Charting the Right Cybersecurity Career Paths for Your Team

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Time
27 minutes
Difficulty
Beginner
Video Transcription
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>> All right, everybody.
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Good afternoon and thank you
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>> for joining today's webinar,
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>> Charting the Right Cybersecurity Career Paths
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for Your Team.
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My name is Ryann Morrow,
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and I'm the Director of Sales
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Development here at the Cybrary.
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I'm joined by my colleague, Amanda Davi.
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She's our Director of Business Development.
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We're excited to discuss career pathing because it's
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a high priority for many of
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the organizations we partner with in 2021.
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Excuse me, on an interesting side note,
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back in December,
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we hosted another webinar on career pathing.
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One of our poll questions revealed that
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94 percent of the attendees either
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didn't have a clear path or
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any real opportunities for
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advancement within their organization.
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But before we get started,
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I'd like to cover a few quick housekeeping items
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with you-all.
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Today's webinar is going to run for
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about 30 minutes in length and will
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include a walk-through of our Cybrary for Teams platform.
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To ensure we're able to cover everything on our agenda,
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all participants will be muted.
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You'll still be able to submit
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questions via the Q&A chat function,
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and we certainly encourage you to do so.
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We'll address some questions live
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during our discussion and via chat.
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We'll also have a question and
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answer session at the end of today's program.
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This webinar is being recorded and
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we'll share the link with you-all in the next few days.
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>> Thank you so much, Ryann,
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for that amazing introduction.
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Let's quickly run through our agenda.
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We'll start by providing some background on Cybrary,
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who we are and what we do.
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Next, we'll talk about
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cybersecurity skill gaps as
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they pertain to the industry as a whole,
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and why providing your employees with
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growth opportunities is so important.
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We'll also break down the challenges
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>> we see organizations
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>> face in creating a career
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pathing program for their teams.
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Finally, we'll walk through the Cybrary for
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Teams platform to show you how we can help
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implement an effective strategy for building and
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diversifying your team cybersecurity skill set,
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and empower them to take
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>> their careers to the next level.
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>> At the end of this webinar,
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you'll learn how to build
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a scalable career pathing program with Cybrary for
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Teams that enables you to
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benchmark your team's knowledge and skills,
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personalize learning experiences to
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drive engagement and results,
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and more easily track
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your team's progress and development.
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We have quite the
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day planned out for everyone here today.
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>> Cybrary for Teams is
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the leading cybersecurity workforce
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>> development platform.
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>> You're probably thinking, "Okay,
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Ryann, well, what does that mean exactly?"
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What it means is that we help
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organizations like yours close the
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cybersecurity skills gap and build
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a security-enabled workforce that's
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equipped to meet modern threats.
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We combine courses from the
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>> foremost experts in the field
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>> with secure browser-based virtual labs that enable
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your team to work through real-world scenarios and get
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a hands-on experience with the latest tools
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and technologies to help drive their skill development.
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We've earned the trust of organizations
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>> around the world,
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>> from small businesses to the Fortune 1000,
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by helping them develop
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a high-performance cybersecurity team.
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In fact, 96 percent of the Fortune 1000
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already have employees building
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their cybersecurity skills with Cybrary.
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>> Awesome. Thank you for that introduction, Ryann.
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I think you've hit the nail on the head there.
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I know we've mentioned skill gaps
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a couple of times already.
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I'm sure you've either heard about or more likely,
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experienced firsthand the cybersecurity
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skills shortage that exists across the market.
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Our experience has shown that
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the root cause for cybersecurity skill gaps within
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teams typically stem from
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one or many of the following reasons.
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First, not being able to
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find or attract the right cybersecurity talent,
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not having a reliable process for
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getting new hires up to speed and operational,
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not having a way to ensure
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your team's knowledge and skills are up to date,
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not having a plan
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to help your employees understand how they can grow.
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Finally, not being able to
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keep your best cybersecurity talent.
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>> Our focus today is career pathing and
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creating that effective plan and
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program to help your employees learn,
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grow, and advance their careers
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>> within your organization.
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>> As the stat on the screen shows,
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we know that this is a challenge that
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many organizations and security
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will struggle to navigate.
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But before we dive too deep on this topic,
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we want to open it up to you guys
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and ask our first poll question.
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What does career progression look like
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for security professionals at your organization?
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Thank you for answering that, guys.
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No surprise here, it looks like
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the top response is
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security professionals have
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the opportunities for advancement,
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but it's not clearly defined.
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That's exactly what's in line with what we hear.
