How Brian Tuskan Built the Silicon Valley Security Model at ServiceNow

From patrolling the Microsoft campus to becoming Chief Security Officer at ServiceNow, Brian Tuskan shares his 22-year journey from public safety to Fortune 500 leadership. Learn how he built the Silicon Valley Security Model, a revolutionary AI-enabled approach to protecting global corporate campuses. Brian discusses how data-driven security programs prepare for major threats years in advance.

Transcript

Cassidy [0:00:15]: Welcome back to everybody to the safety gap podcast under Kill cast Karen.

Cassidy [0:00:18]: There what's me today.

Cassidy [0:00:20]: How are

Karin [0:00:20]: you doing, Karen?

Karin [0:00:20]: I'm great.

Karin [0:00:21]: Friday.

Cassidy [0:00:23]: It's good to see you.

Cassidy [0:00:23]: It's Friday.

Cassidy [0:00:24]: Karen at home.

Cassidy [0:00:25]: Travel this week.

Karin [0:00:27]: I did not constantly see.

Karin [0:00:28]: I've been home for a couple weeks.

Karin [0:00:30]: Brian you learn that if you watch the other episodes, I'm usually traveling and until Friday Home, and I share about where I've been, I've been home, and it is just lovely.

Karin [0:00:39]: So

Cassidy [0:00:41]: speaking of our guests and Brian Tu and Brian welcome to the show.

Brian [0:00:44]: Thanks for having me on.

Brian [0:00:45]: Excited to be here.

Cassidy [0:00:47]: See if the Chief Security officer at servicenow.

Cassidy [0:00:49]: May I have that correct.

Cassidy [0:00:50]: Right?

Cassidy [0:00:50]: Right?

Brian [0:00:51]: Yes.

Brian [0:00:51]: Correct.

Brian [0:00:52]: We're looking

Cassidy [0:00:53]: forward to this conversation.

Cassidy [0:00:54]: The way we usually like to start this is to that jump in on your background.

Cassidy [0:00:57]: And I think what our audience will fine, I mean, fascinating is, the journey that you've gone on from, you know, being a police officer into the Chief Security officer and that evolution.

Cassidy [0:01:09]: We have as Karen those about forty percent of our our company has come from public safety into the private sector.

Cassidy [0:01:16]: And so I think the journey been on in the stories you have to tell will be quite interesting to the audience.

Cassidy [0:01:22]: So I'd let me just start with just a little bit of your background.

Brian [0:01:25]: Sure.

Brian [0:01:25]: So I grew up in Hawaii.

Brian [0:01:27]: My grandmother's native of Hawaiian, and I grew up in the islands loved it there.

Brian [0:01:32]: Love the the whole surf culture, the beach culture just the the island life.

Brian [0:01:36]: And I got it to law enforcement early on.

Brian [0:01:40]: Work for the Honolulu police department, spent four and a half years there did all kinds of cool stuff.

Brian [0:01:47]: But the cost of living was outrageous in Hawaii.

Brian [0:01:50]: It it was paradise, but it was just hard to make ends meet and to little children, and I heard about opportunities in Washington State for lateral police officers.

Brian [0:02:03]: So they would take someone from minute accredited agency.

Brian [0:02:07]: And then you could just come in as a senior officer.

Brian [0:02:09]: So I put in a bunch of applications went through tons of interviews, and I got two offers.

Brian [0:02:16]: I took the one with the Redmond Washington into police department.

Brian [0:02:20]: So Redmond, is a suburb just east of Seattle, and I was a cop there for

Cassidy [0:02:29]: eight years.

Cassidy [0:02:29]: I going to ask did you answered it.

Cassidy [0:02:32]: Why would you leave kauai?

Cassidy [0:02:34]: So we we now understand that.

Cassidy [0:02:37]: Now when you joined in Redmond, Redmond is also, home of Microsoft.

Cassidy [0:02:42]: What was the time frame on that?

Cassidy [0:02:44]: Like, when I think it read about Redmond men, then I was just there a few weeks ago, I think, you know, Microsoft campus, etcetera.

Cassidy [0:02:50]: I'm but, like, when you started, was that the case?

Cassidy [0:02:52]: Were they there?

Cassidy [0:02:53]: Like, were they big or like, you mentioned...

Cassidy [0:02:56]: So I just wanted to give some context of, like, when you're there versus, like, the the rise of, kinda of red because Redmond right now It's like, a big suburb.

Cassidy [0:03:03]: And so it was it a big suburb when you when you showed up?

Brian [0:03:06]: Yeah.

Brian [0:03:06]: It was it was pretty big.

Brian [0:03:08]: Microsoft at the time, I believe in nineteen ninety three had about, I think twenty five thousand employees that a fairly big footprint, maybe three, four million square feet of campus space within Redmond.

Brian [0:03:21]: So I started off in patrol, and my patrol district was the Microsoft campus.

Brian [0:03:27]: What officer.

Brian [0:03:28]: It was called the Ocean district.

Brian [0:03:30]: It is crazy when you think about Law enforcement, especially for active threats, active shooters, you really have limited police presence.

Brian [0:03:39]: And it's all about response and mutual aid and all that kind of stuff.

Brian [0:03:43]: So I loved being in patrol.

Brian [0:03:45]: But I guess, I had that look that face and not too long after being in patrol.

Brian [0:03:51]: I was asked to go and work undercover.

Brian [0:03:53]: So I went and was part of the east side narcotics Task force.

Brian [0:03:58]: It was a group of five agencies, and it was run out of the Bellevue, police agency, and we we did all kinds of high end na narcotics cases with federal agencies.

Brian [0:04:10]: I did that for two years was a blast.

Brian [0:04:12]: And then after a two years stint, I went back to patrol, and there was a opening in the detective division.

Brian [0:04:20]: And so I put my name in.

Brian [0:04:21]: Was fortunate to get the nod, and I...

Brian [0:04:24]: You know, a smaller department, detectives do everything.

Brian [0:04:27]: So I got to train on from evidence collection to, you know, interview interrogation doing major cases they went a lot of homicide and major issues, but they were in in that small city, so I got to do really cool stuff.

Brian [0:04:42]: And then I was somewhat tactical.

Brian [0:04:44]: I was a guy, they knew how to turn on the computer.

Brian [0:04:46]: Actually, I was a little more technical in.

Brian [0:04:48]: So every kidney that happened at Microsoft, it was always fall under my desk.

Brian [0:04:54]: So I got to know a lot of the the corporate employees that needed assistance and their corporate security department And so that was kind of my segue to learning about corporate.

Brian [0:05:05]: But what got me over the hump was a case investigation that involved organized crime.

Brian [0:05:13]: It was a ef, and that was burglar the Microsoft campus, and they had a huge impact because they they stole a lot of laptops and Pd, and I tell the younger folks out there.

Brian [0:05:25]: Think of a cell phone without cell phone capabilities.

Brian [0:05:28]: That's what a Pd is personal digital assistant Pd.

Brian [0:05:32]: And so it really impacted the business, and I worked with a corporate security group.

Brian [0:05:37]: A couple of months was able to do a few search warrants, made a bunch of arrests And, ultimately, the Fbi adopted the case because it was that big.

Brian [0:05:46]: They had, you know, interstate trans...

Brian [0:05:49]: Transport of stolen equipment or whatnot.

Brian [0:05:52]: And then, I guess they got me noticed, and Microsoft wanted to build a team of experts for investigations and they brought in Fbi and Y, and they wanted a local.

Brian [0:06:05]: So I I got, you know, chance to interview and I left mid career, which everyone at that time thought I was absolutely nuts.

Brian [0:06:14]: Why the heck would you leave, you know, very solid government job with benefits to go work in a corporate sector at will.

Brian [0:06:22]: For those of you that don't know what add will is at will employment is at will.

Brian [0:06:27]: You can get whacked and let go for any reason at will.

Brian [0:06:32]: And I was just like, I feel like it's destiny there.

Brian [0:06:35]: I should be here.

Cassidy [0:06:36]: If you don't mind me asking, and what went into that thought process.

Cassidy [0:06:39]: Was it obvious?

Cassidy [0:06:40]: Was it something you I had to put a lot of thought into?

Cassidy [0:06:44]: Like, kind of what was your criteria your thought process at that time in making that jump?

Brian [0:06:50]: So I put a lot of thought into it because, you know, I had three little children at the time.

Brian [0:06:54]: My wife was recovering from a major brain injury.

Brian [0:06:57]: It was a big decision, but, you know, I had the sport of my wife.

Brian [0:07:02]: And I knew my capabilities, and I was just excited for a new opportunity because I...

Brian [0:07:07]: I've done everything I could have in policing.

Brian [0:07:10]: Right?

Brian [0:07:10]: I...

Brian [0:07:11]: I was on a swat team.

Brian [0:07:12]: I did Atv beach patrol in Hawaii, I was undercover our narcotics detective.

Brian [0:07:17]: I was on the Fbi, joint terrorism task force.

Brian [0:07:20]: Yeah.

Brian [0:07:21]: I did all the cool stuff, detectives.

Brian [0:07:23]: And I was like, yeah.

Brian [0:07:25]: Hey.

Brian [0:07:25]: This, you know, twelve years of a law enforcement.

