Pvm Srinivas

Insights from Harvey Nash CIO Voices Welcome to the latest edition of Harvey Nash’s CIO Voices, where we spotlight the perspectives of technology leaders shaping the digital future. This month, we explore a challenge that every CIO, CTO, and digital decision-maker has faced since 2020: how to build resilient, high-performing tech teams in a hybrid world. We spoke with two leaders who have navigated this challenge firsthand: Michael Goldberg, Vice President of Strategic Partnerships at Harvey Nash, and Roberto Galdamez, Chief Information Security Officer at Kovack Financial Network. Their experiences span tech recruitment and cybersecurity, but both agree that resilience in hybrid teams is shaped more by the reasons for and methods of work than by location. Before we dive in, a huge thank you to both leaders for their candor and depth. What follows is not just a checklist, but a lens into modern leadership one that centers on adaptability, trust, and purpose. Clarity and Connection Drive Engagement Engagement in hybrid teams doesn’t come from office perks or flashy incentives - it starts with clarity. As Michael Goldberg explains, “Engagement starts with clarity and connection. Every team member needs to know how their work ties directly to the organization’s objectives and goals.” This clarity is essential for technology teams operating across multiple time zones and regions. In the past, co-located teams could rely on non-verbal cues and informal discussions to facilitate communication. Today, effective engagement depends on everyone understanding not just what they’re doing, but why it matters. Roberto Galdamez, viewing this through a cybersecurity lens, adds, “Engagement starts with clarity of purpose… every control, every patch, every risk decision ties directly to our mission of safeguarding the firm and its clients.” The importance of clarity cannot be overstated. Whether developing software or safeguarding infrastructure, clear communication transforms dispersed teams into well-coordinated ecosystems.. Both leaders also emphasize the importance of creating a culture of accountability, where individuals take ownership of outcomes. In a hybrid teams, this might mean short, focused huddles, security “time blocks,” or daily scrums that empower individuals to lead from wherever they are. As Goldberg notes, the biggest difference isn’t the tools - it’s giving people permission to own the mission. Accountability and Autonomy in Action The shift to hybrid structures has fundamentally changed traditional working practices. What was once organized around physical offices is now built on goals, outcomes, and trust. Goldberg describes his organization’s approach: “Every team operates like its own mini-business, with clear ownership for sales, recruiting, and delivery.” This model thrives on autonomy but is anchored by accountability. Teams are self-contained yet interconnected, meeting in person twice a quarter for strategy and alignment, while performance is measured by impact, not hours. Galdamez echoes this sentiment: “In a hybrid environment, the structure has to balance accountability and autonomy. You want people to do the work, but you also don’t want to be breathing on top of them.” His team organizes around security outcomes - reducing risk exposure, strengthening detection, and improving compliance—replacing traditional task lists with clear, agile goals. He also highlights the distinct purposes of office versus remote time. For Galdamez, in-person meetings are for strategy, mentorship, and problem-solving, while deep work, documentation, and technical delivery are best done remotely. The secret to keeping hybrid teams connected and resilient isn’t about replicating the office - it’s about reimagining it and how you lead. It’s a balance: trust, but verify; guide when needed, but create an environment where people can learn and grow. Tools That Empower, Not Overwhelm No hybrid team runs without technology, but tools only help when people feel empowered to use them. At Harvey Nash, Bullhorn is the recruiting backbone, while Microsoft Teams and Power BI keep collaboration transparent. As Goldberg explains, “Teams keeps conversations continuous and accessible, while Power BI helps us visualize performance and productivity across offices. That visibility fosters alignment and quick decision-making. It turns dashboards into dialogues.” For Galdamez, the essential toolkit revolves around security visibility and continuous access integrity. His team relies on advanced Endpoint Detection and Response (EDR) systems and cloud-based platforms like Microsoft 365 and Zoom. He emphasizes, “Security and productivity can’t have separate lanes.” In too many organizations, security is seen as something that slows progress, rather than as an essential component that enables the business to move forward safely and confidently. For Galdamez, resilience depends on enabling both protection and productivity simultaneously. While the choice of tools is important, the most significant results