News & Events

The privacy industry is growing, and quickly—IAPP membership has gone from 36,000 to over 50,000 since GDPR Day last year!

TOP 3 Steps To Break Into Privacy

• Get certified—hiring managers are looking for certifications, and the right ones can nearly guarantee an interview.
• Stay relevant with laws at the state level—privacy is evolving quickly and being current immediately adds value.
• Be open to contract work—as in-house privacy practices are established throughout the U.S., companies will be moving pieces around to find what works for them.

To be the best possible future employer to a new hire, cross-check any remaining contingencies before you extend an offer.

TOP 3 Post-Offer-Extension Contingencies That Lead To Offers Being Declined/Rescinded

• Needing to navigate a non-compete after an offer has been extended/accepted
• Requiring a reference from a current employer after an offer has been extended/accepted
• Waiting more than three to four weeks to start a candidate after an offer has been extended/accepted

Hiring managers in privacy look for IAPP certifications before all else.

TOP 3 Takeaways From The IAPP Global Privacy Summit

• The role of the CDO is highly undefined and varies greatly from organization to organization, but the CDO direction seems to be a logical and viable path for privacy professionals looking for the next evolution, namely CPOs.
• Don’t get hung up on titles; because the privacy industry is still in its relative infancy, job titles (and even compensation) are not streamlined or settled like in other industries. Rather, focus on what the duties and expectations are for a position and how it is poised for growth.
• Organizations are focusing on preparing for January 2020, the date the CCPA law becomes effective. They may be able to leverage some of the heavy lifting that was required to prepare for GDPR but will need to remain flexible as they operationalize privacy for additional GDPR-like state level regulatory requirements.

According to LinkedIn research, 94% of employees say they would stay longer at a company that invests in their learning.

TOP 3 Reasons Employers Should Invest In Employee Education

• Workers in 2018 quit at the highest rate since 2001 and employers need to stem the tide in 2019.
• The “skills gap” that has plagued American employers for years has been neutralized in other industrialized economies through commitment to learning and development of existing employees.
• LinkedIn’s report saw a drop from 49% in 2017 to 27% in 2019 of professionals who cited “limited budget” as their top challenge.

Tip and TOP 3 courtesy of cnbc.com’s article “LinkedIn: 94% of employees say they would stay at a company longer for this reason—and it’s not a raise”

You have to know what is motivating your job search before you explore the job market.

TOP 3 Questions To Ask Yourself Before Looking For A New Job

• “Why am I ready to leave my current job?” Know and understand your motivation, so when asked in an interview you can verbalize specifics in both a clear and concise manner. This will also help to determine what you're not looking for as you research and discuss future opportunities.
• “What do I hope to achieve next in my career?” Whether that’s rapid ascension to management, acquisition of skills and certifications, or hitting a target compensation, this question will narrow your search quickly.
• “What kind of company do I want to work for?” Consulting vs. corporation, industry giant vs. startup; understanding value propositions and desirable traits of any organization will further streamline your search and clarify your desires for your agent!