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TippingPoint Looking For A Few Good Problem-Solvers

The first thing Rohit Dhamankar does when scanning a job candidate's resume is to look for experience and what certifications the job seeker has achieved. If he likes what he sees on paper, TippingPoint's security research team senior manager then makes a call to the candidate. It's during that conversation that he learns whether the resume holds water.

"I'll ask specific questions about security technology, the projects they've been involved in and if they pass muster I'll invite them in for an interview," says Dhamankar, who's been with the Austin, Texas company, which provides network-based intrusion prevention systems, for nearly five years.

The interview process includes meeting individually with seven to eight members of the security research team, all who ask different questions and pose puzzles and problems to the candidate to solve.

"By the end of that day we all have a good idea of whether the candidate would be a good fit," says Dhamankar, adding that he's always looking to grow his IT security force which currently numbers about a dozen staffers.

It's also during the interviews that his team discovers whether the job seeker is a team player and can apply what they learn quickly to the job—both traits are mandates to get hired, he says.

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