Brian [0:07:27]: Let's see what I can do in the private sector.

Brian [0:07:29]: And I did not come in as a chief Security officer.

Brian [0:07:32]: And I wanna be clear.

Brian [0:07:33]: I came in as really a senior investigator.

Brian [0:07:35]: I was just happy doing that.

Brian [0:07:37]: I love solving crimes and just following leads, and When I interviewed, I really wanted in that job.

Brian [0:07:47]: So when I give advice to people, I tell people don't go in half big.

Brian [0:07:50]: If you got interview, go in one hundred percent, not even ninety nine point nine.

Brian [0:07:54]: You gotta go a hundred percent.

Brian [0:07:56]: And I got the job never look back.

Brian [0:07:59]: Twenty two years by the way?

Cassidy [0:08:02]: That's amazing.

Cassidy [0:08:02]: I love that story.

Cassidy [0:08:03]: What was the landscape like?

Cassidy [0:08:06]: And what was your corpus security or private security back then.

Cassidy [0:08:10]: Was this something a lot of companies has had?

Cassidy [0:08:12]: Was it pretty sophisticated or was this a new thing for companies like a Microsoft to build internally.

Brian [0:08:19]: Yeah.

Brian [0:08:19]: It was fairly new.

Brian [0:08:20]: It existed, but it didn't exist at the level you have today with certain certifications, standards, and we we still got a lot of work to do on standards.

Brian [0:08:30]: But was build the plane as you fly it.

Brian [0:08:32]: And you had a lot of convergence with public safety coming into the private sector and try to cold Ming stuff you did in public safe in private sector, and a lot of it didn't work.

Brian [0:08:46]: You needed really a business acumen because of corporation is much different than a government entity.

Brian [0:08:51]: So I was able to go through that transition.

Brian [0:08:54]: It was pretty exciting.

Brian [0:08:55]: And the ones that succeeded were the ones that were innovative that had a growth mindset that weren't really fixed in their ways.

Brian [0:09:03]: When you come into the the corporate side of the house, there...

Brian [0:09:06]: There aren't any policies or procedures at standards.

Brian [0:09:09]: And so it was fairly nascent.

Brian [0:09:11]: And then you not understand back in two thousand, the cloud wasn't around.

Brian [0:09:16]: Right?

Brian [0:09:16]: Mobile was just coming out.

Brian [0:09:18]: The Internet was, you know, pretty much new.

Brian [0:09:22]: And then just an explosion.

Brian [0:09:24]: So it it was, like, perfect timing for me to come into this industry.

Karin [0:09:28]: I was always was gonna say, you know, repeat it for the people in the back that need to hear it again that when you come into the corporate environment, it is very different from what we experience in public safety where there is so much structure and everything is by policy.

Karin [0:09:43]: And while, you can think outside the box sometimes, it still kinda has to fit within the line box and here on the private side, you gotta figure things out and be able to navigate without having a lot of those processes already existing or in place.

Karin [0:09:58]: Sometimes a stressful place to be.

Brian [0:10:01]: Yeah.

Brian [0:10:01]: That's a great point out.

Brian [0:10:03]: And I guess for whatever reason.

Brian [0:10:05]: I had a project management mindset.

Brian [0:10:07]: And I give all the credit to policing when I had a detective background.

Brian [0:10:14]: So being a detective an investigator.

Brian [0:10:16]: It's like a project manager.

Brian [0:10:18]: There's a beginning middle and end.

Brian [0:10:20]: And I was also always curious.

Brian [0:10:24]: So you could you have to have curiosity, and I'll give you a great example of my project management skills when I became a detective at Redmond.

Brian [0:10:33]: I asked my lieutenant, Jim Taylor, I said, why don't we have a criminal intelligence unit because I came from a big department.

Brian [0:10:40]: Hud old was two thousand officers.

Brian [0:10:42]: A lot of people don't realize that.

Brian [0:10:43]: It's a big big department.

Brian [0:10:45]: And I said, we don't have a criminal intelligence unit.

Brian [0:10:47]: Why why don't we have it?

Brian [0:10:48]: He like, that's that's a great call out.

Brian [0:10:51]: Why don't you build wine?

Brian [0:10:52]: Right?

Brian [0:10:53]: So first thing I did is A I benchmark.

Brian [0:10:57]: And I I looked around, King County, which is the biggest...

Brian [0:11:02]: I believe the biggest county in the state of Washington.

Brian [0:11:04]: I went to their Intel department, detective Ray Green that I was running Intel, helped me out.

Brian [0:11:10]: Give me just wonderful insights.

Brian [0:11:12]: You know, was a young detective.

Brian [0:11:13]: And then I got, trained for a one week long Intel analyst or just an intelligence program build, brought it back.

Brian [0:11:23]: This a binder, big fat binder for you young ones out there.

Brian [0:11:27]: Just ask your parents.

Brian [0:11:28]: We used use binder would, like, printed paper on it.

Brian [0:11:31]: And That's how I built the criminal intelligence unit.

Brian [0:11:35]: So it was like a project.

Brian [0:11:36]: Right?

Brian [0:11:36]: And and I understood project management, very basic.

Brian [0:11:40]: When I got to Microsoft.

Brian [0:11:42]: Within the first year, I took basic project management courses, probably the best thing I could ever done, I always tell people that get it to the private sector that our cops learn basic project management.

Brian [0:11:53]: Once you figure that out, it'll help in anything that you do if you look at it from that lens and now with Ai and technology it's so easy.

Brian [0:12:02]: To manage stuff at scale.

Cassidy [0:12:05]: That example is a great example.

Cassidy [0:12:06]: Of probably why it was a fairly easy transition for you because that's kinda how the corporate world works.

Cassidy [0:12:12]: Hey, we don't have this thing.

Cassidy [0:12:14]: What should we do?

Cassidy [0:12:15]: It's like, well Brian, go build it.

Cassidy [0:12:16]: It running into that all the time, folks coming into our company.

Cassidy [0:12:21]: You know, we're fairly fast growing chaotic, which I I assume was Microsoft back then as well where there isn't a lot of process and procedure and there isn't a command and control structure.

Cassidy [0:12:32]: It's very much like, great idea, Karen And, like, gonna do that.

Cassidy [0:12:35]: Go start it.

Cassidy [0:12:36]: So I think your feedback on project management and kind of, obviously, your experience of that in law enforcement but probably set you up very well for the corporate side of the the the private securities though.

Cassidy [0:12:48]: Any thoughts on that?

Brian [0:12:51]: Yes.

Brian [0:12:51]: In any project or function or organization I was asked to be a part of or to...

Brian [0:12:59]: I was very tactical the early years.

Brian [0:13:01]: I put my hundred percent into it.

Brian [0:13:03]: I really didn't look too much forward.

Brian [0:13:06]: I looked at the task at hand.

Brian [0:13:07]: And so when I give advice to younger professionals and wanna move up, and I say, really focus on delivering the best that you can do, And then when you crush it, more opportunities falling to your lap.

Brian [0:13:21]: So I kinda built a reputation of being a really good problem solve, a program builder.

Brian [0:13:27]: It's so I manage every facet of a corporate security program at the Microsoft Corporation.

Brian [0:13:33]: There wasn't anything there that I did not have expertise in by coming in and learning it.

Brian [0:13:39]: And if I didn't know it, I would seek out who is the gold...

Brian [0:13:44]: Who has the gold standard program and benchmark and then build it myself.

Brian [0:13:49]: Now it's so easy with J Ai.

Cassidy [0:13:52]: You can just plop it in there.

Cassidy [0:13:53]: It it will give you...

Cassidy [0:13:54]: Like, it would've take me month.

Cassidy [0:13:56]: To come up with what chat Gp or G or what

Brian [0:14:01]: you have Claude that will just spit it out in seconds.

Brian [0:14:05]: And then I'll talk more about Ai because you still need a human to take that sit the sized data and execute on it and make it operational.

Cassidy [0:14:17]: I'm gonna jump around here.

Cassidy [0:14:18]: But let me ask a question on this while he brought it up because it's the second time we brought up, Ai.

Cassidy [0:14:21]: And we get into that.

Cassidy [0:14:22]: Where did the comfort level come from...

Cassidy [0:14:26]: The way you describe it, you, I would call you an early adopter of this technology in terms of using it to figure things out.

Cassidy [0:14:34]: This is kinda how I read your response?

Cassidy [0:14:37]: So you need advice for people who might be intimidated by that.

Cassidy [0:14:42]: I mean, you're running your chief security officer running big successful organization.

Cassidy [0:14:46]: I'm sure you've come up through the ranks.

Cassidy [0:14:47]: And you're on the forefront of using this technology to learn and move faster.

Cassidy [0:14:53]: I find it actually rare.

Cassidy [0:14:55]: I find a lot of people who are in, like, your position would be the last person to be using this technology.

Cassidy [0:15:00]: And maybe I have that background.

Cassidy [0:15:02]: I mean, I'm curious where that comes from.

Brian [0:15:04]: A lot of it just comes from my thought process where I was always looking at technology, there's other podcast out there where I talk about me going to community college, learning how to use basic computer one zero one.

Brian [0:15:18]: And I learned how to do spreadsheets, word processing, not really coding, but using the applications to help me be better.

