Barry Silber

Current

CEO at The InfoSec Group

Past

Executive Recruiter at Managment Recruiters of McLean
US Air Force Officer at USAF and USAFR

Education

Valley Forge Military Academy & College
United States Air Force Academy
Valley Forge Military Academy and Junior College

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Recommended

3 people have recommended Barry

Connections

500+ connections

Industry

Staffing and Recruiting

Websites

Barry Silber’s Summary

My firm focuses on recruiting in a number of specialties, all within the security realm. The following is a partial list of specializations we cater to:

Access Control * Application Security * Authentication * Content Security * Database Security * DDoS * Endpoint Security * Encryption * Identity Management * Intrusion Prevention * Managed Security * Mobile * Security Information Event Management * Security Patch Management * Single Sign-On (SSO) * SSL VPN * Vulnerability Assessment * Web Application * Wireless Security.

My firm recruits Account Executives, Sales Engineers and Product Managers and technical performers with expertise in any number of Security realms. We primarily work with companies specializing in producing security technology products or services. Many times our clients are recently funded and using funding to build a management, sales or technology team.

Barry Silber’s Specialties:

High performers from security vendors in San Francisco, New York, New Jersey, Boston, Atlanta, Chicago, Washington, DC and Texas.

Barry Silber’s Experience

CEO

The InfoSec Group

(Privately Held; 1-10 employees; Staffing and Recruiting industry)

September 2003 — Present (6 years 3 months)

The problem with supposed tools like Monster, CareerBuilder and other such sites in producing the best-of-the-best performers is twofold. First, for every posting, there are usually a tremendous number of responses, with only a few actually being qualified, or performers, or dare say super-performers. Second, of those highly qualified people who do respond, they are inundated with large numbers of opportunities. So the very good opportunities get buried with the rest.

For the candidate, the same dynamic exists – there is a very good chance your excellent background will be lost amongst the sea of average performers. This is why superior performers who have applied for positions online, asked themselves, “Why with my superior background and performance am I not getting responses from companies?”
Executive Recruiter

Managment Recruiters of McLean

(Public Company; 11-50 employees; Staffing and Recruiting industry)

August 2000 — September 2002 (2 years 2 months)

There are additional problems with online job boards from the candidates perspective. First, you only see some of the opportunities that exist. You don’t see any of the opportunities in the “hidden market”. Yes, there IS a hidden market. Some companies won’t put their information on these sites at all. Some companies, due to the delicate nature of the search (for example, in a replacement search), cannot place any information on this search online. But secondly, because of the large number of candidates that invariably apply of every position, the dynamic feeds into your having to convince the company that you are worthy – rather than an emerging mutually respectful relationship that moves forward to see if there is a fit from both sides.
US Air Force Officer

USAF and USAFR

(Government Agency; 10,001 or more employees; Military industry)

May 1991 — February 2000 (8 years 10 months)

Barry Silber’s Education

Valley Forge Military Academy & College

N/A , Military Science , 1985 — 1986
United States Air Force Academy

BS , Humanities
Valley Forge Military Academy and Junior College

Additional Information

Barry Silber’s Websites:

Barry Silber’s Interests:

My goal with using LinkedIn is to connect in a deeper way with candidates and client companies. There are a myriad of technological tools available to people in business today. Many of these tools propose to solve the problems easily with a push of a button.