Click here to close now.


Microservices Expo Authors: Elizabeth White, Pat Romanski, Liz McMillan, Yeshim Deniz, Chris Witeck

Blog Feed Post

Ready to work on something that matters? See NGA Senior Executive Position-Director, Online GEOINT Services


A friend at the National Geospatial-Intelligence Agency mentioned that they have a search underway for a critically important new position on their leadership team. Details are at the job listing and are also pasted below, but I want to underscore something: Clearly they are looking for someone who can think out of the box and I’m sure they want the leader in this position to come with a set of experiences that will include time in industry. I know of many industries that are made better because of tremendous leaders doing things like those called for in this job description, and if you are one of those champions of industry please review the below and think of whether or not you can serve the cause.  If you know of someone who might be a good fit please forward this on.

Government job descriptions can be hard to understand for people who have not worked in this domain (actually they can be hard even if you have worked in the field). So please let me know if you have any questions on what this job is about or if you want to get some independent thoughts on whether you might be a good fit. More is below:

Director, Online GEOINT Services (OGS)

From the write-up at the site:

Job Title:Director, Online GEOINT Services Directorate

Department:Department of Defense

Agency:National Geospatial-Intelligence Agency

Hiring Organization:Office of Online GEOINT Servic

Job Announcement Number:HQ NGA DISES 2013-1


$119,554.00 to $179,700.00 / Per Year


Wednesday, December 05, 2012 to Friday, January 04, 2013




Full Time – This is a permanent position.


1 vacancy in the following location:
Springfield, VAView Map


All Sources



The incumbent serves as the Director, Online GEOINT Services (OGS) and is responsible for advancing the end-to-end user experience with specific focus on customer service, content, applications, and online presence.

The National Geospatial-Intelligence Agency (NGA), the World Leader in Geospatial Intelligence.

Imagine being able to identify anything on, above, or beneath the Earth’s surface and display that information visually to provide a meaningful foundation for decision-making to ensure the safety of the world. That’s the job of the National Geospatial-Intelligence Agency.

We analyze imagery and data from many sources and incorporate it into visual displays of essential information for use in national defense, homeland security, and safety of navigation.

Central to the success of our mission are the extraordinary talents and skills of our teams of analysts and other professionals. We need the best minds to provide the information edge, continuing NGA’s role as the premier provider of Geospatial Intelligence worldwide.

Know the Earth… Show the Way… Understand the World


OGS must deliver online, on-demand GEOINT services that provide access to content, applications, expertise, and support on three security domains (unclassified, secret, and top secret). The Director, OGS serves as the agency focal point for that effort, enhancing the user experience through the unification and advancement of online operations emphasizing the importance of user outcomes — “what does this capability do for the user?” The incumbent leads all areas of the oversight, guidance, and advocacy related to that objective to include resources, strategy, branding, standards, partnerships and services. The incumbent defines how NGA will move from a product-oriented agency to a service-oriented, information and knowledge-based agency. The incumbent will deliver new capabilities so that any user – whether novice or expert – can easily discover, retrieve, use, publish and share GEOINT content and applications as part of a powerful self-service capability. The Director, OGS supervises five senior executive office Chiefs and the OGS Directorate Staff, including 300 civilian, military and contractor personnel.


