How does SecuriThink approach an assessment?
The SecuriThink methodology draws on a bank of over 200 questions from which a dynamic subset is selected for your project. We work with you to ensure the sample of stakeholders is useful and often apply different question protocols according to their role.
Assessment areas typically include:
- Characteristics of the change (ex. current/desired state; relevant history, impact, knowns/unknowns)
- Characteristics of the organization (e.g. business purpose, structure, culture, locations, readiness for change)
- Business context (e.g. relevant industry and marketplace trends, regulations, and InfoSec threat landscape)
- Risks and Opportunities for Leverage (e.g. compare/contrast this project to research and best practices)
While various InfoSec maturity scales do not map directly to the 5 levels of results in SecuriThink methodology, there is a lot of common ground at the highest levels of both.
Our clients engage us to get from one place to another so we might think of an example as “We’re in Chicago and we want you to help us get to San Francisco.” What we’ve learned is that someone who says they’re in Chicago might actually be in St. Louis or maybe even Miami.
SEA is a subset of a SecuriThink engagement strategy. We work in cooperation with existing efforts and leverage them to the fullest extent possible.
Cultural ArmourTM is achieved when InfoSec is deeply embedded in company culture. It means you walk the talk that “information security is everyone’s job”.
SecuriThink senior practitioners are to business transformation specialists as engineers are to physicists. The distinction is one of theory versus applied theory.
Starting with our founder’s degree in computer engineering, technology is at the core of what we do. We work well with Subject Matter Experts (SME) and we have some on our team but most of us don’t consider ourselves technology SMEs.
Our information security specialty gives SecuriThink a tighter focus than most business transformation efforts. We aim to shift your culture, not turn it inside out. We stay in our lane.