Strategies for Training and Hiring in the US Government: A Black Rainbow Case Study

In an interview with Matthew Swenson, Former CEO - North America at Black Rainbow Group, the 2024 SANS | GIAC Research Report explores his experiences, particularly during his time with the Department of Homeland Security (DHS) Investigations. Swenson shares strategies for training and hiring in the US government, highlighting challenges and solutions in cybersecurity management.

Training Insights

Swenson emphasizes the need for specialized training in cyber-specific investigations at DHS. Given the limitations of in-house training, external resources like SANS bridge knowledge gaps by providing comprehensive cybersecurity training.

Swenson's strategy at DHS involved training investigators in cyber techniques using SANS courses and an internal 2-week immersive program. Prioritized courses included SANS SEC401, SEC504, FOR508, and SEC511. The curriculum was tailored based on challenges encountered, with FOR508 and FOR610 covering malware work.

DHS trained 150 staff members in specialized agency training over seven years, with many transitioning back to field roles. Meanwhile, 370 staff received comprehensive digital forensics training through a 6–8-week academy, fine-tuning their skills with SANS courses. Efforts were made to recruit industry professionals to enhance cyber operations.

Challenges in Hiring

Swenson identified a challenge within DHS and the broader US Federal government: cybersecurity management often lacks direct cyber expertise. This gap led to decision-makers failing to recognize the need to remunerate cyber talent at industry standards. Stringent hiring requirements and low salaries hindered recruitment, with only half of candidates meeting prerequisites.

Swenson highlighted the scarcity of experienced cybersecurity subject-matter experts (SMEs) as the core industry shortage. Despite interest in cybersecurity, the shortage mainly lies in experienced SMEs. Over the past decade, US colleges and universities have introduced Cybersecurity bachelor’s and master’s degrees to meet growing demand.

Swenson's insights from his time at DHS and Black Rainbow Group highlight the need for specialized training and strategic hiring in the US government. By leveraging external training resources like SANS and addressing managerial gaps in cybersecurity expertise, organizations can better equip their teams to handle modern threats. Despite hiring challenges, continuous education and adaptive training programs are key to developing a robust cybersecurity workforce.

More Insight into Cyber Workforce Trends and Challenges

The 2024 SANS | GIAC Cyber Workforce Report includes six unique case studies from top cybersecurity leaders from leading organizations across the US. In addition, the report paints a full picture of the challenges and opportunities for building cybersecurity teams that are backed by successful hiring and development practices. To read the report in full, download it now.