Eligibility for this executive level position will be based upon a clear demonstration that the applicant has experience of the scope and quality sufficient to effectively carry out the assignments of the position. The successful applicants will be distinguished from other applicants by a review of the following Office of Personnel Management (OPM) Executive Core Qualifications (ECQs), the Intelligence Community (IC) Senior Officer Core Qualification (SOCQ) Standard, and the Technical Qualifications. Failure to meet a Qualification requirement will disqualify an applicant. Use an Activities/Context/Outcome Approach when describing your ECQs and keep in mind that reviewers will be looking for specific job-related activities and they will be interested in the context and outcomes of these activities. First, identify specific job-related activities (e.g., leadership, planning, acquiring a diverse workforce, budgeting) in which you participated and describe your actions. Next describe the context or environment within which you performed these actions. Mention other individuals or groups involved in the activity (e.g., client groups, members of Congress, individuals in other organizations). Lastly, state the outcomes of your actions. These indicate the quality and effectiveness of your performance and demonstrate your ability to achieve results, a key requirement of executive positions. Start your qualification statements with a brief summary of your managerial experience before individually addressing each of the five ECQs. Because “(6) Fundamental Competencies” are cross-cutting, they should be addressed over the course of the applicants ECQ narrative. It is not necessary to address them separately as long as the narrative, in its totality, shows mastery of these competencies on the whole.

ECQs and their key characteristics: (Include as separate attachment one page maximum per ECQ)

(1) Leading Change:
This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. Competencies include:
* Creativity and Innovation – Develops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting edge programs/processes.
* External Awareness – Understands and keeps up-to-date on local, national, and international policies and trends that affect the organization and shape stakeholders’ views; is aware of the organization’s impact on the external environment.
* Flexibility – Is open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles.
* Resilience – Deals effectively with pressure; remains optimistic and persistent, even under adversity. Recovers quickly from setbacks.
* Strategic Thinking – Formulates objectives and priorities, and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks.
* Vision – Takes a long-term view and builds a shared vision with others; acts as a catalyst for organizational change. Influences others to translate vision into action.

(2) Leading People:
This core qualification involves the ability to lead people toward meeting the organization’s vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. Competencies include:
* Conflict Management – Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner.
* Leveraging Diversity – Fosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.
* Developing Others – Develops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.
* Team Building – Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals.

(3) Results Driven:
This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. Competencies include:
* Accountability – Holds self and others accountable for measurable high-quality, timely, and cost effective results. Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes. Complies with established control systems and rules.
* Customer Service – Anticipates and meets the needs of both internal and external customers. Delivers high-quality products and services; is committed to continuous improvement.
* Decisiveness – Makes well-informed, effective, and timely decisions, even when data are limited or solutions produce unpleasant consequences; perceives the impact and implications of decisions.
* Entrepreneurship – Positions the organization for future success by identifying new opportunities; builds the organization by developing or improving products or services. Takes calculated risks to accomplish organizational objectives.
* Problem Solving – Identifies and analyzes problems; weighs relevance and accuracy of information; generates and evaluates alternative solutions; makes recommendations.
* Technical Credibility – Understands and appropriately applies principles, procedures, requirements, regulations, and policies related to specialized expertise.

(4) Business Acumen:
This core qualification involves the ability to manage human, financial, material, and information resources strategically. Competencies include:
* Financial Management – Understands the organization’s financial processes. Prepares, justifies, and administers the program budget. Oversees procurement and contracting to achieve desired results. Monitors expenditures and uses cost-benefit thinking to set priorities.
* Human Capital Management – Builds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded; takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations.
* Technology Management – Keeps up-to-date on technological developments. Makes effective use of technology to achieve results. Ensures access to and security of technology systems.

(5) Building Coalitions:
This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. Competencies include:
* Partnering – Develops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.
* Political Savvy – Identifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly.
* Influencing/Negotiating – Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals.

(6) Fundamental Competencies:
These competencies are the foundation for success in each of the Executive Core Qualifications. Competencies include:
* Interpersonal Skills – Treats others with courtesy, sensitivity, and respect. Considers and responds appropriately to the needs and feelings of different people in different situations.
* Oral Communication – Makes clear and convincing oral presentations. Listens effectively; clarifies information as needed.
* Integrity/Honesty – Behaves in an honest, fair, and ethical manner. Shows consistency in words and actions. Models high standards of ethics.
* Written Communication – Writes in a clear, concise, organized, and convincing manner for the intended audience.
* Continual Learning – Assesses and recognizes own strengths and weaknesses; pursues self development.
* Public Service Motivation – Shows a commitment to serve the public. Ensures that actions meet public needs; aligns organizational objectives and practices with public interests.

