American View: I’ve got a “rock star” candidate for your team

Human Resources02 Jun 2026

It’s time to significantly upgrade your security posture against deception-based attacks and vulnerabilities arising from human error.

It’s time to significantly upgrade your security posture against deception-based attacks and vulnerabilities arising from human error. With the global shift in focus towards unproven and immature “AI” technologies and away from seasoned human experts, your organisation is more vulnerable to human risk incidents than it’s likely been in years. Now, more than ever, you need experts that know how to effectively and empathetically persuade your workers to do more of the good stuff and less of the bad stuff.

That’s why you – yes, you! – need to hire Chris Hollinger. Right now!

In the interests of disclosure, I must admit that I’m biased. I created my last employer’s Security Awareness, Training, and Education function back in 2013. Chris was the second team member I hired for our group. His predecessor – Nick – had moved back to New Jersey leaving me with more work than I could accomplish alone. I convinced our CSO to approve a personnel req for Nick’s replacement and we were off to the races.

Chris was one of several qualified candidates that our Talent Acquisition folks brought us. While many of the folks I interviewed were technically viable, one candidate stood out. On paper, Chris looked just as qualified as his rivals … in person, however, he dominated his competition.

Recruiting experts all agree that confidence is contagious.

Chris demonstrated in his in-person interview that he’s naturally charismatic, energetic, and relentlessly positive. His energy and exuberance were infectious and he wowed the panel. I pitched him increasingly challenging and ambiguous questions and he batted them back like Serena Williams returning a serve. He clearly knew his function and was eager to get after at.

I learned that Chris had spent just shy of a decade doing security and technology training work for the network security giant McAfee. He was already proficient with the major commercial applications available for creating SCORM-compliant computer-based training modules. He also knew how to record, edit, and optimize audio files for a course’s voiceover track. That proficiency alone promised to shave an entire year off his onboarding.

Additionally, in his “wild youth,” Chris had served in the U.S. military just like I had. He’d learned discipline, punctuality, accountability, and iron self-control as young man … qualities I prefer to see in my teammates. While Chris wasn’t – and still isn’t – a “stiff-backed authoritarian” the way ex-military folks are often portrayed in popular culture, his military experience meant he’s a man of his word. Every time I gave him a task, I could count on the mission getting done, on time and to standards, without fail. I adamantly believe that character trait is indispensable in a high-performing team.

As a side note, the reason I called it Chris’s “wild youth” was that he was also rock musician in his off time. That might seem odd, but remember: even Elvis served in the American Army. Seems like an … instrumental … part of a rock star’s development. ^[1]

See above, re: confidence, contagious.

Finally, Chris’s élan made him tremendously popular with our colleagues. He was always swift to laugh and eager to cheer up the folks around him. He lit up the cubicle farm. Our peers asked after him every time he took leave. People enjoyed talking about security with Chris and completing the courses he’d crafted, which made our mission more effective.

Chris’s positivity carried through in our intern training program. He always re-read the assigned content for each new sessions so he could positively contribute to the seminar discussions. Where other colleagues might have begged off a course that they’d done before, Chris contributed! He always took our “kids” under his wing and mentored them. He helped me grow a new generation of security human risk practitioners, and the working world is better for it.

All things considered, I contend that Chris will be a strong candidate for any human risk role your organization has or might want to create. If you’re not already convinced, interview him yourself. You’ll doubtlessly come to the same conclusion I did six(ish) years ago and recognize his obvious value proposition. He’s done the work and is ready to do it all again for you ...

… or for me. To be honest, I’m interesting is getting Chris back on my team once I find a new role. I treasure having a “wingman” that I can count on to always have my back (so to speak) that I can be confident I don’t need to check up on. So, consider this a race. If you get Chris signed before I can, that’ll be fair play. I’ll respect it. Just be warned: if you dawdle, I’ll snap him up again without hesitation.

^[1] I apologize for NOTHING! AHHHHHH HA HA HA HA!

Human Resources