Brian [0:15:29]: And back in the day in the the late eighties, People are still using type writers, electric type writers, and manual type writers.

Brian [0:15:36]: The Pc just turned that around, a mainframe frame computers, and there was this whole evolution, and I could see it gave me a competitive advantage over everyone else.

Brian [0:15:47]: I talked about another podcast where I was the first to get a laptop as the young police officer.

Brian [0:15:53]: Bought it.

Brian [0:15:53]: It took me, like, two paychecks though afford it.

Brian [0:15:55]: It was a Tan dual floppy drive.

Brian [0:15:59]: There was no hard drive on it with Ms dos.

Brian [0:16:01]: But I could pump out more cases than anybody.

Brian [0:16:04]: And I would make a rest, you know, ten minutes I'm done.

Brian [0:16:09]: Would take people hours to get done.

Brian [0:16:10]: And it just gave me competitive advantage.

Brian [0:16:13]: So technology gives...

Brian [0:16:15]: That you that edge.

Brian [0:16:16]: And if we fast forward now to Ai.

Brian [0:16:19]: I started using chat Gp as soon as it came out.

Brian [0:16:24]: I saw it on a Tiktok or Youtube video, and I was like, it took me a while.

Brian [0:16:30]: It took me like, an hour to comprehend what I was watching.

Brian [0:16:33]: So I went in, played with it, and I was like, this is like magic.

Brian [0:16:38]: It's a akin to magic.

Brian [0:16:40]: Not today everybody's doing it.

Brian [0:16:42]: But here's a crazy thing.

Brian [0:16:43]: I took it.

Brian [0:16:44]: I redid my Linkedin profile because my linkedin was pretty basic.

Brian [0:16:48]: And within a week, I had four executive recruiters reach out to me.

Brian [0:16:52]: One of them was service now.

Brian [0:16:54]: And I asked the executive recruiter, Steven Taylor.

Brian [0:16:57]: I said, don't you find me?

Brian [0:16:59]: Said we loved your Linkedin profile.

Brian [0:17:01]: I'm like, oh, k.

Brian [0:17:02]: Thank you.

Brian [0:17:03]: So literally, thank you, Sam Alt.

Brian [0:17:06]: Chad Gp.

Cassidy [0:17:08]: You knows

Brian [0:17:10]: Or everybody's doing it now.

Brian [0:17:11]: Right?

Brian [0:17:12]: The differentiator, everybody's doing and you get the prompts or whatnot.

Brian [0:17:15]: But I was a early adopter, and it really helped me.

Brian [0:17:18]: It helped me upgrade my resume.

Brian [0:17:20]: I didn't have a resume.

Brian [0:17:22]: You know, recruiter reached out to Me and say, hey, give resume.

Brian [0:17:25]: So I learned how to use all of the hacks that they have where you s a resume to map to the job description.

Brian [0:17:34]: So when you read my pro my two page resumes like, man, this guy was made for this job.

Brian [0:17:40]: Now wasn't me up because I had all of the qualifications.

Brian [0:17:44]: But you also gotta understand every interview I had and had tons of interviews for this job.

Brian [0:17:51]: Everyone because Have a background in investigations, I did like a Dossier, learned about their book of business, what their interests are, and I framed my questions to every person I spoke to.

Brian [0:18:06]: So if you're speaking for somebody with Finance, you're talking about bottom line.

Brian [0:18:10]: You're talking about revenue.

Brian [0:18:11]: You're talking about ten k reports, risk.

Brian [0:18:14]: You're talking to legal, you're talking about legal risks.

Brian [0:18:17]: Right?

Brian [0:18:18]: You you talk you're talking to Hr, you're talking about employee experience.

Brian [0:18:21]: Right?

Brian [0:18:22]: It's just knowing your audience.

Brian [0:18:24]: And a lot of advice I give police officers, a police executives was looking for jobs out there.

Brian [0:18:30]: Don't just speak one resume and blasted to, like, thirty different jobs, and then complain why you don't get a...

Brian [0:18:36]: You you don't get a call.

Brian [0:18:37]: So I I don't know I answered your question on Ai, but...

Cassidy [0:18:41]: No.

Cassidy [0:18:41]: I love that.

Brian [0:18:42]: Use it all the time.

Cassidy [0:18:44]: That example in feedback for officers that you just said can go for anybody looking for a job now.

Cassidy [0:18:50]: In fact, I don't know how many people have...

Cassidy [0:18:53]: I'll probably interviewed multiple people in the last few weeks for our company.

Cassidy [0:18:56]: And they I can tell right away.

Cassidy [0:18:58]: They're not doing what you just recommended.

Karin [0:19:01]: Yes.

Cassidy [0:19:01]: And they shouldn't be.

Cassidy [0:19:02]: I mean, the barrier to doing that.

Cassidy [0:19:04]: So, well, so that's great advice.

Karin [0:19:06]: I was just gonna say, say that as a lost because I remember, just even applying for public safety roles, and the advice given to me at the time was like, go into your research learn about the organization and even for the next job inside of that organization.

Karin [0:19:20]: Do your research, figure out who you're gonna be working for, who you're gonna be working with, what are their goals?

Karin [0:19:25]: Like, you know, if you're looking at a department.

Karin [0:19:28]: So it's just still like that research in that curiosity.

Karin [0:19:30]: As you mentioned earlier, Brian, sometimes it's hacking, and then you just leave out so many opportunities that could be right in front of you.

Brian [0:19:40]: Yeah.

Brian [0:19:40]: Could I add one more?

Brian [0:19:42]: You could do all the research.

Brian [0:19:43]: I could pick up I'm pretty intuitive when somebody's inter...

Brian [0:19:48]: I do a lot of interviews too, and they'll drop some some stuff.

Brian [0:19:52]: And I'm like, okay, This person did their homework.

Brian [0:19:53]: But I'm more interested in their body of work and how they can help be and the impact on what they are applying for.

Brian [0:20:00]: And it's so easy to see who is a cut above the rest.

Brian [0:20:07]: When you do do, like, ten different interviews, and you go, like, this particular person is far superior than everyone else that I interviewed in every...

Brian [0:20:15]: Which way because they articulated how they solve the problem or they had a particular issue they dealt with, and it was specific to the job they're hiring for.

Brian [0:20:24]: I'll tell you where a lot of cops of have problems I posted about it.

Brian [0:20:28]: I got some memes and Uncle Rico memes from Napoleon Dynamite fans out there where I have a uncle Recall dressed up as a cop.

Brian [0:20:37]: I used to run k nine, used to jump out of helicopters.

Brian [0:20:41]: Yeah.

Brian [0:20:41]: Nobody cares about that.

Brian [0:20:43]: Right?

Brian [0:20:43]: They they wanna care if you're a project manager a business development.

Brian [0:20:46]: I just to that you're gonna do that job.

Brian [0:20:48]: Yeah.

Brian [0:20:49]: Now, if you're doing something in public safety, you wanna have that secret handshake, right, if you're in the field with law enforcement if that's your customer, that's only I'm gonna get you so far.

Brian [0:21:01]: You have to have that awareness and a lot of cops don't understand that nuance transition.

Brian [0:21:07]: Just because you're a cop now doesn't mean you're gonna be a perfect fit in the private sector.

Cassidy [0:21:13]: Right.

Brian [0:21:14]: And then there's a whole learning curve, but cops make really good private sector, security, professionals.

Brian [0:21:23]: And even outside of security, Hr, there's a lot of cops that do finance stuff.

Brian [0:21:28]: Completely different from security.

Brian [0:21:31]: I focused really on the the physical safety and security industry because it's gigantic.

Brian [0:21:36]: There...

Brian [0:21:36]: There's so many jobs you can do.

Cassidy [0:21:38]: Yeah.

Cassidy [0:21:38]: So I have that.

Cassidy [0:21:39]: And what is the biggest transition you found?

Cassidy [0:21:42]: So you have your non nonprofit cop the corporate, the podcast, even been...

Cassidy [0:21:48]: This has been something that you've been passionate about for twenty years.

Cassidy [0:21:51]: What is the biggest obstacle from public to credit, that transition.

Brian [0:21:59]: Culture.

Brian [0:21:59]: Right?

Brian [0:21:59]: You got the cop culture, whether you're municipal, state, local, federal, culture.

Brian [0:22:06]: Is that cop culture.

Brian [0:22:08]: How do you come across?

Brian [0:22:09]: Like, there's one telltale sign.

Brian [0:22:12]: I interview somebody and I go, like, yeah.

Brian [0:22:14]: You you don't you don't come off come off as a cop.

Brian [0:22:17]: Everybody that's a cop knows what that means.

Brian [0:22:20]: Everyone spouse knows what that means.

Brian [0:22:22]: K?

Brian [0:22:24]: Were you just so accomplish, standoff off everybody.

Brian [0:22:27]: Don't trust any movements.

Brian [0:22:28]: I'm sorry.

Brian [0:22:30]: Right?

Brian [0:22:30]: You gotta integrate with the civilians.

Brian [0:22:33]: Right?

Brian [0:22:33]: Because the civilians are running the shell.

Brian [0:22:35]: And some of those civilians are former cops, and they've made that transition.

Brian [0:22:40]: You cannot just come in and expect a private sector corporate entity culture to adapt to your cop culture.