Intelligence Community (IC) Senior Officer Core Qualification (SOCQ) Standard – Leading the Intelligence Enterprise: Required for all positions effective 1 October 2010. This SOCQ Standard involves the ability to integrate resources, information, interests, and activities effectively in support of the IC’s mission and to lead and leverage cross organizational collaborative networks to achieve significant mission results. Inherent to this Standard is a deep understanding of the intelligence enterprise (or other comparable interagency or multi-organizational environment) and a shared commitment to the IC’s core values. (Include as separate attachment one page maximum per competency)

(1) Collaboration and Integration:
IC Senior officers have a responsibility to share information and knowledge to achieve results, and in that regard are expected to build effective networks and alliances; actively engage these peers and stakeholders; involve them in key decision; and effectively leverage these networks and alliances to achieve significant results. Senior officers are expected to create an environment that promotes employee engagement, collaboration, integration, information and knowledge sharing, and the candid, open exchange of diverse points of view. Candidates assessed against this competency must:
* Build, leverage, and lead collaborative networks with key peers and stakeholders across the IC and/or in other government/private-sector organizations, or professional/technical disciplines to achieve significant joint/multi-agency mission outcomes
* Integrate joint/multi-agency activities effectively exercising collaborative plans that realize mutual IC, joint, or multi-organizational goals.

(2) Enterprise Focus:
IC Senior officers are expected to demonstrate a deep understanding of how the missions, structures, leaders, and cultures of the various IC components interact and connect; synthesize resources, information and other inputs to effectively integrate and align component, IC, and USG interests and activities to achieve IC-wide, national, and international priorities. Senior officers are expected to encourage and support Joint Duty assignments and developmental experiences that develop and reinforce enterprise focus among their subordinates. Candidates assessed against this competency must:
* Understand the roles, missions, capabilities, and organizational and political realities of the intelligence enterprise; apply that understanding to drive joint, interagency, or multi-organizational mission accomplishment.
* Understand how organizations, resources, information, and processes within the IC or interagency/multi-organizational environment interact with and influence one another; apply that understanding to solve complex interagency or multi-organizational problems.

(3) Values-Centered Leadership:
IC Senior officers are expected to personally embody, advance and reinforce IC core values. Senior officers are also expected to demonstrate and promote departmental and/or component core values. Candidates assessed against this competency must demonstrate:
* A Commitment to selfless service and excellence in support of the IC’s mission, as well as to preserving, protecting, and defending the Nation’s laws and liberties;
* The integrity and Courage (moral, intellectual, and physical) to seek and speak the truth, to innovate, and to change things for the better, regardless of personal or professional risk;
* Collaboration as members of a single IC-wide team, respecting and leveraging the diversity of all members of the IC, their background, their sources and methods, and their points of view.
* Promote, reinforce, and reward IC, departmental/component core values in the workforce and ensure that actions, policies, and practices are aligned with, and embody those values.
* Ensure that organizational strategies, policies, procedures, and actions give appropriate focus, attention, and commitment to diversity of people, point of view, ideas, and insights.

Position Demands: This executive level position requires extensive leadership experience and highly developed leadership competency in managing vision, strategic agility, and managerial courage. A bachelor’s degree in a pertinent field is required, a graduate degree is desirable.

Note that you may be required to relocate in the future, based on mission need, nature of work performed by NGA, and the needs of NGA partners worldwide.