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We know that career progression can mean
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different things at different organizations.
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Amanda, walk us through
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why career pathing is so important.
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>> It would be my pleasure, Ryann.
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Career pathing is important for a number of reasons.
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Having an effective career pathing process, plan,
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and program helps take your employees
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>> to that next level.
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>> We know it's difficult to find
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that perfect candidate for a role,
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one that checks all of the boxes from
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an experience and credential standpoint,
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which is why we often call them unicorns.
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More and more organizations are being
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forced to hire junior professionals,
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resigning to the fact
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that they're going to have to train them up.
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Having a structure that lays out
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the requisite knowledge and skills
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for different roles and
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the resources to facilitate skill development,
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that just only expedites the process of
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getting team members operationally ready,
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and makes easier to train them into
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new specialties or roles of increasing responsibility.
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Career pathing also helps
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you surface high-potential employees.
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You can build a pipeline of future leaders,
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not only for your team but for
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your organization as a whole.
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Employee engagement and employee satisfaction are
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two metrics that organizations
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have recently taken a keen interest in.
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Happy employees tend to be
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the most productive employees, which makes sense.
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When your employees have a clear path for advancement
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and the opportunity to
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develop the skills they need to get there,
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they feel more empowered and
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supported that their organization
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is truly investing in them,
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which leads me to my next point.
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Effective career pathing helps you
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>> keep your best talent.
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>> Look, we all know that
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qualified cybersecurity professionals are
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in high demand in today's job market.
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Organizations that provide
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these individuals opportunities
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for career growth are much more likely to retain them.
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Knowing they're in line for a promotion or
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a role that better aligns with
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their specific interests helps to
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mitigate that turnover risks caused by
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long shifts and odd hours we all know are
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required of many cybersecurity roles,
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because there's that bright
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light at the end of the tunnel.
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Finally, career pathing ensures
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greater coverage from a capability standpoint,
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minimizing the cybersecurity skill gaps that
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exists within a team or an organization as a whole.
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It's always important to have
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a diverse skill set across your team.
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But in cybersecurity, that is vital.
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Career pathing doesn't always
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include a direct line to a promotion,
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but it can enable individuals to move between
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specialties and contribute across
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disciplines within an organization.
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Really, essentially, just assuring you're not put in
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a tough spot if someone on
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your team ultimately leaves or is unavailable.
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>> Amanda, this is so interesting.
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If I boil this down,
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you're telling me that career pathing can
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clearly have a huge impact on a business?
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>> That is absolutely what I am telling you, Ryann.
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>> But before we continue,
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I want to kick it back out to you, guys.
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We're going to open up our second poll question
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to hear from you all.
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Which of the following career pathing outcomes
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do you most want to drive for your team?
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Develop employees in a high level contributors,
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build a leadership pipeline,
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increase employee engagement and satisfaction,
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retain your best talent,
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or diversify skill sets
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to ensure adequate coverage across your team?
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>> This one shook out to be pretty even
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across the board but it looks like
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diversifying your skill sets to ensure
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adequate coverage across your team took the cake.
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Now we've talked about why career pathing is important.
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Amanda, what would you say
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>> are the most common challenges
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>> we see organizations face
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when it comes down to career pathing?
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>> I'd say that a lot of organizations
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struggle to define those knowledge,
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skills, and abilities required
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for specific roles and experience levels.
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What differentiates a level 1 SOC
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analyst from a level 2 or a level 2 from a level 3?
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There are organizations that at some point
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created skill matrices or job requirements,
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but come to us still wanting to know if their current
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and how they compare to
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>> what we've seen in the industry.
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>> It seems like almost everyone
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>> we talk to you doesn't have
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>> a good way to benchmark
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their team's knowledge and skills.
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Which means they have no way to ensure that
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someone on their team actually has the skill
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set they need to be most effective in
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the role that they're currently in.
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From a career pathing perspective,
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they don't have a good way to identify
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specific areas to really focus their
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>> development efforts.
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>> The challenge of defining
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the requisite knowledge, skills,
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and abilities between roles combined with
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the inability to determine if
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an employee actually has the necessary skills,
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mixed career advancement and inexact science.
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Some organizations don't put
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any real structure behind career pathing at all.
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What I mean by that is that there
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are many specific skills,
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education or experience levels
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that they're really looking for,
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but they're not communicating that down
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the ladder to managers and individual contributors.
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There is no clear organizational plan of action,
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no dedicated resources or time to set
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aside for these employees to focus on
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>> career development.