Brian [0:22:50]: It's the other way around.

Brian [0:22:52]: And it's no different than those are you in patrol had to ride along, and maybe accountant came sat in your car, it would be like, I think I could do this job, and you're looking at out and garlic like, yeah.

Brian [0:23:06]: Right?

Brian [0:23:06]: Thing.

Brian [0:23:08]: Cops coming to the private sector, and be like, you guys are just a bunch of paul, mall cops or whatnot.

Brian [0:23:14]: We're wouldn't that be?

Brian [0:23:16]: Yes.

Brian [0:23:17]: Security Guardian.

Brian [0:23:18]: Is a very important component because that's the first line of defense.

Brian [0:23:22]: Security guardian falls under my remit, but you also have in our industry, evacuation, kidnapped kidnapping and ransom, so.

Brian [0:23:33]: I mean, Cops also get intoxicated by being the center of the universe of their city of where that...

Brian [0:23:40]: Wherever they work at.

Brian [0:23:41]: So the big man of woman on campus in the city that they work at.

Brian [0:23:45]: And I work for a global corporation two four to five hundred.

Brian [0:23:48]: Where we operate in practically every other every country out there or a lot of countries.

Brian [0:23:54]: I see you're dealing with different continents and time zones and professionals, business styles, and it's so broad that a lot of cops don't realize how broad it is.

Brian [0:24:06]: And, you know, a lot of people who say, hey.

Brian [0:24:10]: You came from this small little department.

Brian [0:24:11]: How the heck did you get to where you're at?

Brian [0:24:13]: Well, a lot of it is through information k?

Brian [0:24:17]: So people would take somebody city in my seat would have to come from a three letter agency to be minimum Sac or a sac.

Brian [0:24:24]: When you really don't need that, You just need to be a part of the community, so you have domestic Security Alliance Counsel, which is part of the Fbi.

Brian [0:24:34]: If your company is big enough, you can join that.

Brian [0:24:36]: And so you can get all the publicly facing briefings things for corporate security.

Brian [0:24:42]: You got Os overseas Security Advisory Council, which is part of the state Us state department, and it's specific for Us based companies that operate overseas.

Brian [0:24:53]: So a lot of my team are part of that.

Brian [0:24:55]: You're ready part of this huge ecosystem.

Brian [0:24:57]: So a lot of part high level three letter agencies or chiefs or one whatnot.

Brian [0:25:02]: They're just, like, wow, hire me because I know so on and so...

Brian [0:25:04]: Well why I don't so sold too through these agencies.

Brian [0:25:06]: Right?

Brian [0:25:07]: It's an equal supervisor.

Cassidy [0:25:09]: Let's pick up a that.

Cassidy [0:25:10]: You alluded to this a little bit.

Cassidy [0:25:12]: On servicenow and, like, the Global reach and so forth.

Cassidy [0:25:15]: What is the job?

Cassidy [0:25:16]: Chief security officer.

Cassidy [0:25:17]: What's?

Cassidy [0:25:17]: What do you do day?

Cassidy [0:25:20]: I'm just fascinated by this?

Cassidy [0:25:21]: And so, you know, think about our audience on the public safety side.

Cassidy [0:25:25]: You were curious about this But let you can elaborate on, like, the...

Cassidy [0:25:28]: The mentality of it within at least the company right now.

Brian [0:25:34]: Sure.

Brian [0:25:34]: And I will kinda put it in terms.

Brian [0:25:36]: So police are law enforcement can kinda understand the parallels.

Brian [0:25:40]: So global, safety and security, so anything, safety, occupational health and safety related and then the security piece.

Brian [0:25:51]: I oversee executive protection.

Brian [0:25:54]: So if you're with the Us secret service, it would be akin to a private executive protection service.

Brian [0:26:02]: Diplomatic security would be very astute, of it's local law enforcement.

Brian [0:26:10]: They...

Brian [0:26:11]: If you have a dig coming in to town.

Cassidy [0:26:14]: You have motor cage, you get all that

Brian [0:26:15]: kind of stuff, which is really big.

Brian [0:26:17]: And and you have a lot of resources for that.

Brian [0:26:20]: In the private sector, it's very nuance.

Brian [0:26:22]: It's it's just dependent on situations and you've got certain flights, Charter flights, private flights.

Brian [0:26:29]: How do you get a principal or an executive to certain location state.

Brian [0:26:33]: And we've all seen what happened in New York with the United Healthcare Ceo that was assassinated.

Brian [0:26:39]: And then there were like, hit lists that were put out on other ceos and stuff.

Brian [0:26:45]: So it is a concerning area.

Brian [0:26:48]: So that...

Brian [0:26:48]: That's one section.

Brian [0:26:49]: You have an investigative entity, workplace violence, threat management.

Brian [0:26:52]: How do you have teams that can ensure your employees are safe.

Brian [0:26:57]: State of California where I live has sb b five five three.

Brian [0:27:02]: It...

Brian [0:27:02]: It's a it's a state regulation.

Brian [0:27:04]: It's a law that requires you to have a robust threat management, workplace violence training and program in place.

Brian [0:27:12]: So it's a really progressive, much needed, you know, how do you prepare for active threats.

Brian [0:27:18]: When people think about active threats.

Brian [0:27:20]: It's more than just the active shooter which gets the most pressed, but somebody could come in with a knife.

Brian [0:27:25]: Somebody could be all that kind of stuff.

Brian [0:27:27]: That would be in...

Brian [0:27:29]: You know, a response mechanism from operations.

Brian [0:27:31]: So security guardian would do that.

Brian [0:27:33]: Some people have armed forces because Let me tell you You can call nine one one, and it's a crap if they're gonna show up.

Brian [0:27:41]: Right?

Brian [0:27:42]: Because policing is very limited.

Brian [0:27:45]: So sometimes you have to just be prepared to deal with the problem on hand until the cops show up.

Brian [0:27:50]: So that would be security operations.

Brian [0:27:52]: The investigative part I talked about threat management, workplace violence, investigations, insider their threats.

Brian [0:28:00]: Right?

Brian [0:28:01]: If you...

Brian [0:28:01]: That this is where you get into the intel field.

Brian [0:28:03]: Intel is huge.

Brian [0:28:05]: In the private sector.

Brian [0:28:07]: They have Os, which is open source intelligence.

Brian [0:28:11]: And there's all kinds of tools out there.

Brian [0:28:14]: And I believe Read a study, I think it was done by the Wall Street Journal.

Brian [0:28:18]: Only about one percent of the intel got out there is, like, Top secret.

Brian [0:28:21]: All this other stuff is open source.

Brian [0:28:24]: Now how do you s all of that data to help you understand risk to your company.

Brian [0:28:31]: And I'd look at for really tactical risk.

Brian [0:28:35]: I don't need to understand broad geopolitical risk of what they're doing in certain countries specifically at a broad geopolitical.

Brian [0:28:43]: I wanna know about it, but I can pay for that information.

Brian [0:28:47]: There's tons of resources you can get that.

Brian [0:28:49]: I just wanna know if there's gonna be a risk or impact to one of my offices to a a travel, you know, from a natural disaster perspective, for business impact.

Brian [0:29:02]: And it's about continuity of business.

Brian [0:29:04]: Right?

Brian [0:29:04]: Because we are a Fortune five hundred company.

Brian [0:29:07]: We're a full profit company.

Brian [0:29:09]: We have customers.

Brian [0:29:10]: We have to ensure the continuity of that business.

Brian [0:29:12]: So if it's man made, or natural disaster, do we have the continuity of that business?

Brian [0:29:18]: Now I use to own business continuity and that part of the risk.

Brian [0:29:21]: And now that falls under the information and security side of the house, but we're we're a contributor to that Another function would be event security.

Brian [0:29:30]: So I'm based in Santa Clara.

Brian [0:29:33]: I know the Santa Clara police, and they have the the forty nine there that S him, where you have big venues and a lot of cops got event security background, and they would make perfect event security in the private sector.

Brian [0:29:47]: So that...

Brian [0:29:48]: That's one section there, nine one one dispatch.

Brian [0:29:51]: We have Global Security operation centers.

Brian [0:29:53]: Twenty four seven.

Brian [0:29:55]: That operate twenty four seven just like a nine one one dispatch where you're dispatching officers.

Brian [0:30:00]: And we use technology where it's push to talk where you can dispatch an officer anywhere in the world.

Brian [0:30:07]: On a mobile phone just like a radio.

Brian [0:30:09]: So I I could talk to anybody on on on my team in India and Europe.

Brian [0:30:15]: Right now, I could just click a button.

Brian [0:30:17]: And so that would be the nine one one equivalent.

Brian [0:30:20]: And I went over investigations threat management, event security, executive protection, the G sox.

Brian [0:30:28]: Probably missing some others, but compare it with the law enforcement every law enforcement officer out there with a base police academy who graduated, can add value into this industry.

Brian [0:30:43]: There's thousands of jobs.

Brian [0:30:44]: Just go go on Linkedin and just type in.

Brian [0:30:47]: Whatever you're doing, or Actually use Ai going to chat Gp or whatever your your your favorite Gen Ai is, plop in your credentials, then ask it to map it to a private sector position out there.

Brian [0:31:03]: What would be an ideal position for you to to look at?