Technical Qualifications (TQs): (Include as separate attachments, one page maximum per TQ.) In addition to the six Executive Core Qualifications (ECQs) which are mandatory for all DISES level positions and the Intelligence Community (IC) Senior Officer Core Qualification (SOCQ) Standard, applicants will be rated on the TQ’s identified below which are essential for successful performance in the position. These statements should be a narrative explanation of your relevant background and experience. They must show that your experience, education, and accomplishments reflect the competence and professional standing required to provide expertise required by this position. Technical Qualification Statements that do not clearly address the qualification criteria will not be adequate for evaluation. The employee selected for this position must possess:

1. Extensive successful experience in teambuilding and collaboration with organizations and agencies inside and outside the Intelligence Community to maximize efficiencies and effectiveness. Possess a broad understanding of the Department of Defense and its policies, programs and subordinate organizations to include the Office of the Secretary of Defense, the Joint Staff, the Joint Commands, the Services, Defense Agencies, and the Intelligence Community.

2. Breadth of experience in multiple organizations and at multiple levels leading change. Possess the ability to anticipate future consequences and trends accurately and paint credible pictures and visions of possibilities and likelihoods. Creates competitive and breakthrough strategies and plans. Develops strategies from scratch to implementation and possesses the organizational agility to modify midstream.

3. Proven leadership experience in developing, promoting, and implementing effective organizational strategies to foster an environment that enhances the professional, technical, and leadership skills of a diverse workforce operating in a dynamic, rapidly changing environment. Comfortable in providing current, direct, complete, and “actionable” positive/corrective feedback in any circumstance. Faces up to people problems in any situation quickly and directly and is not afraid to make tough decisions when necessary. Willing to question the status quo.

4. Record of progressive experience demonstrating the ability to optimistically communicate a compelling and inspired vision. Can create mileposts and symbols to rally support behind that vision and make the vision sharable by everyone. Inspires and motivates the entire unit or organization.

5. Demonstrated capability in a variety of GEOINT fields, such as plans, research and development, and understanding of online content and customers. Expert level knowledge of emerging web and social media concepts to include associated architectures, data/content, and security implications.

Other Requirements:
1. Applicant selected for this position is subject to the completion of a one-year DISES trial period. (Applicants selected from outside NGA may be required to complete a two-year DCIPS trial period if they have not already done so.)

2. This position is covered under the Ethics in Government Act of 1978 (P.L. 95-521). Incumbent will be required to file an Executive Personnel Financial Disclosure Report (SF-278) with the NGA Office of General Counsel.

3. State the lowest pay you will accept and your current total salary.

4. Provide the name, address, and telephone number of three references to substantiate your qualifications.

5. Employment is subject to requirements of the NGA Drug Testing Program.

6. You may be required to successfully complete a polygraph examination for the position you applied for and/or for any future position(s).


Security Clearance and Access Level: This position requires access to classified Defense Department and Intelligence Community information. The individual selected must already possess, or be immediately eligible for, a TOP SECRET security clearance and access to Sensitive Compartmented Information. U.S. citizenship is required for the granting of a security clearance.

Joint Duty Credit: All NGA executive level positions require Joint Duty credit. Employees will receive joint duty credit for almost any service or rotational assignment that was at least at the GS/GG-13 or DCIPS Pay Band 3 level, and generally for at least one year, or for 179 days or more when deployed to a designated combat zone on or after September 11, 2001.
Note: Employees without Joint Duty credit may apply for the position and can be considered. If selected a waiver would be required prior to final appointment. An external candidate, if selected, will be required to provide proof of Joint Duty credit or immediately apply for Joint Duty credit prior to EOD. NGA seniors without Joint Duty at the same tier level may lateral into the position if selected without requesting a waiver.


Applicants will be evaluated based on job-related criteria identified under the Qualification Requirements by a screening panel of senior representatives with functional backgrounds relevant to this position. Interviews may be conducted.



Pay is only part of the compensation you will earn working for the Federal Government. We offer a broad array of benefits programs and family friendly flexibilities to meet the needs of you and your family. Here are some highlights. Look for additional information along with links to pages that spell out the details below.

You may participate in the Federal Employees Health Benefits program, with costs shared with your employer.

Dental and Vision Insurance

Life insurance coverage is provided.

Long-Term Care Insurance is offered and carries into your retirement.

