Network YARA Implementation

NONE | April 26, 2016

article image
Threat actors are constantly evolving their tactics, employing new evasion techniques, and finding new ways and methods to trick the user to exploit your network infrastructure. While there have been some recent instances of purely destructive attacks, the majority of compromises we examine are attempting to steal something of value.

Spotlight

Code On Technologies

Code On is a University spin-off, based in Boston, founded primarily by MIT, Caltech and Dresden Technical University professors. The company is backed by the founding professors and investors. Our mission is to promote and develop our Random Linear Network Coding (RLNC) technology which is well suited to address numerous technical complexities in today’s market. RLNC uses the algebraic nature of data to achieve significant management and performance gains in the transmission and storage of information.

OTHER ARTICLES

What Does It Take to Be a Cybersecurity Professional?

Article | August 30, 2021

While eating dinner at a Fourth of July cookout last weekend, my nephew described why he had so many career options as a pilot: There’s a shortage of pilots, and many existing pilots will be retiring soon. Other current pilots need to be retrained, because they fell behind in various ways during the pandemic. New people want to get into the field, but there are many hard requirements that can’t be faked, like flying hours, or unique experience on specific aircraft. There are many job openings and everyone is hiring. My response? Sounds a lot like our current cybersecurity career field. Professionals in cyber are seeing almost the exact same things. And yes, there are many, perhaps thousands, of articles on this topic saying different things. Everyone is focused on the shortages of cyber pros and the talent issues we currently face. But how hard is it to get into a cyber career for the long term? How can someone move into a fulfilling career that will last well beyond their current role? One reason I like the pilot training comparison is that becoming an excellent cyber pro takes time and commitment. If there are any “quick wins” (with minimal preparation or training) in cybersecurity careers, they probably won’t last very long — in the same way that flying large airplanes takes years of experience. After I got home that night, I saw this article from TechRepublic proclaiming “you don’t have to be a tech expert to become a cybersecurity pro.” Here’s an excerpt: “Ning Wang: I think that we’re in a pretty bad state. No matter which source you look at, there are a lot more job openings for cybersecurity than there are qualified people to fill it. And I have worked at other security companies before Offensive Security, and I know firsthand, it is really hard to hire those people. … “You may think that you have to have so much technology background to go into security. And again, I know firsthand that is not the case. What does it take to be a great cybersecurity professional? And I think from my observation and working with people and interacting with people, they need a creative mind, a curious mind, you have to be curious about things. … “And then even if you have all of that, there’s no shortcuts. If you look at all the great people in cybersecurity, just like all the other fields, that 10,000-hour rule applies here as well.” My response? I certainly agree that advanced degrees and formal certifications are not required (although they help). Still, the 10,000-hour rule and determination are must-haves to last in the long term. Here’s what I wrote for CSO Magazine a decade ago on the topic of “Are you a security professional?”: “Many experts and organizations define a security professional based upon whether or not they have a CISSP, CISM, Master’s Degree in Information Assurance or other credentials. Or, are you in an organization or business unit with 'security' in the title? While these characteristics certainly help, my definition is much broader than that. "Why? I have seen people come and go in the security area. For example: Adam Shostack started his career as a UNIX sysadmin. Likewise, you probably know people who started in security and left, or who still have a different job title but read blogs like this one because their job includes something less than 50% information security. (That is, they wear multiple hats). Others are assigned to a security function against their will or leave a security office despite their love for the field (when a too-tempting opportunity arises). Some come back, others never will.” WHY BECOME A CYBER PRO? This CompTIA article outlines some of the top jobs in cybersecurity, with average salaries: 1. Cybersecurity Analyst $95,000 2. Cybersecurity Consultant $91,000 3. Cyber Security Manager/Administrator $105,000 4. Software Developer/Engineer $110,140* 5. Systems Engineer $90,920 6. Network Engineer/Architect $83,510* 7. Vulnerability Analyst/Penetration Tester $103,000 8. Cyber Security Specialist/Technician $92,000 9. Incident Analyst/Responder $89,000 * Salaries marked with an asterisk (*) came from the U.S. Bureau of Labor Statistics. The article also walks through many of the steps regarding education, certifications and skills. Of course, there are many other great reasons to get into a cyber career beyond pay and benefits, including helping society, the fascinating changes that grow with new technology deployment, a huge need, the ability to work remotely (often), and the potential for a wide variety of relationships and global travel if desired. Becoming a CISO (or CSO) is another important role, with CISO salaries all over the map but averaging $173,740 according to Glassdoor. OTHER HELPFUL ARTICLES ON BECOMING A CYBER PRO Yes, I have written on this topic of cybersecurity careers many times over the past decade-plus. Here are a few of those articles: • “The case for taking a government cyber job: 7 recommendations to consider” • “Why Are Some Cybersecurity Professionals Not Finding Jobs?” • “Why You Should Consider a Career in Government Cyber Security” • “Play a Game - Get a Job: GCHQ’s New Tool to Recruit Cyber Talent” FINAL THOUGHTS Many people are now considering career changes as we come out of the COVID-19 pandemic. Cybersecurity is one of the hottest fields that has staying power for decades. At the same time, Bloomberg is reporting that U.S. job openings are at record levels. Also, Business Insider is offering a template to revamp your resume and get a remote job anywhere in the world. So even if the obstacles look daunting, a career in cybersecurity may be just the long-term change you are looking for. Article Orginal Source: https://www.govtech.com/blogs/lohrmann-on-cybersecurity/what-does-it-take-to-be-a-cybersecurity-professional