Brian [0:31:07]: Don't just call me two weeks before we're retirement?

Brian [0:31:10]: And say, hey.

Brian [0:31:12]: Can you go me up with a job?

Brian [0:31:13]: And I get this all the time.

Brian [0:31:15]: And I'd just like, Man, let me send you a post.

Brian [0:31:18]: And wrote about that.

Brian [0:31:19]: I tell people to prepare at least two years ahead.

Cassidy [0:31:22]: Yeah, That's great advice

Karin [0:31:24]: good advice.

Karin [0:31:24]: Do you find it when some folks reach out to you in their transition?

Karin [0:31:28]: That they have a hard time no longer identifying as a law enforcement for professional because we've become that person instead of the job that we do and kind of that mindset shift into I'm thin.

Karin [0:31:42]: There's a bunch of us that I'm doing my part here, but it's not who I am anymore.

Brian [0:31:47]: Yeah.

Brian [0:31:47]: That's one of the hardest things to shed the gun in badge, the persona, the identity And I I usually just tell cops, spend forty years retiring and go fishing.

Brian [0:32:00]: Because you will never get that same level of excitement as a cop.

Brian [0:32:05]: But if you wanna get into the private sector, you're going have to transition into a corporate mindset.

Brian [0:32:12]: You have to shed the wall.

Brian [0:32:14]: When I used to do my podcast.

Brian [0:32:16]: You have used to have a brick wall behind me.

Brian [0:32:18]: And that's the wall.

Brian [0:32:20]: That's the wall we put up, as cops because you just hands off.

Brian [0:32:24]: Especially I was undercover, you know, I...

Brian [0:32:27]: Couldn't you tell school?

Brian [0:32:29]: I show up just looking horrible.

Brian [0:32:31]: Right?

Brian [0:32:32]: And people would just be...

Brian [0:32:33]: Man, who is this guy.

Brian [0:32:34]: Right?

Brian [0:32:34]: But I'm under undercover.

Brian [0:32:35]: And so you have this wall up.

Brian [0:32:38]: It's to shed it, it's gonna take time.

Brian [0:32:41]: So one piece of advice, get out of your cop circle.

Brian [0:32:44]: Lot of cops just like hanging out with other cops talking about comp stuff.

Brian [0:32:48]: Because you're comfortable.

Brian [0:32:49]: For all you spouses of cops, you know what I'm talking about.

Brian [0:32:53]: None of them wanna talk to your regular friends.

Brian [0:32:55]: And if they do, it's all about cop stuff.

Brian [0:32:58]: So try to join it's really hard but something completely out of the cops fear.

Brian [0:33:06]: And look at what civilians do.

Brian [0:33:09]: Right?

Brian [0:33:09]: Even if it takes you out of your comfort zone because your cup just ooze out.

Brian [0:33:16]: If you said you got forty percent of people that in your department that former law enforcement, that is good.

Brian [0:33:22]: If you're selling to law enforcement.

Brian [0:33:23]: But if you're just working with regular people, they don't need to have that harden Joe Friday or Jane Friday.

Brian [0:33:30]: Coming in super hot.

Brian [0:33:32]: So the the way to transition is, do it.

Brian [0:33:36]: Ahead of time.

Brian [0:33:37]: Don't just come in because some people are so shell shocked that they wanna go back in the law enforcement, but I have had a few people that work for me.

Brian [0:33:46]: That's said I made a mistake, applying to get back in.

Brian [0:33:50]: And just note, you can apply to get back in.

Brian [0:33:52]: I had one from the Fbi and one from a big municipal city agency.

Brian [0:33:57]: Took at least two years to get back in.

Brian [0:33:59]: So if you decide to pull the clog, b hundred percent ready to pull it.

Brian [0:34:07]: Don't even have the option that I'm gonna go back because you're just gonna set yourself up to fail.

Brian [0:34:12]: That's just my opinion.

Cassidy [0:34:15]: Karen.

Cassidy [0:34:15]: What do you think about that?

Cassidy [0:34:16]: Like, from more than nine zero one perspective, do you find...

Cassidy [0:34:19]: How would your compare and contrast that to the officer's side of things on the transition?

Karin [0:34:24]: I think it's very similar.

Karin [0:34:25]: You know, majority of your number ones that sit inside of either the firehouse or your law enforcement agency you could police perfect.

Karin [0:34:31]: And so you tend to call ming and copy those behaviors as well.

Karin [0:34:36]: So now one professionals or with no one professionals or you're hanging out with the cops and the firefighters in my early even years, my entire network was folks from the department and from the city.

Karin [0:34:47]: And it wasn't until later in my career that I started to branch out and find other groups of people to hang out with a network with and, you know, things like toast masters to learn how to improve my public speaking skills.

Karin [0:35:01]: Wow.

Karin [0:35:02]: You meet new people, Salsa dancing.

Karin [0:35:05]: Wow.

Karin [0:35:05]: That is nothing like public safety.

Karin [0:35:07]: So another great networks.

Karin [0:35:09]: I think that's really good advice that we have to remember to We go to work, and then we leave.

Karin [0:35:14]: And when we leave, we shed that uniform of the day, and we are human beings that need to live in our society and talk to people and go to the grocery store and you don't have to dis disrupt everybody.

Karin [0:35:25]: And I think those are just some of the other mindset that, you know, we tend to own owning so that transition can be harder.

Karin [0:35:31]: If you can't shed the uniform of the day and put it away and do other things and find other circles you know, have different hobbies that are outside and just over the gym and work out, and then I go to work and put on, you know, little stereotypical, but, you know, not too much.

Karin [0:35:47]: Right?

Karin [0:35:48]: Right?

Cassidy [0:35:51]: So let's Brian, let me jump back into, you...

Cassidy [0:35:53]: You were going down the path of explaining Obviously global operation.

Cassidy [0:35:57]: You have folks around the world.

Cassidy [0:35:58]: And you started el collaborating on some of the technology.

Cassidy [0:36:01]: I would let me hear, kinda, how does Ai and some of the state of the art.

Cassidy [0:36:05]: Perm through private security today?

Cassidy [0:36:09]: Like, what what do you use?

Cassidy [0:36:11]: What are you looking to use?

Cassidy [0:36:12]: What's the role of Ai, robotics, etcetera in this space.

Cassidy [0:36:16]: Love...

Cassidy [0:36:16]: Have you elaborate on know?

Brian [0:36:18]: Yeah.

Brian [0:36:18]: Great question.

Brian [0:36:19]: So when I got recruited to service now, they had a corporate security team, but it was really in it's beginning stages, and they needed an executive to come in.

Brian [0:36:27]: So this was a new position.

Brian [0:36:29]: Was a Vp position.

Brian [0:36:30]: And my marching orders was to mature the program to best in

Cassidy [0:36:35]: class.

Cassidy [0:36:35]: And there's really no book out there to say what best in class is.

Cassidy [0:36:40]: I think I know what best in class is,

Brian [0:36:42]: and it's a mixture of having the right people.

Brian [0:36:44]: The right processes and the right technology.

Brian [0:36:47]: People process technology.

Brian [0:36:49]: And I had this vision from the beginning.

Brian [0:36:54]: So if people go connect with me in Linkedin, looked two and a half years ago when I first started, I posted what my vision was gonna be when I took this job, and it's finally coming to fruition.

Brian [0:37:04]: And the Ai piece, if you think about it from a operational perspective.

Brian [0:37:07]: If you look at policing, it is pretty standardized.

Brian [0:37:12]: It's been the same for Eons.

Brian [0:37:14]: If you go to international association chiefs a police, they move at a glacier speed.

Brian [0:37:19]: And part of that is this because the job is so critical.

Brian [0:37:23]: You're just gonna do things it's same way over and over and that's why Reform is super hard.

Brian [0:37:27]: But in the private sector security, is really a no guide book or rule book.

Brian [0:37:32]: So I've created a philosophy called the Silicon Valley security model, I don't wanna call it the servicenow security model, but that's what I built here, but I'm calling the Silicon Valley security model, because that's where I'm at.

Brian [0:37:45]: And it's less about a labor heavy environment because you know cops is like, whoever's got the biggest army wins.

Brian [0:37:54]: Right?

Brian [0:37:54]: Everybody it has to have more in of staff and all this kind of stuff, and I'm looking at.

Brian [0:37:59]: Well, what is the best use of res sourcing?

Brian [0:38:03]: So to stitch it all together, I'm gonna tell you what it did.

Brian [0:38:07]: I looked at the people.

Brian [0:38:08]: And in the physical security why it gets such a bad rap, and why cops don't even wanna talk to security officers because the secret security officers, the Paul Arc will come up to you and go hey.

Brian [0:38:21]: What kind of caliber gun you wearing.

Brian [0:38:23]: Right?

Brian [0:38:24]: It is just like, man I wanna deal with you.

Brian [0:38:25]: And is just because the industry has become comm, and they have very little standards, most security...

Brian [0:38:34]: Officer requirements in a state, you just need a guard card, maybe an hour or two hours of training, maybe Cpr training.

Brian [0:38:42]: No fitness standards.

Brian [0:38:43]: No nothing.

Brian [0:38:44]: Here you go.

Brian [0:38:46]: Here's a radio.