come when processes retain a human touch. If a Teams meeting feels unengaging, the issue often lies not with the platform, but with a lack of trust, engagement, and psychological safety among participants. Tools enable collaboration; culture sustains it. Culture by Design, Not Perks Culture didn’t die in 2020, it evolved. As Goldberg puts it, “Culture can’t be replicated with a ping-pong table, it has to be intentional.” The move to hybrid work exposed a truth we’d long ignored: culture isn’t a place, it’s a practice. It’s built through transparency, shared values, and recognizing contributions that truly move the needle. Galdamez takes this further: “Security culture is people culture.” After the pandemic, his team had to rebuild not just systems but trust. Every team member needed to feel empowered to speak up, challenge assumptions, and report anomalies without fear. That’s psychological safety in action - the invisible glue of resilient teams. He describes “cyber moments” - short discussions in meetings to recognize proactive behavior and highlight learning. It’s culture by design, not default. Today, connection isn’t measured in emojis, but in empathy. When leaders model openness, teams respond with honesty. Culture survives distance because it lives in people, not places. Preventing Burnout in a World That Never Logs Off Hybrid work has blurred the boundaries we once relied on. Work hours, personal time, and mental space have started to merge, increasing the risk of burnout. “Burnout isn’t just about workload, it’s about control and recognition,” Goldberg explains. When people feel seen, supported, and trusted, they can handle a lot. But when control slips away, when every ping feels like a demand, resilience erodes. Galdamez knows this well: “Cyber and IT teams live in constant alert cycles. Addressing burnout means managing both risk and rhythm.” His team uses automation to eliminate repetitive tasks, freeing analysts to focus on high-impact work. They rotate on-call duties fairly and keep mental health part of leadership conversations. Hybrid resilience is about teaching teams where the off switch is and giving them permission to use it. Resilience doesn’t mean working longer; it means bouncing back stronger. Listening: The Key to Retention Metrics tell a story, but not the whole story. Goldberg shares that Harvey Nash relies less on formal surveys and more on regular conversations: “We stay close to our teams through one-on-ones and open discussions. People stay when they feel supported, heard, and part of something moving forward.” This marks a shift from managing through dashboards to managing through dialogue. Galdamez adds another layer, focusing on empowerment through growth training, certifications, and skill expansion in areas like threat intelligence and GRC (Governance, Risk, and Compliance). “Team members who see their work reducing risk in measurable ways feel a deeper sense of impact,” he explains. Cross-training isn’t just good for resilience, it’s an antidote to stagnation, creating a workforce that’s adaptive, confident, and motivated. When paired with real listening, not just HR data, you achieve engagement that’s earned, not enforced. In hybrid work, listening is the new analytics. The Unexpected Upside of Hybrid Teams If there’s one twist in the hybrid story, it’s this: people adapted better than anyone expected. Galdamez admits, “Hybrid work improved security discipline. With distributed access, everyone became more conscious of authentication, data handling, and zero trust principles.” Distance has made teams more self-aware. Instead of relying on physical oversight, employees are internalizing security and accountability as personal habits. Goldberg saw something similar: when ownership and trust increase, people don’t just comply, they care. Hybrid work isn’t a compromise between office and remote; it’s a catalyst for maturity. Resilience is built not by control, but by consciousness. Looking Ahead: The Future of Hybrid Teams Building resilient tech teams in a hybrid world isn’t a one-time playbook, it’s a continuous act of leadership. It’s about providing clarity amid noise, connection amid distance, and autonomy amid complexity. From Michael Goldberg’s people-first approach to Roberto Galdamez’s security-driven culture, one truth stands out: resilience begins with purpose and thrives on trust. Hybrid work isn’t about location, it’s about liberation. It gives teams room to breathe, grow, and define success on human terms. As AI, automation, and remote collaboration continue to reshape the workplace, the leaders who master the balance between technology and trust will define the next decade of digital transformation. Thank you to our contributors for their invaluable perspectives, and to you, our readers, for joining us in exploring what resilience really means. Next Month’s Topic: CIO Predictions for 2026 – Is AI Going to Rule 2026? Stay tuned for a fascinating conversation about the future of tech leadership and the role AI will play in shaping it.