New employees are automatically covered by the Federal Employees Retirement System (FERS). If you are transferring from another agency and covered by CSRS, you may continue in this program.

Federal employees are entitled to at least 13 days of vacation leave as well as 13 days of sick leave each year. Depending on years of service, employees can earn up to 26 days of vacation leave each year. In addition, Federal employees get 10 days paid holiday each year. This allows employees time to spend with their families and to pursue their own individual interests and avocations.

In addition to federal benefits, NGA employees are also eligible for a suite of benefits offered only to the Intelligence Community (IC). The Compass Rose Benefits Group (CRBG) offers insurance products and services to all IC civilian employees. Compass Rose benefits include: Term Life Insurance, Group Accident Plan, Income Replacement, and Long Term Care Insurance.
For more information on this highly-restricted opportunity, please visit the Compass Rose website:



Other Information:
1. Permanent Change of Station (PCS). Travel/Transportation expenses are authorized.

2. Veteran’s preference does not apply to the Senior Executive Service.

3. Use of postage paid Government agency envelopes to file job applications is a violation of Federal law and regulation.

The National Geospatial-Intelligence Agency is an Equal Opportunity Employer. All qualified applicants will receive consideration for appointment without regard to race, age, religion, color, national origin, sex, marital status, sexual orientation, handicap, lawful political affiliation, or any other non-merit factor. This agency provides reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency. The decision on granting reasonable accommodation will be on a case-by-case basis.


TO BE CONSIDERED FOR THIS POSITION, FOLLOW THE DIRECTIONS BELOW. To receive FULL consideration, e-mail, hand deliver, or mail an original and five stapled copies of your current application. You must identify the position vacancy announcement number. There is no application of preference but certain information is required to be submitted and should be included on your resume, e.g., full name, mailing address, phone numbers, e-mail address, social security number, country of citizenship, education and work experience, current salary, and highest federal civilian grade held. External applicants (if a current or former civilian government employee) should submit one copy of their most recent Notification of Personnel Action, SF-50 noting your current position, grade, and salary level. Permanently attach all components of each application package. Do not place application materials inside report covers or folders, or submit documents not specifically requested, as they will not be used in the evaluation process.

Applicants will be rated and ranked by an agency Qualifications Review Board using only the information submitted for consideration. Applicants who do not separately address the Executive Core Qualifications, Intelligence Community Senior Officer Core Qualification, and document their demonstrated experience, training, and/or education in support of the Technical Qualifications will be ineligible for further consideration. Failure to provide all the required information and copies could result in an ineligible rating. Incomplete applications will not be considered.

Special note – - Current DISES, Senior Executive Service (SES) and Senior Intelligence Service (SIS) employees are not required to submit documentation of your Executive Core Qualifications (ECQs) since you have already demonstrated your ECQs. However, you must submit documentation to address the Intelligence Community (IC) Senior Officer Core Qualification (SOCQ) Standard – Leading the Intelligence Enterprise and your competencies in the areas under the “Technical Qualifications.” (All other candidates must submit all required paperwork.)

Submit your application to: National Geospatial-Intelligence Agency
Mail Stop S45-HDE
7500 GEOINT Drive
Springfield, VA 22150

Applications must be received by the closing date. A postmark will NOT prevail. Applications will NOT be returned. Please reference announcement number shown above.



Listed Above


Phone: 571-557-4370/4205
Email: [email protected]
Agency Information:
Mailstop: S45-HDE
7500 GEOINT Drive
Springfield, VA


Thank you for submitting resume to the National Geospatial-Intelligence Agency. We will contact you if your qualifications meet the requirements of the job for which you applied. Because the National Geospatial-Intelligence Agency is a member of the Intelligence Community, our hiring process can take a little longer than most people might expect.
You can learn more about the NGA Senior Executive hiring process at:





Read the original blog entry...