Brian [0:38:47]: Here's a uniform who stand in a corner.

Brian [0:38:50]: And the industry being so comm, it's basically...

Brian [0:38:54]: Well, we come up with this model, you need two guards per corporate building, so like, three to five store building, you need two guards for building.

Brian [0:39:01]: That's kind of the standard or maybe go to one garden per building.

Brian [0:39:05]: Unarmed, just walking it around, shaking or not.

Brian [0:39:09]: So I came in.

Brian [0:39:10]: Do I need all these guards or what if I consolidate and maybe get two elite level guards with physical fitness standards that I put into my requirements and in my contract?

Brian [0:39:21]: Which is required...

Brian [0:39:23]: You know, you you can do that as a customer saying, hey, I want this minimum standard.

Brian [0:39:27]: I...

Brian [0:39:28]: Mean, I'm paying more too.

Brian [0:39:29]: And then you have a certain level of officer that is hire in elite as I told you if there's a active threat that comes on board, can they address that threat before the cops get there.

Brian [0:39:42]: And that's that's all I'm gonna say on that.

Brian [0:39:44]: And then you have the right processes in place in training and technology So we deploy a Ai enabled camera system that could find all kinds of suspicious activity and anomalies and weapons that can immediately text.

Brian [0:40:02]: The elite force that somebody is coming in

Cassidy [0:40:08]: with Weapon.

Brian [0:40:09]: Somebody is coming in that is highest suspicion...

Brian [0:40:13]: Somebody slipping and fell.

Brian [0:40:14]: And instead of, you know, you look at movies and you get the security arts sitting in the operation center looking at a hundred screens, and they're the ones that always get killed first by the way, in the movies.

Brian [0:40:24]: No one can watch that many screens.

Brian [0:40:27]: Technology is what's gonna tell you what the risk is.

Brian [0:40:32]: And Ai has not only help us save money.

Brian [0:40:36]: It help us through hours of reduction of people just looking at stuff.

Brian [0:40:40]: It could give you a precision response.

Brian [0:40:42]: So now we have Ai that tells us here's the risk how to address it, we also have Ai enabled access control, and then we are deploying Ai enabled robotic dogs to do, like, midnight patrols in areas that we don't want a human to go through.

Brian [0:40:59]: The humans could stay in the building.

Brian [0:41:01]: The Hey enabled dog can go out and do the patrols.

Brian [0:41:05]: They can have seat heat sensors.

Brian [0:41:08]: They can...

Brian [0:41:08]: It identify risks and whatnot.

Brian [0:41:11]: And then it's a whole...

Brian [0:41:12]: Process and protocol operationally.

Brian [0:41:15]: We have a global security operation center that is remote covers all of our buildings.

Brian [0:41:22]: And like I said, we have a dispatch where they can talk to every officer push to talk.

Brian [0:41:28]: And so it's a very seamless model, physical physical security model.

Brian [0:41:32]: Very lean, and I did ask for more money to build this.

Brian [0:41:36]: I just repurposed low level positions into investment in technology, into strategy and process, and rolling out this Silicon valley model that I have today.

Cassidy [0:41:51]: How fascinating?

Cassidy [0:41:52]: How was this received?

Cassidy [0:41:54]: Can I assume as you come in and you build this model?

Cassidy [0:41:57]: You're going to your leadership team or management team and you're saying, hey, Here's how we've done it.

Cassidy [0:42:03]: Here's how we're gonna do it.

Cassidy [0:42:04]: I imagine as a technology company there, like, this is great.

Cassidy [0:42:08]: But maybe they also didn't were skeptical change.

Cassidy [0:42:13]: Like, how did that go down?

Cassidy [0:42:14]: Because you're fundamentally changing the status quo.

Cassidy [0:42:17]: Curious like the reaction to that in the early days.

Brian [0:42:21]: It was pretty easy because I had run a very lean team at Microsoft.

Brian [0:42:26]: And we weren't using Ai to to the...

Brian [0:42:30]: To how we're using it now.

Brian [0:42:31]: So I was saying here's the baseline model.

Brian [0:42:33]: It worked fine for a very similar company, much bigger, but I also came in with data.

Brian [0:42:38]: So data from a Fbi active shooter report at data from a Us secret service on, workplace violence and threat management, and you use data to identify what the potential risks are and how do you prevent this?

Brian [0:42:51]: And so well over a year ago.

Brian [0:42:54]: Two years ago.

Brian [0:42:55]: I presented risk profiles of why I wanted investment and stuff, and that you see all these things happening, the United Health event, the midtown Manhattan cheering that just happened.

Brian [0:43:07]: And I had everything prepared before all of this happened because it was based off of data that said these will eventually happen.

Brian [0:43:15]: Now you have a lot of security leaders out there scrambling because they're saying, hey, what are we doing to invest in x y zed.

Brian [0:43:22]: And it's just about being prepared.

Brian [0:43:24]: So I basically delivered what Else was hired to do.

Cassidy [0:43:28]: I was gonna ask you about these recent incidents?

Cassidy [0:43:30]: I mean, and you mentioned maybe a lot of your peers are scrambling?

Cassidy [0:43:34]: What's been the conversation in kind of the boardroom or the executive management to team around these incidents.

Cassidy [0:43:42]: Is it...

Cassidy [0:43:42]: Maybe in your case, you're already prepared.

Cassidy [0:43:45]: But I assume there's a heightened level of you know, concern here, just take tickets inside a little bit of, like, how...

Cassidy [0:43:53]: What happens when that you see that on the news and then how's that translate to your conversation did you driving internally or with your peers?

Brian [0:44:00]: Yeah.

Brian [0:44:00]: So the...

Brian [0:44:01]: I'll split it.

Brian [0:44:02]: I got great support.

Brian [0:44:04]: From leadership.

Brian [0:44:06]: Always had.

Brian [0:44:07]: I mean, my position was created for that.

Brian [0:44:09]: But when I talk about the peers, here's the challenge.

Brian [0:44:13]: They are hundreds in hundreds of gigantic corporations out there, billion dollar global corporations out there.

Brian [0:44:20]: Many of them that have really robust security programs.

Brian [0:44:24]: Better than mine.

Brian [0:44:26]: I mean, they've got a lot of resources and money.

Brian [0:44:28]: I'm just looking at how to optimize you using Ai having the best, the best of the best but not just boeing money, like, a federal agency that just throwing money all over the place.

Brian [0:44:40]: Like, how...

Brian [0:44:40]: You gotta be fiscal responsible.

Brian [0:44:41]: And so what I'm seeing with my peers, and this is real data Before all these events occur, security was just the bottom line, it was a line item on a spreadsheet.

Brian [0:44:54]: And it was like, how much can we cut an optimize with the minimal amount of security spend because nothing's happening.

Brian [0:45:02]: Or nothing major happening.

Brian [0:45:04]: And if you look at corporate, cybersecurity is like, top of mind for everybody.

Brian [0:45:10]: Right?

Brian [0:45:10]: Because if you have a breach that could take out a company.

Brian [0:45:13]: You could have a active strat out of company, it still operate the next day.

Brian [0:45:17]: And I tried to tell that to cops.

Brian [0:45:19]: Here's another thing.

Brian [0:45:20]: Is...

Brian [0:45:21]: Here's here's food for thought.

Brian [0:45:22]: A lot of law enforcement leaders that transition into executive positions like mine when they were in a law enforcement, they had the community that they were protected.

Brian [0:45:34]: So whoever was doing to It part, just focused on the building that they were operating in or the infrastructure of the organization they were at.

Brian [0:45:43]: But the chief or the assistant chief was responsible for the entire community.

Brian [0:45:48]: That It department had nothing to do with then.

Brian [0:45:51]: Fast forward, they get into the private sector, they are confined by the four walls of where the company operates.

Brian [0:45:57]: In the big dog campus is the cybersecurity people.

Brian [0:46:01]: And they just can't fathom that and understand, you're not the big dog campus anymore.

Brian [0:46:08]: And I try to tell a lot of chiefs that.

Brian [0:46:11]: And I tell you one thing about chiefs I talked to them.

Brian [0:46:13]: In the first thing out of their mouth.

Brian [0:46:14]: A lot of them is.

Brian [0:46:15]: I'm working my Phd and...

Brian [0:46:17]: There's a degree.

Brian [0:46:17]: Is it is it a medical degree?

Brian [0:46:19]: Well, no.

Brian [0:46:21]: It's in.

Brian [0:46:21]: Okay.

Brian [0:46:21]: Right.

Brian [0:46:22]: You know, most people don't care about the Phd.

Brian [0:46:23]: Unless you're gonna be a teacher Right?

Brian [0:46:25]: So why don't you just go be a professor, adjunct professor and go for that.

Brian [0:46:30]: But in this line of work, and I look for Phds.

Brian [0:46:32]: They're live for problem solve.

Brian [0:46:34]: They're looking for people with business acumen.

Brian [0:46:36]: Right?

Brian [0:46:37]: Understanding how to run a business within the vertical you're in.

Brian [0:46:41]: I'm in attack vertical, but there's oil and gas.

Brian [0:46:43]: There's the medical.

Brian [0:46:45]: There's pharma.

Brian [0:46:46]: There's so many other verticals that you you should be looking at there.