Insights from Harvey Nash CIO Voices Cybersecurity isn’t just a technical concern anymore. It’s a leadership challenge, a business enabler, and, frankly, a nightly stressor for many executives. Harvey Nash’s CIO Voices, our monthly spotlight series, brings together tech leaders shaping the digital future, and this month we delve into what truly means to lead in the age of cyber threats. But first, a thank you to our contributors - Chris Logan VP Information Security at DCU - Digital Federal Credit Union, Darren Remblence CISO at 8x8, Sammy Basu CISO at Careful Security, Roberto Galdamez CISO at Kovack Financial Network, and Roberto Rubiano CISO at Osigu. Their candid insights highlight how leaders are navigating risk, embracing AI, and turning cybersecurity from a checkbox into a strategic advantage. So, what does cybersecurity as a leadership imperative really look like? Let’s unpack it. What Keeps Board Up at Night: Evolving Threats and Boardroom Concerns Let’s start with the obvious: what keeps tech leaders awake at night? For Roberto Galdamez, it’s the rise of AI-driven threats and a constantly evolving regulatory landscape. “Compliance is a given,” he notes, “but what truly matters to the board are resilience, trust, and reputation.” Meanwhile, Roberto Rubiano offers a surprising perspective: he sleeps well because he accepts what he can’t control. “I can only manage the risk and communicate what’s critical to C-level management,” he says. This isn’t complacency, it’s clarity. Rubiano also warns about the risks of developers using AI tools to generate code - by-coding practices. These innovations offer speed but carry hidden risks, demanding ongoing awareness and vigilance. Sammy Basu echoes a nuanced point “Cybersecurity is an evolving puzzle. Endpoint security, firewalls, compliance certifications are essential, but their effectiveness depends on ongoing assessment and evaluation.” Here’s the thing: cybersecurity today is like steering a ship through unpredictable waters. You can’t control the waves, but with the right preparations, you can navigate safely. Moving Beyond Compliance: Cybersecurity as a Strategic Business Driver Traditionally, cybersecurity was seen as a “tick-box” exercise mainly to satisfy ISO certifications, audit reports, compliance checklists. Today, leaders like Darren Remblence and Chris Logan insist that it must go deeper. “It’s about embedding cybersecurity into business strategy,” Darren says, emphasizing that risk management and regulatory compliance can also enable growth. Rubiano provides a tangible example: when explaining ransomware risk to the board, he translates technical threats into financial terms. “If a ransomware attack could cost $3 million, spending $500,000 on prevention becomes an easy conversation,” he explains. It’s simple, relatable, and effective; suddenly cybersecurity is not a cost center, but a strategic investment. Similarly, Sammy Basu highlights a holistic approach. Compliance isn’t an end in itself; it’s a lever to drive operational discipline, client trust, and growth. The takeaway? Cybersecurity becomes a business differentiator when leaders speak in the language that boards understand. The Art of Communication: Speaking Cyber in Business Let’s be honest, technical jargon rarely resonates with non-technical executives. That’s why clear communication is critical. Roberto Galdamez avoids referencing technical terms like common vulnerabilities and exposures (CVEs) or endpoint detection and response (EDR) alerts when speaking with the C-suite. Instead, he talks about financial penalties, downtime costs, and reputational impact. Rubiano takes a similar approach, relying on business impact analysis. “If you get too technical, you lose them. Talk in terms they understand,” he says. Chris Logan adds another layer: contextual storytelling. By sharing real-world