Read More

Delivering on the promise of security AI to help defenders protect today’s hybrid environments

Article | February 20, 2020

Technology is reshaping society – artificial intelligence (AI) is enabling us to increase crop yields, protect endangered animals and improve access to healthcare. Technology is also transforming criminal enterprises, which are developing increasingly targeted attacks against a growing range of devices and services. Using the cloud to harness the largest and most diverse set of signals – with the right mix of AI and human defenders – we can turn the tide in cybersecurity. Microsoft is announcing new capabilities in AI and automation available today to accelerate that change. Cybersecurity always comes down to people – good and bad. Our optimism is grounded in our belief in the potential for good people and technology to work in harmony to accomplish amazing things. After years of investment and engineering work, the data now shows that Microsoft is delivering on the potential of AI to enable defenders to protect data and manage risk across the full breadth of their digital estates.

Read More

Coronavirus malware roundup: watch out for these scams

Article | March 18, 2020

With so many of us hunting out the latest Covid-19 info, it hasn’t taken long for hackers to take advantage. So first off, a basic hygiene reminder: Don’t download anything or click on any links from unfamiliar sources. This includes coronavirus-related maps, guides and apps. Here’s a closer look at some of the specific threats that have emerged over the last week or so. The DomainTools security research team has uncovered at least one example of a coronavirus-related fake app .The Android app in question was discovered on a newly created domain, (coronavirusapp[.]site). The site prompts users to download an Android App to get access to a coronavirus app tracker, statistical information and heatmap visuals. The app actually contains a previously unseen ransomware application, dubbed CovidLock. On download, the device screen is locked, and the user is hit with a demand for $100 in bitcoin to avoid content erasure.

