Cybersecurity talent is getting harder and harder to come by, but even more challenging to keep in today’s incredibly tight labor market.  As for the federal government, they’re in competition just as much as the private sector when it comes to finding the best and brightest cyber talent.  To help bolster efforts in keeping talent from jumping ship, the U.S. military is pumping millions of dollars into the pockets of federal employees for what they call “cyber retention bonuses.”

In an effort to continue to keep pace with the changes in warfare - especially with cybersecurity - the Department of Navy (DON) has put forth its Cyberspace Superiority Vision (CSV) - the pursuit of cyberspace superiority guided by three principles - Secure, Survive, and Strike.

“We’re going to have the NSA red team, and perhaps even service red teams, attack...“That would be a realistic adversary attack, a controlled attack, and we would determine whether or not the red teams could get and exploit data,” according to Randy Resnik, the Director of the newly established Zero Trust Portfolio Management Office within the Department of Defense (DoD) CIO/CS. 

It flies twice as fast - and twice as far - as the famed BLACK HAWK.  And it looks quite futuristic. Meet the DEFIANT X.

Per Boeing, DEFIANT X builds on the handling qualities and transformational capabilities proven by SB>1 DEFIANT, a Sikorsky-Boeing technology demonstrator helping to inform the U.S. Army’s future vertical lift requirements. Combined with our team’s unsurpassed experience in mission systems, training and sustainment, DEFIANT X will significantly advance the Army’s air assault capability with limited changes in tactics, techniques, procedures, training and infrastructure.^[1]

According to the FBI, a company can often detect or control when an outsider (non-employee) tries to access company data either physically or electronically, and can mitigate the threat of an outsider stealing company property. However, the thief who is harder to detect and who could cause the most damage is the insider—the employee with legitimate access. That insider may steal solely for personal gain, or that insider may be a “spy” — someone who is stealing company information or products in order to benefit another organization or country.

In the era of cloud computing, security is now more important than ever, especially when it comes to handling sensitive government data for many of today’s federal agencies. For Cloud Service Providers (CSPs) looking to navigate the complex landscape of federal compliance, FedRAMP (Federal Risk and Authorization Management Program) is the gold standard. This is where Arlington, a leading name in DoD consulting, steps in as your trusted partner, providing expert FedRAMP advisory services to help CSPs in Dallas, Houston, and Austin, Texas secure their place in the government cloud space.

In the rapidly evolving landscape of cybersecurity, compliance with the growing onslaught of federal regulations is incredibly important, especially for companies that work closely with government agencies. For a leading software technology company in Dallas, Texas, ensuring compliance with the Federal Information Security Modernization Act (FISMA) was a top priority. The Dallas based company chose to work with Arlington, a proven and trusted name in cybersecurity. With our years of expertise in federal compliance reporting, we stepped in to provide tailored FISMA policies and procedures writing services, ultimately helping the Dallas-based firm achieve FISMA compliance and enhance its cybersecurity posture.

Arlington is a leading provider that offers TX-RAMP scoping and gap analysis for businesses throughout the Lone Star State. Our TX-RAMP scoping & gap assessments, when properly carried out, give a clear understanding of areas to remediate, action plans to put in place, and validation measures to make sure remediation was successful.  

All individuals possess a unique set of characteristics and circumstances that influence their risk of becoming an insider threat. Organizational change, career progression, job performance, and other workplace dynamics can be relevant factors. Human resources personnel and supervisors are often positioned to recognize risk indicators related to professional lifecycle and performance.