incidents, like breaches in similar companies, he makes risks tangible and relatable. Leaders can more clearly visualize the impact of lost clients, interrupted operations, damaged reputation. Here’s the subtle emotional cue: trust is built not through fear, but clarity. You don’t need to terrify your board with the infinite ways things can go wrong. You need them to see the stakes and act decisively. AI: The Double-Edged Sword in Cyber Defense AI is a game-changer for both attackers and defenders. Leaders across our discussions highlighted its dual role. Roberto Rubiano is particularly cautious about “by-coding” practices, emphasizing data-level protection as the most critical priority. “Identity and threat detection matter, yes, but if the data itself is exposed, no layer of perimeter defense is enough.” Meanwhile, Roberto Galdamez explains that AI helps defenders too. “AI-driven analytics for anomaly detection and insider risk are embedded in a defense-in-depth model,” he says. Identity is now the new perimeter, and AI can help monitor it efficiently. Sammy Basu offers practical guidance, “Enforce policies at the browser or endpoint level, train employees on AI usage, and ensure corporate accounts are used for company-sensitive data. Without these, even the best AI tools can be a vulnerability.” Here’s the thing, you can build higher walls, but the real defense is protecting what’s inside the vault. Data-level awareness, identity safeguards, and human training together form the best line for defense. Investing in Resilience: Priorities for the Year Ahead So where are leaders actually investing? The consensus is clear: visibility, identity management and secure development practices. Rubiano is laser-focused on observability at the product level. Tools for static and dynamic analysis, secure SDLC practices, and vendor collaboration are critical. “If you can measure it, you can manage it,” he says. Basu, Remblence, and Logan emphasize continuous monitoring and proactive defenses, whether that’s endpoint security, AI oversight, or supply chain risk management. Vendor accountability is also a priority. “Outsourcing doesn’t mean outsourcing responsibility,” Galdamez notes, recalling the SolarWinds incident as a cautionary tale. In short, resilience isn’t about buying the latest tool. It’s about integrated strategy, multi-layered defenses, and trusted partnerships. Leadership Under Fire: Learning from Real-World Experience Theory is one thing; practice is another. Rubiano shares a striking anecdote from a past logistics project where management wanted cheaper, less secure ID cards, but through proactive controls and validations, his team mitigated risk without halting operations. Basu tells similar stories, proactive monitoring and full-service support often prevent incidents before they happen. These examples highlight a subtle truth: cybersecurity leadership often means making calculated trade-offs under real constraints. Budget, operations, and risk tolerance all play a role. Chris Logan notes “Leadership under fire requires balancing innovation with protection. It’s a delicate dance, but the best leaders know that perfect security is a myth, strategic preparation and continuous improvement are the real defenses.” The Evolving Imperative Today’s cybersecurity leaders must blend strategy, communication, technology, and human judgment. As AI-driven threats and vendor dependencies grow, leaders like Logan, Remblence, Basu, Galdamez, and Rubiano demonstrate that the role of a tech executive has never been more dynamic or more critical. Thank you again to all our contributors for sharing insights that are as practical as they are inspiring. Next month, we’ll explore “Building Resilient Tech Teams in Hybrid Work.” Because in today’s world, resilience isn’t just about systems and data, it’s about the people who power them. Stay tuned.