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>> When employees aren't sure what they
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need to do to be considered for a promotion,
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they often get frustrated,
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as I'm sure we can all understand.
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Many leave for a new title or higher pay.
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This lack of structure also
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puts a lot of pressure and additional work on
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managers to try and to find
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any ambiguities and codify a plan,
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which takes them away
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from their primary responsibilities.
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Then finally, we do encourage
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organizations that have skill matrix
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and set job requirements,
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that have coaching or review sessions
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where career development is discussed but
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don't actually give their employees the tools and
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resources they need to expand their knowledge,
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develop those skills and get to that next level.
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Often employees are left to their own devices to seek
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out relevant training to learn new software products,
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prep for certs, among many other things.
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When they find what they need,
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they often have to carve out
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that time outside of work to learn,
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where they have a new set of
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competing priorities to manage.
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Sometimes organizations cover the costs but we've
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also seen situations where
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employees are paying out of pocket,
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all in the hope of career growth.
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Again, when employees don't feel supported or
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like they have a real chance for advancement,
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that's when they start to become disinterested in
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the day-to-day responsibilities and
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choose to pursue new opportunities.
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>> But there's obviously a ton that goes into building
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an effective career pathing process and program.
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>> Absolutely. It definitely requires a bit of time,
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thought, and research.
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All of these challenges that we've
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described so far can lead to
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increased turnover or low morale,
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which hinders performance.
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It can have broader implications down the line.
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>> Absolutely. Amanda, it looks like
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we've had one of our first questions come through.
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You mentioned a company asking
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you to confirm their job requirements
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are current and to benchmark them
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>> against industry peers.
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>> Is this a service that Cybrary provides?
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>> Thank you for that question first of.
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While it's not a standard service we provide,
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we are always happy to share our insights
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and feedback based on what we've seen across the board.
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>> Awesome. Thank you, Amanda.
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All right, guys, it's time for poll question number 3.
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Of the career pathing challenges we've described,
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which is the most relevant to your organization?
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Inability to define the knowledge, skills,
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and abilities for specific roles or levels,
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lack of a formal career development structure,
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lack of relevant or quality resources to help
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employees develop their skills, or all of the above?
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Yeah. Again, right in line with what we
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thought and what we've heard previously,
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all of the above.
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Now that we've highlighted the problems,
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let's talk about the solution.
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Amanda, can you tell us how Cybrary for Teams helps
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organizations create and even
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enhance their career pathing process?
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>> I can absolutely do that, Ryan.
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Okay. Let's start with our career paths.
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We provide curate career paths for
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a wide range of cybersecurity roles.
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Everything from SOC analysts to
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a security engineer to CISO.
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Each career path is structured curriculum
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composed of expert led courses, hands-on virtual labs,
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and skill and work role
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assessments that ensure a learner develops
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the knowledge and skills they need
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to effectively execute the role.
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Our career paths capture
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the core competencies security organizations
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expect their teams to possess and
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align with industry standards like
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nice cybersecurity workforce framework
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and the DOD directive 8140.
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They provide security leaders with
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at least a starting point or a template to work from,
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which saves a ton of time and effort.
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But we also know that every organization
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is different and can have
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a different set of expectations
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for specific cybersecurity roles,
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which is why we enable you to truly
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personalize your team's learning experience.
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As I mentioned before, we offer both skill and work
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role-based assessments that enable you to gain
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greater insight into
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your team's strengths and weaknesses,
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which then allows you to tailor or even custom build
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career paths to ensure
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each team member is learning what they need to,
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not only for the job that they have,
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but also the job that they want.
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Ensuring your team has
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relevant role based learning opportunities
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>> helps to boost
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>> engagement and performance and demonstrates
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your commitment to them for their career development.
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The added value that our platform brings is
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that your team can make progress
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against their assigned career paths and access
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our deep catalog of learning content anywhere any time.
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This is affording them that flexibility to
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learn and grow their skills around their own schedules,
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whether you've allotted that time
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for them on the job or at their own pace.
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Now, setting up a career pathing program and
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providing necessary resources is a great start.
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But you must also commit to using
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this process to drive those real tangible outcomes.
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This isn't simply about assigning your team courses,
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but rather building and refining a plan over time.
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That not only help your team learn
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>> but positions them for
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>> success in growing their career with your organization.
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In our reporting and analytics suite,
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which includes member and team dashboards,
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enables you to track your team's progress
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and see what they're learning,
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allowing you to identify opportunities for improvement.
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You can add specific content to career path,
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to develop a particular skill,
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and to surface high-potential employees.
