to like Davis had a three-month term intern but within about I would say what we did is we rotate them against our team application security and the pentest so he kind of get a feel for business like what it would be like in a real world within a month and a half of being with us.

We all came together as like we got to get this we got to get Kevin here and hard and so even before the internship was up. I was already trying to get him hard and and in April we were able to let him know that hey started May first you'd be a full-time employee the joy that I heard from him. I mean, I I talk call David immediately when I told him and I think we both kind of got choked up a little bit a little tears of joy and you know, it's been a great program and I look forward to help in the next person.

Now that and that's such a great story and I you know, I got an opportunity to meet with Kevin too what we were there and he's really just such a an Earnest genuine guy, right and and and besides, you know, obviously some of the the challenges that he's had to have that optimism right to have that Focus to have that desire to be successful and to be able to find a place where he can contribute obviously at a level where where you guys at Aflac which is you know, no joke, right? I mean you guys have a very broad security program you have lots of very very talented people there and and again it should show all of us that we can be a little bit more inclusive, right, you know kind of cast The Net a little bit wider. I can't tell you how many folks I talk to all they do is b**** about the fact that I can't find people and you know, and and we don't really kind of extend, you know, the aperture a bit right and looking a couple of places that aren't as common right that you Wouldn't necessarily intuitively say, yeah, they'll be a great fit for what we're doing but it turns out they are right it turns out that we have a data point here.

And I know this was just the first of what we hope as many at Aflac that are gonna participate in the program, but it's really about us as an industry becoming more expansive about how we're you know, thinking about our human resources right in that Capital that we need to to scale up the business because nobody ever comes to me and says, hey Mike, I have too many people right, you know, you know, some folks I can hire, you know, I can, you know, get some folks to take some people off my hands Right Said by nobody ever in a security role. So what we need to do is really kind of take, you know, an example of the experience with Kevin and really a lot of what the Bridge Academy is doing in the north Georgia autism foundation and use that as a model right a model for how we can continue to you know, People in maybe you know some you know, non-traditional places that can really contribute, you know to our business and an hour environment. So right a little bit more about about your experience with Kevin so, you know strengths.

How does he get along with the team right? You know and obviously everything still remote. Is he planning on coming into the office?

Right? You know, how are you gonna you know manage Kevin is a resource move forward to continue to you know, invest in his growth. So one thing we did.

I mean we are completely remote right now, but early on we did have a team dinner right one kind of covid kind of came back this year took him up there. I actually picked him up because he's not driving yet. And so we had a chance to actually get some one-on-one time and you know, and that's one thing I've learned from Kevin is he's motivated me and some of the other team members with his drive is kind of got us very kind of recap because we get someone day today that we've been doing for years and then you get someone who's got that energy.

It kind of reflects back on us say hey, you know what we gotta kick it up because this guy's gonna run past it. So, you know, that's one thing I did learn. Kevin but when we took him out to meet the Atlanta office, it was about 70 of us, you know, some things David said he may be kind of nurse around people we walked in and you thought he'd known everybody for years.

He went around and used himself and you know that kind of again gave me joy because you know things I was told that he may struggle with, you know, we my team has built confidence with him because we know we've met with and we always try to encourage him a lot of it's just him he wants to be part of the team. And you know with that being said he went up there all 60 if we all braced me went around and introduced himself and it was it was fun to watch him to grow with them young man to become confident and changed, you know, his confidence level inside and probably because you know if it went for us he may never have this opportunity. So it's been very great for us to have him aboard.

Yeah. And again, I think it really speaks a lot to Aflac as an organization that you are open and willing to get take you know, don't call it a few dress, right? But you know again, it's it's something that wouldn't be, you know, kind of You what a typical recruiting or HR function is is really going to think about so hats off to you guys will give you a big big, you know, kind of Round of Applause and and tip of the hat for for that because that that's just that's just really great.

Absolutely. So so David what one other things in this as we start to wrap up? How can folks get involved?

Right? What can we do in order to you know kind of accelerate this program and and really kind of you know start to to scale it up, right? That's kind of what I'm interested in here you bet so we have a great opportunity coming up.

We have a class that'll be graduating and mid January and I'll be available to become an intern. So anyone watching this if you have a need for excellent cyber resources and someone that you can really grow up and and expand we will have a class graduating in mid January. What what I would ask is that you just contact me personally.

com and we'll we'll reserve a resource for you. I'll talk to you and and understand kind of what you're looking for and then I'll meet the class and try to match somebody to your needs and then they'll be you know, it's a fifteen thousand dollars to participate in the program. It's all nobody's making any money on this.

This is all about getting them trained and then having them serve as an intern for you for however type of arrangement you want to set up but we'll get them. Well, you know, the whole intent here is for them to you fought to fall in love with them and they become a full-time employee and I like to say it's a win-win, you know, you get a great cyber resource and you change a life at the same time. I mean a lot of these folks, let's be let's let's be candid some of them, you know may maybe not have another opportunity like this or you know, it may be working at a grocery store when they could be contributing greatly to a cyber program, which it's just a really un Situation.

So I hope hopefully this will get gain some interest and I'll be getting some phone calls. That'll be great. And again, I really want to thank you know both David and Brian for your time today and really to highlight a lot of the great work that the Bridge Academy and and North Georgia autism Foundation is doing you know, kind of outside of Atlanta and please get involved.

Right? I mean, you know, that's what it is. If you work for a company, you know, you need some folks a lot of this stuff can be done remote.

Obviously if you're in the Southeast, you know the home team so so, you know, we can get a little bit of approximity situation there. But, you know, we'll figure out a way to make it happen, you know kind of Nationwide or even more wide. Yeah from absolutely right because again, it's just a critical initiative, right and it really addresses a problem that we all have in the security industry and that's how to find the next generation of contributors to you know, kind of cyber.

We can't stamp them out fast enough. We can't train them. We can't you know kind of so so having a place to get you know, Kind of folks that that have the talent have the capability and as Brian said clearly have the drive to be successful again.

It really is just a situation that we should all you know, kind of figure out how we can make happen. So with that, thanks guys appreciate the time and and yeah, and again, we'll kind of catch it on our next tech strong TV interview. That was very good.

Thanks so much Mike really appreciate it and you as well Brian. Thanks for jumping on. Yeah, no worries.

Thank you guys. Take care. All right.

Have a great day.