Technology recruitment specialist strengthens leadership team with proven industry executive as company advances growth strategy. LONDON, September 30, 2025 – Harvey Nash, a leading global specialist technology recruitment firm, today announced the appointment of Simon Crichton as Chief Executive Officer. The appointment supports Nash Squared’s strategic evolution following the successful divestiture of its NashTech business and positions Harvey Nash for accelerated growth in the technology talent market. Crichton brings extensive experience in the recruitment and technology services sector, most recently serving as Managing Director of Experis UK, the specialist technology recruitment division of Manpower. Prior to that, he led Akkodis UK as CEO, where he successfully managed the complex merger of the Akka and Modis brands on behalf of Adecco Group. “Simon’s appointment represents a natural evolution in our leadership structure as we enter an exciting new phase of growth,” said Bev White, who will transition from CEO to Executive Chair of Nash Squared, overseeing both Harvey Nash and Crimson businesses. “His proven track record of driving operational excellence in our sector makes him the ideal leader to execute on our strategic growth ambitions.” As CEO, Crichton will oversee day-to-day operations across Harvey Nash’s global markets, leading the continued execution of the company’s strategy, which emphasizes specialization, client growth, and operational excellence to address the critical technology talent needs of clients globally. The leadership transition is supported by recent key appointments including Rudolph Botha as Chief Financial Officer and Jason Pyle as Chief Operating Officer. “I’m excited to join Harvey Nash at this pivotal moment in the company’s development,” said Crichton. “Our strategy provides a clear roadmap for building a more focused and future-ready organization, and I look forward to working with the talented team to deliver exceptional value to our clients and create new opportunities for our people.” About Harvey Nash Harvey Nash is a specialist global technology recruitment firm that connects the world’s most innovative companies with the technology talent they need to succeed. Over the past 30 years, Harvey Nash has been a pioneer and leading voice in the global technology space, having long-term strategic partnerships with blue chip customers. With offices across multiple continents, including North America, the United Kingdom, and Germany, Harvey Nash specializes in contract recruitment for specialized technology talent requirements including Cyber, AI, and Data. www.harveynash.com About Nash Squared Nash Squared is the holding company for the Harvey Nash and Crimson brands. Media & Investor Contact: Rachel Watts, Global Marketing Director, Email: rachel.watts@harveynash.com

HARVEY NASH’s James Youngman Named a Winner for The 2026 National Staffing Employee of the Year Awards American Staffing Association Honor Highlights Top U.S. Staffing Employees Alexandria, VA, September 2, 2025—Harvey Nash’s James Youngman, a Supplier Performance Engineer from Illinois, has earned national recognition from the American Staffing Association as a top staffing employee, Harvey Nash announced today. The National Staffing Employee of the Year program recognizes the most outstanding temporary and contract workers in the country. In 2023, U.S. staffing companies employed 2.2 million temporary and contract workers; James Youngman is one of just nine finalists to be recognized in the country. We are thrilled to hear James Youngman has been named 2026 American Staffing Association Employee of the Year Winner for the Engineering, Information Technology, and Scientific Sector. James is a contractor for Harvey Nash and we are proud of his accomplishments. More about his journey to Harvey Nash and career path. After more than twenty years as a schoolteacher and coach, James Youngman was ready for a new chapter. […] Through Harvey Nash, Youngman got his foot in the door at Caterpillar and gained the skills needed to become a Supplier Performance Engineer. He’s excelled in the role, working RCCA (Root Cause Corrective Action), as well as helping to develop new processes that could save the client company millions annually. Youngman’s story shows how partnering with a staffing firm delivers career-changing opportunities for workers and measurable returns on investment for client organizations. “I’m deeply honored and incredibly grateful to receive the ASA National Agency Employee of the Year Award. To be recognized by such a respected organization, among so many dedicated professionals across the country, is truly humbling. This award is a reflection of the amazing people I’ve had the privilege to work alongside; teammates, mentors, and clients, who inspire me every day. I want to express my deepest gratitude to Harvey Nash, the agency that believed in me and placed me in my full-time role with Caterpillar. A special thank you to Morgan Morris and Rachel Hutto for their unwavering support throughout my journey at Caterpillar, your guidance has meant the world to me. Thank you, ASA, for this extraordinary honor. ” said James Youngman when asked about winning this honor. As a National Staffing Employee of the Year Finalist, James Youngman and Harvey Nash will be recognized at the 2025 Staffing World convention and expo, held in Oct. 6-8, in Orlando, FL. # # # About the American Staffing Association The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net. ContactBrenna Barnett Senior Marketing Manager Brenna.barnett@harveynash.com