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Those who are putting in the time learning
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outside of your prescribed career paths or curriculum,
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end scoring high on assessments and practice tests.
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This is the type of insight that can
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be used to explain why someone deserves
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a promotion and can be something that's
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reviewed in goal-setting sessions with your team.
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Ultimately tying these career pathing processes
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and programs to outcomes your employees conceive,
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ensures they'll be more
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invested to put the time to reach their next level,
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creating not only a highly skilled,
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but highly motivated cybersecurity team.
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>> Awesome. Amanda, I've had a few more questions come in.
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First, how many Cybrary career paths are there?
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>> That is a great question.
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Currently, we offer more than 60 curated career paths.
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This includes all of
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the 52 NICE cybersecurity workforce framework roles,
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Azure cloud engineering paths,
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even executive career paths
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developed and taught by Ed Amoroso,
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who is the CEO of Tag cyber
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>> and the former CISO of AT&T.
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>> Shout out to Dr. Ed.
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You guys haven't checked out his course,
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enroll today. [BACKGROUND]
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>> Absolutely.
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>> Yeah. Absolutely. Our next question is,
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you talked about personalizing
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>> the learning experiences.
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>> Is this something that's Cybrary can help me with?
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>> Yes. Another great question there.
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As you mentioned, when you partner with Cybrary,
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you'll have access to
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a dedicated customer success manager
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or CSMs as we call them.
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During the on boarding process,
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we will work with you to determine
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the skills that are most important to you,
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and then work with a content
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and curriculum engineer to build
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career paths directly aligned with
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those roles and objectives.
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Then we'll sign it out
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and jump start your team's development.
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>> Thanks, Amanda. That's all I've got for you for now.
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>> Onto the next slide here.
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Let's walk through our approach.
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Imagine being able to track
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your team's growth over time and being
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confident in knowing when someone
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is ready to take on more responsibility.
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Cybrary for Teams can
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bring this career pathing vision to life.
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Now, I will be jumping into the platform.
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>> Let's start on the member dashboard.
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This dashboard shows everyone
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in your organization or on your team.
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We'll dive into Chris,
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a Level 1 SOC analyst.
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This is where you can see
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everything you need to know about
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Chris's development: the
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amount of time he spent learning,
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what he's been focusing on.
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What's great is his learning is broken down by
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what's been assigned. We'll get to that later.
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But what he went out and
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did on his own is also highlighted too.
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This lets you see who's really going above and beyond;
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those motivated high potentials.
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This overview is great to pull up during your
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one-on-ones or quarterly assessments.
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This is also a great conversation starter
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that allows you to have
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an honest discussion with Chris about
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his specific career goals
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>> and what he wants to focus on.
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>> He can bring this up six months later
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and show the same dashboard show improvement.
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Tracking this development over time not only helps to
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illustrate skill development to
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both management any employee,
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it also enables everyone to align on what are
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the expectations and what
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happens next when those expectations are met.
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We've covered how to
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see what your team has been learning.
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Now let's jump into determining what they should learn.
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I have our browse page pulled up here.
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I think about this browse page does a great job of
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showcasing the expansive catalog of learning
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content that's available on
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this library for Teams platform.
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We bring together the collective knowledge of
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the cybersecurity industry's top experts
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in leading organizations.
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What's most exciting is our network continues to grow,
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which allows us to move quickly and provide
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timely content to help you and
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your team stay current with industry trends.
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We cover a broad range of topics and
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skill areas like penetration testing,
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incident response, digital forensics, cloud security.
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This means that no matter what roles you have in
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your team we'll be able to provide that high-quality,
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relevant content that they need.
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The way that we do that, let's
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go down here a little bit more to
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show our highlighted providers that we work with.
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With virtual labs, we got real hands-on experience,
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skill assessments to measure knowledge and skills,
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teaching practice test to ensure
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your team's readiness to pass the exam.
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All in one comprehensive platform,
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accessible anywhere, anytime, right from your browser.
00:00
You and your team will always have
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the tools and resources you need at your fingertips.
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Now that you've seen the content we have to offer,
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let's see how we can bake that into
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your team's development plan.
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Now I'm going to navigate over here into the paths.
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Career paths are how we help you formalize
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a development plan for the team
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and help you put that into action.
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Actually, I'm going to go here to vibrate paths.
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A career path is simply a collection of
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cybrary content that can be
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assigned out to your organization,
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a specific group of employees,
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or just one individual.
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We have a few different types of career paths,
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with the primary being
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Custom and the other being cybrary paths.
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The cybrary paths are built by
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our network of
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industry professionals and thought leaders.