Read More

Post-Pandemic Tech Job Market: The Good, Bad and Ugly

Article | August 30, 2021

As we emerge from the worst pandemic in a century, many public- and private-sector employees and employers are reassessing their options within technology and cybersecurity roles. Are boom times coming soon for tech companies, cybersecurity professionals and others? Marketplace.org recently posted the headline, “Are we headed for a Roaring ’20s economy?” Here’s an excerpt: “A year ago, when most of the country was under stay-at-home orders and people were losing jobs at an unprecedented rate, we asked three people who study economic history to explain whether the recession on the horizon was going to look anything like the Great Depression. “With the vaccine rollout well underway, weekly unemployment claims at their lowest level since the pandemic began and consumer confidence rising, we’ve asked them about a different historical comparison: the 1920s.” Meanwhile, NBC News reported “There are now more jobs available than before the pandemic. So why aren't people signing up?” Here’s a quote from that piece: “The number of job vacancies soared to nearly 15 million by mid-March, but discouraged, hesitant and fearful job seekers means many positions are still unfilled, according to new data from online job site ZipRecruiter. “Online job postings plunged from 10 million before the start of the pandemic last year to just below 6 million last May, as lockdowns and shutdown orders forced businesses to close their doors and reduce or lay off workers.” Meanwhile, according to KPMG in the U.K., tech’s job market is growing at the fastest pace in two years. “The move towards new remote and hybrid working arrangements, new spending priorities for businesses around IT infrastructure, automation and the huge shift to online retail are likely to provide a long-term boost to sales and investment in the tech sector,” said KPMG’s chair Bina Mehta. One more — thecyberwire.com just reported that the skills gap is getting wider regarding cybersecurity jobs: “The cybersecurity industry is projected to triple year-over-year through 2022, yet the workforce shortage still stands at millions worldwide. With a 273 percent increase in large-scale data breaches in the first quarter of 2020 alone, employing more cybersecurity professionals is a pressing challenge for both companies looking to hire in-house and cybersecurity agencies alike. “According to the International Information System Security Certification Consortium, there are now more than 4.07 million unfilled cybersecurity positions across the world. Despite high entry salaries, recession-proof job security and plentiful career opportunities, there are simply not enough trained cybersecurity professionals to fill the skills gap.” BAD TREND — AND EVEN SOME UGLY MIXED IN I recently posted a story from the Atlanta Journal-Constitution on LinkedIn entitled “Employers are hiring again but struggling to find workers.” Here’s an excerpt: “Chris New said he has turned down $250,000 in business because he just can’t hire enough laborers and drivers at his Carrollton-based company, Barnes Van Lines. “There are plenty of people without jobs, but unemployment benefits give them too much incentive not to work, he said. ‘We advertise and nobody comes in looking for a job. A lot of people are taking advantage of the system. It’s really killing us.’” Although the focus on this article was not technology or cybersecurity jobs, many of the comments were tech- and cyber-related. Marlin Brandys: So how do they explain people like me with a B.S. in networking and cybersecurity and an NCSP both from 2020 and I can’t even get an interview for a tier 1 help desk job? All these posts and stories from corporate America, universities, government agencies selling the bogus skills gap and shortage story. This platform alone has 1,000s of cyber qualified people able and willing to work in entry level positions at entry level pay and benefits. Stop the madness already. I applied for unemployment 01/08/2021. It’s now 04/19/2021 and I haven’t seen a dime of unemployment compensation. I’ll gladly take an entry-level position in cyber. Quinn Kuzmich: Marlin Brandys - Honestly one of the unspoken truths of the security industry is age discrimination. Sad but true. Dave Howe: Quinn Kuzmich - broadly true across all of IT though. They stand around demanding someone "do something" about the "skills shortage" but exclude 90% of candidates based on an arbitrary checklist, and 75% more based on illegal age, sex or race discrimination, disguised as "culture fit" Joseph Crouse: Marlin Brandys you're overqualified. Marlin Brandys: Joseph Crouse, I wish I could believe that. For some types of positions in the teaching or instructing silo maybe, for entry level information security I do not believe so. Dave Howe: Marlin Brandys - it's difficult to tell. I have seen "entry level" roles demand a CISSP and CEH. Gregory Wilson: 300+ applications and 4 interviews... No job yet... Overqualified, not enough experience, ghosted.... REALITY — I'm over 60 and nobody will hire me... All the BS aside, there are lots of people ready to work... Pay them what they're worth! Dave Howe: I think there is a bigger picture. Welfare shouldn't be so generous as to encourage people to stay on it, but equally, it shouldn't be so stingy as to cause people to struggle to stay afloat (meet rent, put food on the table, however basic, keep the power on) — there is need for balance. Equally though, an entry -evel role where a worker is willing to put in a nominal 40 hours at a routine, boring but not dangerous or