Cassidy [0:46:52]: You'd mentioned this and and heard this to this notion of from a investment perspective, cyber cybersecurity and physical security.

Cassidy [0:47:00]: How does that...

Cassidy [0:47:01]: Does that change given recent events?

Cassidy [0:47:04]: Or are you just being asked to you your peers like, the physical security space?

Cassidy [0:47:10]: Are you being asked just to do better with what you have?

Cassidy [0:47:14]: Keep us safer?

Cassidy [0:47:15]: Or does...

Cassidy [0:47:16]: Do you see, like, funding shifting at all?

Brian [0:47:19]: It's all over the board.

Brian [0:47:19]: There's people out there to get all the funding that they want.

Brian [0:47:22]: Even before these physical crisis occurred.

Brian [0:47:25]: It is not us versus them.

Brian [0:47:28]: I have a really strong relationship with our chief information security officer.

Brian [0:47:32]: Very strong.

Brian [0:47:33]: I mean, we're we're partners.

Brian [0:47:34]: Because if you think of insider threats, it's both logical and both physical.

Brian [0:47:39]: Mh.

Brian [0:47:39]: Sam at Microsoft.

Brian [0:47:41]: Great relationship there.

Brian [0:47:42]: So your your question is really too broad because it's very specific per company.

Cassidy [0:47:48]: Yeah.

Cassidy [0:47:48]: Interesting.

Brian [0:47:49]: And I hear really good.

Brian [0:47:50]: Good things.

Brian [0:47:51]: And then I hear, like, horror stories.

Brian [0:47:53]: And I give advice to cops that are taking an executive level position when they asked me, hey, I got offered this job, blah blah blah, and I'm like, we'll tell me more about it.

Brian [0:48:04]: And then I hear it.

Brian [0:48:05]: I'm just like, man.

Brian [0:48:06]: I would not take that.

Brian [0:48:07]: They want you to run a ten...

Brian [0:48:09]: You know, ten thousand employees, so fairly big company, and you're the only person.

Brian [0:48:14]: They're hiring.

Brian [0:48:15]: With no staff.

Brian [0:48:16]: How is that even possible?

Brian [0:48:18]: But they're like, I I need to be the Chief security officer.

Brian [0:48:21]: Alright.

Brian [0:48:21]: God bless you.

Brian [0:48:22]: You'll be working twenty four seven.

Brian [0:48:23]: No strategy or plan.

Brian [0:48:27]: Now if they hired them, to figure it out.

Brian [0:48:29]: We're not gonna give any resources.

Brian [0:48:31]: You gotta come in with a business plan.

Brian [0:48:32]: Well, that's exciting.

Brian [0:48:33]: But some They're just like, no, you're it.

Brian [0:48:36]: You're you're the single point of success here.

Brian [0:48:40]: That does not sound fun.

Cassidy [0:48:42]: Yeah.

Cassidy [0:48:42]: No.

Cassidy [0:48:43]: It doesn't sounds like a red flag.

Cassidy [0:48:45]: So if I go back to the model?

Cassidy [0:48:47]: They even don't.

Cassidy [0:48:48]: Where does the model go?

Cassidy [0:48:50]: As you move forward?

Brian [0:48:53]: Where it goes?

Brian [0:48:53]: Is it's just the framework.

Brian [0:48:54]: Right?

Brian [0:48:55]: It works.

Brian [0:48:56]: In a tech campus environment.

Brian [0:48:59]: It's not gonna work in a data center.

Brian [0:49:01]: It's not gonna work like, in a pharmaceutical or a highly regulated area, but it works for, like, a corporate campus environment.

Brian [0:49:10]: We use technology, or lockdown stuff.

Brian [0:49:13]: You don't have a huge staff.

Brian [0:49:15]: And I throw the intelligence piece with the Open source intelligence.

Brian [0:49:19]: There's a lot of ai out there that we'll tell you about these risks that you need to focus on.

Brian [0:49:22]: And then you will bump up coverage if you need it, like in a particular area.

Brian [0:49:29]: So you don't actually need a bunch of guards somewhere unless there's a particular risk that you need to have them there, and then you just turn it on and turn it off.

Cassidy [0:49:39]: Explain a little bit more why it would it not work in another environment?

Cassidy [0:49:41]: You mentioned pharmaceuticals or a data center.

Cassidy [0:49:44]: I'm just curious why it feels like automation and technology would work in those environments.

Brian [0:49:49]: I...

Brian [0:49:49]: I'm I'm just trying to be diplomatic here because...

Karin [0:49:52]: Okay.

Brian [0:49:53]: I don't wanna be

Cassidy [0:49:54]: the guy saying I figured it all out.

Brian [0:49:56]: I'm just saying it worked for me here.

Cassidy [0:49:57]: Yeah.

Brian [0:49:58]: Because I caveat it because I will hear from my peers and industry.

Brian [0:50:02]: Well, that will never work because I'm in Blah.

Brian [0:50:04]: Court.

Brian [0:50:04]: I don't know.

Brian [0:50:05]: I'm not an expert in that field.

Brian [0:50:06]: Yeah.

Brian [0:50:07]: Could it work?

Brian [0:50:09]: Yeah.

Brian [0:50:09]: Maybe.

Brian [0:50:10]: But I I don't wanna step outside of my remit.

Brian [0:50:15]: Right?

Brian [0:50:16]: Because I've never ran a data center.

Brian [0:50:18]: Right?

Brian [0:50:18]: I never worked in a pharmaceutical that has highly reg regulated environments.

Brian [0:50:22]: Right?

Brian [0:50:23]: So what I'm proposing here, they could be like, matter.

Brian [0:50:26]: Are you drunk?

Brian [0:50:27]: There's no way we could do that.

Brian [0:50:28]: I mean, we're regulated to have a guard at this particular door.

Brian [0:50:33]: So I'd wanna be sensitive to that But what I'm telling people is just because that's how you did it all these years.

Brian [0:50:41]: It made me take think outside of the box?

Cassidy [0:50:45]: Yeah.

Cassidy [0:50:45]: That's great.

Cassidy [0:50:46]: Where do you see yourself in three to five years.

Cassidy [0:50:49]: So...

Cassidy [0:50:50]: It feels like you get the system, things are go well where you are?

Cassidy [0:50:53]: Maybe take this two parts.

Cassidy [0:50:55]: Like, where where do you wanna be in three to five years?

Cassidy [0:50:57]: Where do you wanna see your, kind of industry in three to five years?

Brian [0:51:02]: So me, personally, I see myself in serving a servicenow now three to five years.

Brian [0:51:05]: And then where I see the industry is Ai is gonna change a lot of what we do, but a lot is gonna remain the same also.

Brian [0:51:15]: You're gonna unless Elon, gets his optimus robots to replace Guardian.

Brian [0:51:21]: You're gonna need a human there.

Brian [0:51:22]: You're gonna need a human to escort somebody out.

Brian [0:51:25]: You're gonna need a human to go up to somebody and say, hey, Or or do you have a batch.

Brian [0:51:29]: Right?

Brian [0:51:29]: So that traditional physical security you you still need.

Brian [0:51:34]: You need humans in the loop.

Brian [0:51:36]: Where I think it it...

Brian [0:51:38]: It's gonna really accelerate is the optimization using Ai to quickly gather information in data.

Brian [0:51:46]: I'll give you a great example.

Brian [0:51:47]: Came to servicenow, created an intelligence team.

Brian [0:51:51]: And I told my my new hire, leverage Ai.

Brian [0:51:55]: And I tell you analysts are the worst.

Brian [0:51:58]: So to accept using Ai because they wanna be one.

Brian [0:52:02]: Other doing Google search no one's going to the library and reading something.

Brian [0:52:06]: So if you do Gen ai, it'll nowadays, it's so crazy how quickly you can get information use it.

Brian [0:52:14]: I'm not trying to make someone lose their job.

Brian [0:52:17]: I'm trying to say whatever you work on, make it the highest priority to the risk that we're trying to prevent instead of just doing all this busy work.

Brian [0:52:24]: Have the Ai do the busy work.

Cassidy [0:52:27]: As we wrap up to point on this future.

Cassidy [0:52:32]: How does this impact what you look for in folks that you hire.

Cassidy [0:52:37]: So you're very forward in Ai, very forward in technology.

Cassidy [0:52:41]: Problem solving project management.

Cassidy [0:52:43]: Like, how do you set that out of folks who are may wanna work in your organization in terms of they have this skill set this kind of innate grit, curiosity, etcetera.

Brian [0:52:56]: So that's a great question.

Brian [0:52:57]: And because I have such a small organization.

Brian [0:53:01]: It's not a gigantic org.

Brian [0:53:03]: I don't have early in career roles.

Brian [0:53:06]: Everyone I hire is a senior, senior manager or director level.

Brian [0:53:12]: Because I need somebody that can come in and run programs and not be told what to do or handheld or guided or coached.

Brian [0:53:21]: So I need the senior level security professionals with the skill set and they program manager and we use a lot of contracting work the doers, So the hardest thing is getting someone to come in and look at it holistically as a program, understanding you have to be tactical in certain areas, but you have to be strategic.

Brian [0:53:42]: And you need intuition.

Brian [0:53:43]: So I need people to just come up with ideas it gets stuff done and not look at me to solve their problems.