More Stories By Bob Gourley

Bob Gourley, former CTO of the Defense Intelligence Agency (DIA), is Founder and CTO of Crucial Point LLC, a technology research and advisory firm providing fact based technology reviews in support of venture capital, private equity and emerging technology firms. He has extensive industry experience in intelligence and security and was awarded an intelligence community meritorious achievement award by AFCEA in 2008, and has also been recognized as an Infoworld Top 25 CTO and as one of the most fascinating communicators in Government IT by GovFresh.

@MicroservicesExpo Stories
As organizations shift towards IT-as-a-service models, the need for managing & protecting data residing across physical, virtual, and now cloud environments grows with it. CommVault can ensure protection & E-Discovery of your data - whether in a private cloud, a Service Provider delivered public cloud, or a hybrid cloud environment – across the heterogeneous enterprise.
PubNub has announced the release of BLOCKS, a set of customizable microservices that give developers a simple way to add code and deploy features for realtime apps.PubNub BLOCKS executes business logic directly on the data streaming through PubNub’s network without splitting it off to an intermediary server controlled by the customer. This revolutionary approach streamlines app development, reduces endpoint-to-endpoint latency, and allows apps to better leverage the enormous scalability of PubNu...
Growth hacking is common for startups to make unheard-of progress in building their business. Career Hacks can help Geek Girls and those who support them (yes, that's you too, Dad!) to excel in this typically male-dominated world. Get ready to learn the facts: Is there a bias against women in the tech / developer communities? Why are women 50% of the workforce, but hold only 24% of the STEM or IT positions? Some beginnings of what to do about it! In her Day 2 Keynote at 17th Cloud Expo, San...
SYS-CON Events announced today that Catchpoint, a global leader in monitoring, and testing the performance of online applications, has been named "Silver Sponsor" of DevOps Summit New York, which will take place on June 7-9, 2016 at the Javits Center in New York City. Catchpoint radically transforms the way businesses manage, monitor, and test the performance of online applications. Truly understand and improve user experience with clear visibility into complex, distributed online systems.Founde...
In today's enterprise, digital transformation represents organizational change even more so than technology change, as customer preferences and behavior drive end-to-end transformation across lines of business as well as IT. To capitalize on the ubiquitous disruption driving this transformation, companies must be able to innovate at an increasingly rapid pace. Traditional approaches for driving innovation are now woefully inadequate for keeping up with the breadth of disruption and change facin...
I recently attended and was a speaker at the 4th International Internet of @ThingsExpo at the Santa Clara Convention Center. I also had the opportunity to attend this event last year and I wrote a blog from that show talking about how the “Enterprise Impact of IoT” was a key theme of last year’s show. I was curious to see if the same theme would still resonate 365 days later and what, if any, changes I would see in the content presented.
You may have heard about the pets vs. cattle discussion – a reference to the way application servers are deployed in the cloud native world. If an application server goes down it can simply be dropped from the mix and a new server added in its place. The practice so far has mostly been applied to application deployments. Management software on the other hand is treated in a very special manner. Dedicated resources are set aside to run the management software components and several alerting syst...
Most of the IoT Gateway scenarios involve collecting data from machines/processing and pushing data upstream to cloud for further analytics. The gateway hardware varies from Raspberry Pi to Industrial PCs. The document states the process of allowing deploying polyglot data pipelining software with the clear notion of supporting immutability. In his session at @ThingsExpo, Shashank Jain, a development architect for SAP Labs, discussed the objective, which is to automate the IoT deployment proces...
Culture is the most important ingredient of DevOps. The challenge for most organizations is defining and communicating a vision of beneficial DevOps culture for their organizations, and then facilitating the changes needed to achieve that. Often this comes down to an ability to provide true leadership. As a CIO, are your direct reports IT managers or are they IT leaders? The hard truth is that many IT managers have risen through the ranks based on their technical skills, not their leadership ab...