unpleasant job should pay sufficient after expenses so as to be able to afford some luxuries above and beyond what welfare provides — if you are no better off, then that job is underpriced and needs either automation to improve output so as to make paying more a better proposition, or automating entirely and the job eliminated. If the job is dangerous, distasteful or involves unsociable hours, then that should be reflected in the pay, above and beyond what a "basic" job should provide. The answer should never be "we need to cut welfare so that they will take my crappy, low paid job out of desperation, because adding automation means upfront costs and I don't want to pay any more" You can join in on that LinkedIn conversation here: SOLUTIONS, PLEASE This Forbes article offers some interesting perspectives on how both employers and employees can succeed in the coming post-COVID cybersecurity world, while offering a new model for our future workforce: “Cybersecurity is a striking example of where the supply-demand gap for personnel is particularly volatile, with companies routinely lacking both the technology and available human capital needed to integrate relevant, highly skilled workers at the same speed as their unprecedented digital transformation. When the COVID-19 pandemic forcibly distributed security teams, organizations were given a new perspective as to how remote teams can de-risk innovation. Now, many are moving to industrialize the 'new normal' of cybersecurity with greater efficiencies across their internal programs and the software development life cycle by seamlessly integrating expert security talent on-demand.” While this coming boom may not be good news for state and local governments who struggle to compete with the private sector for the most talented tech and cyber staff, there are new options opening up for public-sector employees as well. This research finds that many retirees want to come back and work 10 to 20 hours a week, especially if they can work remotely. Many groups are training workers for the post-pandemic job market. I also have spoken with CISOs and other technology leaders in both the public and private sectors who are much more open to hiring out-of-state workers, even though they would never have allowed that before the pandemic. And finally, what about those who can’t find work, despite the supposed “boom times” that are coming? Last year, I wrote this blog describing why some skilled cyber pros are still not getting jobs. Here are just a handful of the reasons I listed there: People are living or looking in the wrong places. They want a local job and do not want to move. (Note: More remote hiring is happening now with COVID-19, but it is still unclear if many of these jobs will go “back to the office” after the pandemic. This leads to hesitancy in taking a job in another part of the country.) Insistence on remote work. While this is easier during the pandemic, some people want 100 percent remote without travel, which can limit options. Also, some hiring managers are not clear if remote jobs will last after the pandemic restrictions are lifted, so they want to hire locally. Company discrimination due to older worker applicants. Yes, I agree with my colleagues that this is alive and well in 2020. Other forms of discrimination exist as well, such as race and gender. Lack of professional networking — especially true during COVID-19. They don’t have personal connections and have a hard time meeting the right people who are hiring or can help them find the right job. Attitude, character, work ethic, humility, etc. I have written several blogs just on this topic, but some people never get the job because they come across in interviews as entitled or too angry or having a bad attitude. They scare off hiring managers. For more on this topic, see “7 reasons security pros fail (and what to do about it)” and “Problem #3 for Security Professionals: Not Enough Humble Pie” and “Problem 5: Are You An Insider Threat?” Putting this all together, I love my brother Steve’s perspective on individual career opportunities and selling your ideas (and yourself) to those both inside and outside your organization: “It’s all about the right product at the right place at the right time at the right price — with the right person delivering the message to the right decision-maker.” FINAL THOUGHTS During a recent vacation to northern Arizona, I found myself working in a coffee shop surrounded by several men and women that were supporting global companies with technology projects. Conversations were all over the map regarding application enhancements and complex deliverables for some industry-leading names. I was frankly a bit shocked that all of this work was being run out of a coffee shop — with a few video conference calls to people’s homes. The “new normal” of global workforces became more of a reality to me, and I see this trend accelerating even after the pandemic. Article Orginal Source: https://www.govtech.com/blogs/lohrmann-on-cybersecurity/post-pandemic-tech-job-market-the-good-bad-and-ugly

Read More

Spotlight

Code On Technologies

Code On is a University spin-off, based in Boston, founded primarily by MIT, Caltech and Dresden Technical University professors. The company is backed by the founding professors and investors. Our mission is to promote and develop our Random Linear Network Coding (RLNC) technology which is well suited to address numerous technical complexities in today’s market. RLNC uses the algebraic nature of data to achieve significant management and performance gains in the transmission and storage of information.

Events