Brian [0:53:50]: Because I've been doing this for a long time, and I'll take a step back and go like, I would done it differently.

Brian [0:53:55]: But as long as we get to this end state, and took you maybe ten steps, it would it take me three, I'll coach you on how to make it do it in five.

Brian [0:54:03]: But I want senior level people in my current organization today.

Brian [0:54:09]: And then if we have, you know, very limited intern positions, and that's how you do early in career or contract positions.

Cassidy [0:54:16]: I appreciate that.

Cassidy [0:54:17]: Well, I'd like to end with, like, a a couple questions.

Cassidy [0:54:20]: One being anything that we...

Cassidy [0:54:22]: You wanted us to ask you that we didn't in terms of, you know, the future, your career, top to corporate etcetera.

Brian [0:54:32]: Yeah.

Brian [0:54:32]: Why don't we just conclude on cop to corporate.

Brian [0:54:34]: I started cop to corporate because when I left law enforcement in late two thousand.

Brian [0:54:40]: Everyone thought I was nuts for doing it, But then when they saw me thriving at Microsoft, a lot of people are like, hey, I wanna come work there.

Brian [0:54:48]: And I'm not talking about retirees.

Brian [0:54:49]: I'm talking about people quitting mid career and saying I'm gonna give up my pension, but I I want in on whatever this thing is.

Brian [0:54:56]: And I was spending so much time counseling and coaching that I was like, I had a epiphany.

Brian [0:55:04]: I think it was two thousand and eight.

Brian [0:55:05]: Everyone's asking the same stuff.

Brian [0:55:07]: No matter where they're at.

Cassidy [0:55:09]: They were either an early exit.

Brian [0:55:11]: They were mid career their return.

Brian [0:55:13]: They all ask the same similar things.

Brian [0:55:16]: Why don't I just blog about it, put it up there for free, and then when people ask me a question, go read this post.

Brian [0:55:23]: Do that.

Brian [0:55:24]: So I was able to reach thousands?

Brian [0:55:25]: I'm almost saying eighty five thousand followers on Linkedin.

Brian [0:55:28]: And it's a community.

Brian [0:55:29]: It's a network.

Brian [0:55:30]: So the non profit self funded by the way, because as men and women in blue, little little tight on the pocket book over there.

Brian [0:55:38]: So I self funded it.

Brian [0:55:39]: It's fine.

Brian [0:55:39]: It's really to create this network where.

Brian [0:55:43]: I'm not the one with the good answers.

Brian [0:55:45]: I just have experience.

Brian [0:55:46]: I was a cop and not just, like, a run on the mill cup.

Brian [0:55:50]: I did patrol.

Brian [0:55:50]: I did swat.

Brian [0:55:51]: I did all the cool stuff.

Brian [0:55:52]: Detectives, then I got into the corporate world at all the low levels and it worked my way up to the top.

Brian [0:55:58]: I do the hiring.

Brian [0:56:00]: So I I understand that.

Brian [0:56:01]: Like, I got, like, thirty years compact in me.

Brian [0:56:04]: And my website, it's called comp corporate dot com, and then my Linkedin page.

Brian [0:56:10]: If you spend time on there, it will walk you through how to be successful in the private sector, and then you can connect with the eighty five thousand people that are on there thousands of them made the transition and thousands of them are happy to help you.

Brian [0:56:25]: If you reach out to me and say, hey, can you coach and mentor me?

Brian [0:56:28]: I can't.

Brian [0:56:28]: I just do not have the time.

Cassidy [0:56:31]: But the pay it forward,

Brian [0:56:32]: the ones that I helped before, I tell the pay, you know, help help this young agent out or this this person retiring.

Brian [0:56:39]: And so if one thing I could get out about the the cop corporate is leverage it.

Brian [0:56:45]: Don't expect the job to just come to you.

Brian [0:56:49]: Miraculously, you know, two hundred k a year feet up on a desk sipping your coffee, doesn't work that way.

Brian [0:56:56]: You gotta grind and get in get into it.

Cassidy [0:57:00]: What I love about that is we often hear people talk about paying it forward, but not do something like this.

Cassidy [0:57:06]: And to set this up and, you know, I've listened to the podcast I've gone through the website.

Cassidy [0:57:13]: Eighty five thousand followers on Linkedin is no joke.

Cassidy [0:57:16]: So I think you do have quite an interesting history of making the jump when you did and then rising through the ranks.

Cassidy [0:57:22]: It's great to so many people have learned from that.

Cassidy [0:57:24]: So...

Cassidy [0:57:25]: No.

Cassidy [0:57:25]: I appreciate it.

Cassidy [0:57:26]: I for appreciate what you're doing.

Brian [0:57:27]: I really appreciate it.

Brian [0:57:28]: The last thing, I wanna put on that is cops get a bad rap.

Brian [0:57:32]: There are bad cops out there.

Brian [0:57:34]: Very little.

Brian [0:57:35]: Like, less than one percent.

Brian [0:57:37]: Point zero one percent, but they make everyone else look bad because of the stupid things that they do.

Brian [0:57:43]: But where really E me is some people paint all cops with the same brush when ninety nine point nine percent of cops out there, risking in their lives for the safety and security of their communities.

Brian [0:57:56]: I've done it.

Brian [0:57:58]: I have a lot of friends that are doing it.

Brian [0:58:00]: Give them a break.

Brian [0:58:01]: Right?

Brian [0:58:02]: And accept them.

Brian [0:58:04]: A lot of people do accept them into the private sector.

Brian [0:58:07]: Right?

Brian [0:58:07]: Give them a shot.

Brian [0:58:08]: Give them a chance.

Brian [0:58:09]: It's no different than veterans.

Brian [0:58:10]: But the amount of money veteran resources that they have out there from the Us government from Ng ngos.

Brian [0:58:18]: I believe cop to corporate is the closest to an Ng to help cops because there's nothing out there.

Brian [0:58:26]: There's, you know, a few people selling services out there, but there's nothing out there just giving out free information how cops to a transition.

Brian [0:58:36]: And I I really wish there was more investment at a federal level.

Brian [0:58:42]: And I'm talking Us specific to where cops could get similar resources as are vets, and don't get me wrong vets have it hard too, You know, getting benefits and only that kind of, a lot of homeless vets.

Brian [0:58:55]: Suicides really high.

Brian [0:58:57]: My heart goes out to the vets, but, you know, suicides are hiring in cops too.

Brian [0:59:00]: Right?

Brian [0:59:01]: So that...

Brian [0:59:02]: That's why...

Brian [0:59:02]: That's my passion.

Brian [0:59:03]: Helping the men and women in blue.

Karin [0:59:06]: I've gotta appreciate you for saying those things as well.

Karin [0:59:09]: I come from, veteran and family.

Karin [0:59:11]: My husband spent twenty eight years in military, and, you know, I've surrounded my entire life with folks in law enforcement and continue to serve the community and appreciate the the shout that you gave some to are really great people, Great humans who are serving our communities each and every day and literally putting their lives on the line.

Karin [0:59:29]: So give them a chance, we just...

Karin [0:59:31]: We did recently as well with one of our new hires who spent twenty years as a a police officer in one of the major cities.

Karin [0:59:38]: So truly believe that they can add value to your organization, you know, give them a shot and and for those of you out there seeking career opportunities check out his cup corporate.

Karin [0:59:50]: So I can get some free resources there.

Brian [0:59:53]: Thank you.

Cassidy [0:59:54]: Yeah.

Cassidy [0:59:54]: Brian.

Cassidy [0:59:54]: Appreciate everything you do.

Cassidy [0:59:56]: For folks who wanna, follow you.

Cassidy [0:59:58]: I assume Linkedin the best place.

Brian [1:00:00]: Yeah.

Brian [1:00:00]: So you can follow me personally, Brian Tu.

Brian [1:00:03]: Or go to cop corporate if we're in law enforcement, that's the better page is two separate pages.

Brian [1:00:10]: And happy to help out, you know, virtually through what I have on there.

Brian [1:00:15]: And if you have any topics throw it in the comments.

Brian [1:00:18]: I do read read all the comments when when I post something or re...

Brian [1:00:23]: We we post something out there.

Brian [1:00:24]: And the most recent post, we're posting about some haters out there.

Brian [1:00:29]: This a cops can't can't be successful in this industry.

Cassidy [1:00:33]: Mh.

Cassidy [1:00:33]: That's ridiculous.

Brian [1:00:34]: Well, that I just rep repo something.

Brian [1:00:35]: I go like, hey, it looks like Apple didn't get the message because they're posting an executive protection role and they require law enforcement or military background.

Brian [1:00:43]: So it's just like, Yeah.

Brian [1:00:46]: Support men and women and blue.

Cassidy [1:00:48]: Gray.

Cassidy [1:00:48]: Thank you.

Cassidy [1:00:49]: Thanks.

Cassidy [1:00:50]: Love it.

Cassidy [1:00:51]: We'll with that show nuts.

Cassidy [1:00:52]: Thanks again, Brian for your time.

Cassidy [1:00:53]: Appreciate it.

Cassidy [1:00:53]: Thank you, Karen.

Karin [1:00:55]: Take care.

Cassidy [1:00:55]: We're ralph.