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There are lying too common cybersecurity work roles.
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These custom paths let you
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build something entirely unique for your team,
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either from scratch or by tailoring
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an already existing cybrary career path.
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The best part, you don't have to do it all by yourself.
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As you mentioned again,
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every cybrary for teams customer has
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a dedicated customer success manager
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that works with a curriculum and content engineer.
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These are the people behind
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the scenes that are going to help create and
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maintain and update your career paths
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based on requirements that you
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provide them during the onboarding process
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and also throughout your relationship with cybrary.
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But for today, let's find
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our SOC analysts' level 2 paths.
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I'm going to come in here to
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the details we can get and look inside.
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This career path is designed to help
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develop the skills needed for someone to
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move from a SOC analyst level 1 role
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to a SOC analyst level 2 role.
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Here you can see we have a variety of content,
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including our expert-led courses,
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virtual labs, and even skill assessments.
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Now, let's assign it to Chris.
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Let's say you had a one-on-one and we discussed what
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he would need to do in order to
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become a SOC analyst level 2.
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We know there are some skill that he needs to work on.
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We could just go ahead and
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assign it outright at the bottom
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here and really kick off this process.
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We're going to go ahead and continue
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here and create an assignment for Chris.
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All I have to do is find him in
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the members' tab and go ahead
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>> and create that assignment.
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>> Now let's navigate back over to
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>> Chris's member dashboard.
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>> I'm just going to hit refresh here.
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Let's see. We'll come down to his assignments.
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You can see the great tracking
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that we have here that we showed earlier.
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But we can go ahead and see that he
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has been assigned that level 2 curriculum.
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Awesome. From here we
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can track his progress throughout the month,
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quarter, or whatever timeframe we want.
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You can also see what content he's completed.
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All of this provides a clear view
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into what an individual has
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learned and create an impartial view
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of how someone is building their skill set,
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eliminating ambiguity, and promoting
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a culture of continuous learning and development.
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I'm going to jump back into the slide text here.
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We discussed career padding for cybersecurity teams,
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why it's important, the
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common challenges and how we can help.
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Now let's open it up and see
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>> what questions have come in.
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>> Amanda, we've had some amazing questions come in,
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but I do want to make sure
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that we're super time-sensitive.
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If we cannot get to your question during the webinar,
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will be reaching out to you guys one by one.
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The first question that we had,
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can I create my own career paths for my team?
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>> Absolutely, right. With cybrary teams,
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you can create a custom career paths either with
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the help of your Customer Success Manager
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>> or on your own.
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>> You also have the ability to edit any of
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those existing cybrary paths that we
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showed and tailor them to your team's needs.
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>> It looks like we're going to have
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time for just one more question.
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>> Okay.
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>> Cybrary pass include a hands-on learning exercises,
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in addition a video courses?
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>> Yes. Cybrary career path
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include all different types of training content,
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like the browser-based virtual labs that enable
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your team to get the hands-on experience
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with the tools and technologies,
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certification practice tests for
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in-demand cybersecurity search,
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and both skill and work role-based assessments help you
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better understand
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your specific team strengths and weaknesses.
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>> Again, guys, I'm sorry,
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that's all the time we have
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>> to answer the questions live.
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>> But as I said, we'll be getting
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>> with you guys one by one.
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>> As a token of our appreciation,
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we're pleased to offer two very special giveaways.
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First will be emailing 20 random attendees,
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a $25 Amazon gift card. Keep your eye out.
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Second, you can now unlock
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three early access to cybrary for teams
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today by requesting an interactive walk-through
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at www.cybrary.it/business.
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Get a more in-depth look into how we can solve
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your specific problems and give your team
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the opportunity to not only try
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a course but walk in a Virtual Lab,
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take a work role assessment and get their thoughts.
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Again, to get your free early access,
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simply go to www.cybrary.it/business.
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The link is also been included
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in the chat window and complete a request to demo form,
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and a cybrary representative will then be reaching
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out to you to help get you set up and started.
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Now's the time to act.
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Cybrary is ready to help you
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develop a high-performance cybersecurity team.
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We have one last poll question
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we're going to kick out to you guys.
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Please select yes,
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if you'd be interested in learning
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more about cybrary for teams.
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If you have any other questions for Amanda or myself,
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please feel free to reach out to us directly.
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We've included not only both of
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our email addresses but our LinkedIn
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>> in the chat window.
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>> We're always happy to help.
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Thanks again for your time and we hope
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to see you all on future webinars.
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Enjoy the rest of your day.