Author: Tom

The professional migration from vendor environments to corporate legal departments has become a notable trend in the eDiscovery sector. Many experienced specialists are transitioning to in-house positions, drawn by improved…

Identifying leadership potential in cybersecurity candidates requires a structured approach focusing on both technical expertise and leadership competencies. Effective assessment involves evaluating decision-making abilities under pressure, communication skills during security…

eDiscovery project managers serve as the critical bridge between legal teams and technical specialists, overseeing the entire electronic discovery lifecycle. These professionals manage the collection, processing, review, and production of…

In our current data-driven legal landscape, constructing an effective team to handle electronic discovery is no longer optional—it’s mission-critical. Organizations managing vast amounts of digital evidence face increasing complexity, tighter…

Creating an internal electronic discovery function requires strategic planning, careful talent acquisition, and thoughtful infrastructure design. The ideal approach involves first defining your organization’s specific needs, then recruiting key specialists,…

Creating effective cybersecurity job advertisements requires strategic content that speaks directly to qualified professionals. The key elements to include are specific technical requirements, detailed information about your security environment, competitive…

In the cybersecurity sector, focusing recruitment strategies on talent development, growth opportunities, and cultural fit consistently outperforms approaches that prioritize compensation packages alone. Organizations that emphasize skills assessment, potential, and…

Successful retention of cybersecurity talent requires a multi-faceted strategy focusing on competitive compensation, professional development, meaningful work, and supportive culture. Organizations must address burnout, provide growth opportunities, and establish clear…

Recruiting offensive security specialists (red team) versus defensive security professionals (blue team) requires fundamentally different approaches. At Iceberg, we’ve found that red team hiring focuses on offensive mindsets and penetration…

Law firms should consider bringing eDiscovery talent in-house when they consistently handle high volumes of data-intensive cases, require specialized expertise for their practice areas, face recurring client security demands, or…