THE LISINSKI FIRM interview questions

Clear process and communication between stages. It didn't take more than two weeks so it was consistent and respectful of my time. Questions aligned with the purpose of the role

I applied in April and was contacted by someone from the talent team in early May. The initial conversation was friendly, though it became clear that the details of the role would be better addressed in a followup with someone from the technical side. The next conversation took place a few days later and was fairly openended. While I appreciated the conversational tone, I found the questions somewhat vague and not entirely aligned with what I'd expect for a leadership-level security role. There seemed to be a disconnect between the actual responsibilities and how they were being described, which made it challenging to fully assess the expectations. As a candidate with nearly two decades of hands on experience in IT and security leadership, I tried to focus on my ability to adapt across industries, work autonomously and align with various frameworks, even if I haven’t always referred to them by name in previous roles. My goal was to highlight how real world knowledge, situational problem solving and relationship building often matter more than checking boxes on certifications or buzzwords. Lisinski wants the buzzwords. During the discussion, I got the sense that there may be a strong emphasis on formality and credentials rather than broader experience and adaptability. Exactly what a seasoned engineer in my entry level years told me one should NOT be, because it's not practical for IT. There also seemed to be reliance on an external partner to manage much of the technical landscape, while having this person as the overseer? Because it never dawned on them to just have ONE qualified person in house managing all of this. A THOUGHT. I ultimately didn’t move forward and in retrospect, I think that was for the best. I’ve since accepted an offer that aligns more closely with my leadership philosophy and offers a clearer long term vision, with a smaller company, for more pay. Their loss! Advice to the Company? Clarify internal expectations for technical roles, especially those with strategic impact and ensure alignment between interviewers and job descriptions. Experience, adaptability and the ability to grow with evolving needs are just as important as industry specific terminology. If you interview at this place and don't get selected, don't feel bad, it's not you, it's very much THEM. Yikes!