Naturally, new and exciting technologies and trends like software defined networking, the Internet of Things and the cloud tend to get the lion’s share of attention these days, including when it comes to security. However, it’s important to never forget that at the center of it all is still the enterprise network. And as evidenced by the ever-expanding landslide of data breaches that could have been prevented or at least their impact lessened by better practicing network security basics, it’s ...
This morning on #c9d9 we spoke with two industry veterans and published authors - James DeLuccia and Jonathan McAllister - on how to bake-in security and compliance into your DevOps processes, and how DevOps and automation can essentially help you pass your next audit.
Put the word continuous in front of many things and we help define DevOps: continuous delivery, continuous testing, continuous assessment, and there is more. The next BriefingsDirect DevOps thought leadership discussion explores the concept of continuous processes around the development and deployment of applications and systems. Put the word continuous in front of many things and we help define DevOps: continuous delivery, continuous testing, continuous assessment, and there is more.
In his General Session at DevOps Summit, Asaf Yigal, Co-Founder & VP of Product at, explored the value of Kibana 4 for log analysis and provided a hands-on tutorial on how to set up Kibana 4 and get the most out of Apache log files. He examined three use cases: IT operations, business intelligence, and security and compliance. Asaf Yigal is co-founder and VP of Product at log analytics software company In the past, he was co-founder of social-trading platform Currensee, which...
It's been a busy time for tech's ongoing infatuation with containers. Amazon just announced EC2 Container Registry to simply container management. The new Azure container service taps into Microsoft's partnership with Docker and Mesosphere. You know when there's a standard for containers on the table there's money on the table, too. Everyone is talking containers because they reduce a ton of development-related challenges and make it much easier to move across production and testing environm...
The annual holiday shopping season, which started on Thanksgiving weekend and runs through the end of December, is undoubtedly the most crucial time of the year for many eCommerce websites, with sales from this period having a dramatic effect on the year-end bottom line. Web performance – or, the overall speed and availability of a website or mobile site – is an issue year-round, but it takes on increased importance during the holidays. Ironically, it is at this time of year that networks and i...
Hiring the wrong candidate can cost a company hundreds of thousands of dollars, and result in lost profit and productivity during the search for a replacement. In fact, the Harvard Business Review has found that as much as 80 percent of turnover is caused by bad hiring decisions. But when your organization has implemented DevOps, the job is about more than just technical chops. It’s also about core behaviors: how they work with others, how they make decisions, and how those decisions translate t...
People want to get going with DevOps or Continuous Delivery, but need a place to start. Others are already on their way, but need some validation of their choices. A few months ago, I published the first volume of DevOps and Continuous Delivery reference architectures which has now been viewed over 50,000 times on SlideShare (it's free to registration required). Three things helped people in the deck: (1) the reference architectures, (2) links to the sources for each architectur...
Countless business models have spawned from the IaaS industry – resell Web hosting, blogs, public cloud, and on and on. With the overwhelming amount of tools available to us, it's sometimes easy to overlook that many of them are just new skins of resources we've had for a long time. In his general session at 17th Cloud Expo, Harold Hannon, Sr. Software Architect at SoftLayer, an IBM Company, broke down what we have to work with, discussed the benefits and pitfalls and how we can best use them ...
The Internet of Things (IoT) is growing rapidly by extending current technologies, products and networks. By 2020, Cisco estimates there will be 50 billion connected devices. Gartner has forecast revenues of over $300 billion, just to IoT suppliers. Now is the time to figure out how you’ll make money – not just create innovative products. With hundreds of new products and companies jumping into the IoT fray every month, there’s no shortage of innovation. Despite this, McKinsey/VisionMobile data...
One of the most important tenets of digital transformation is that it’s customer-driven. In fact, the only reason technology is involved at all is because today’s customers demand technology-based interactions with the companies they do business with. It’s no surprise, therefore, that we at Intellyx agree with Patrick Maes, CTO, ANZ Bank, when he said, “the fundamental element in digital transformation is extreme customer centricity.” So true – but note the insightful twist that Maes adde...