Defend and Protect the Free World

1. BRIDGING THE CYBER-
SECURITY TALENT GAP
SEPTEMBER 2016
Cyber Fighter Academy
PRESENTS

2. DISRUPTING THE CYBERSECURITY SPACE
WHAT WE DO
We are redefining the next generation of cybersecurity professionals, by creating an immersive
hands-on, fully funded 10-week cybersecurity bootcamp that creates certified and job-ready
cybersecurity pros. We are doing this to address the global shortage of cybersecurity
professionals.
GLOBAL,
MACRO TRENDS
Cybersecurity as an academic discipline or program of study is often inaccessible to students
with only 7% of top universities offer an undergraduate major or minors in cybersecurity.
Research show a bachelor’s degree in a technical field is ranked third among most effective
ways to acquire cybersecurity skills, behind hands-on experience and certifications.
POWERFUL
ECOSYSTEM
With a growing number of bootcamp recruits, global alumni network and hiring network we’re
allowing all parties to extract maximum value from the Cyber Fighter Academy ecosystem. The
resulting Cyber Fighter Academy network effects will drive accelerated demand for our product.
MASSIVE
OPPORTUNITY
Demand for cybersecurity professionals is outpacing the supply of qualified workers. Estimates
of the global cybersecurity workforce shortfall range from one to two million positions unfilled by
2019. In 2015, about 209,000 cybersecurity jobs went unfilled in the United States alone.
FIRST MOVER
The current barrier to entry into cybersecurity is huge, expensive and boring. Conventions needs
to be challenged to meet the needs from the industry, and the needs and behaviors of the rising
generations , the Millenials and Generation Z. Think a San Diego conference hotel with 50 year
old geeks vs. a entrepreneurial startup vibe co-working space in Berlin. We are the first to do

3. Cybercrime is on the rise and organizations all over the world is facing a crisis in finding cybersecurity professionals.
THE CYBERSECURITY TALENT GAP IS HUGE AND GROWING
1.5 Million 82 % 52 % 209.000
more cybersecurity
professionals will be needed
to accommodate the
predicted global shortfall
by 2020.
of study respondents
reported a shortage of
cybersecurity skills, with
71% of them linking this
shortage to direct and
measurable damages their
companies suffered.
of IT professionals
surveyed stated fewer
than 25% of all
applicants were qualified.
cybersecurity positions went
unfilled in 2015 in the
United States alone.
Source: (ISC)² 2015 Global
Information Security
Workforce Study
Source: Hacking the Skills
Shortage: Intel Security report
Source: State of Cybersecurity:
Implications for 2015:
An ISACA and
RSA Conference Survey
Source: Hacking the Skills
Shortage: Intel Security report

4. CFA is an immersive fully funded 10-week cybersecurity bootcamp that creates certified and job-ready cybersecurity pros.
CYBER FIGHTER ACADEMY (CFA) FULFILLS THIS TALENT GAP
Application · Assessment · Selection
Costs
Training
Costs
Certifications
Costs
Deployment
Revenue
• Recruiting campaigns targeted graduates with relevant degrees (E.g.
Computer Science), and IT people working in specific industries (E.g.
Telecommunication).
• Rigorous process to select high potential recruits.
• The majority of the training draws on practical, hands-on, draws on real-world
scenarios, simulates realistic enterprise environments and hacking competitions etc.
• Hands-on experienced instructors (white & black hat hackers) are assisting full time
during the entire program.
• Certifications lay the theoretical foundation and ensures that recruits are qualified to an
industry standard, and are in high demand from a recruiting perspective.
• Certified instructors are hired on a consulting basis to specifically conduct the certifications
training and official material for a few days.
• Recruits will receive interview prep and will be interviewing with organizations from our hiring
partner network.
• Hiring partners who hire CFA graduates will pay a recruitment fee that varies based on
graduate performance, location, industry etc.

5. Conventions needs to be challenged to meet the needs and behaviors of the rising generations , the Millenials and Generation Z.
REDEFINING THE NEXT GENERATION OF CYBERSECURITY PROS
INSPIRATIONAL HANDS-ON
ACCESSIBLE
COMMUNITY
TECH ENABLEDENTREPRENURIAL

6. Recruiting campaigns targeted graduates with relevant degrees (E.g. Computer Science), and IT people working in specific
industries (E.g. Telecommunication, Sysadmin).
TARGETING CS GRADUATES LOOKING FOR A CAUSE
CS GRADUATES IT PEOPLE
• Social media
• University seminars
• Job ads
• Recommendations
• LinkedIn
• Job ads
• Recommendations

7. The majority of the training draws on practical, hands-on, draws on real-world scenarios and simulates realistic enterprise
environments etc.
80/20 RULE IN FAVOR OF HANDS-ON TRAINING
CERTIFICATION TRAINING
Certified instructors are hired on a consulting basis to specifically
conduct the certifications training and official material for a few days.
HANDS-ON TRAINING
Hands-on experienced instructors (white & black hat hackers)
are assisting full time during the entire program.
The hacking simulations are a mix of freely available
and custom made.

8. Focus will be on building up a hiring network within the fastest cybersecurity demand sectors, which primarily are in industries
managing consumer data.
A HIRING NETWORK OF COMPANIES WITH GROWING DEMANDS
40 % 30 % 16 % 14 %
Professional Services Other Finance & Insurance Manufacturing & Defense
Source: Job Market Intelligence: Cybersecurity Jobs,
2015–2016 Burning Glass Technologies
Fastest cybersecurity demand sectors are in
industries managing consumer data

9. A GROWING ALUMNI NETWORK IS KEY TO LONG TERM SUCCESS
Valuable services and offerings free of charge will keep alumni engaged. Furthermore alumni will become part of the hiring network
‘on the other side of the table’.
SHARPEN UP SKILLS
• Hacking competitions
• Access to simulations
• Industry leading keynotes
EVENTS
• Inspirational talks
(‘Cybersecurity TED’)
• Industry leading keynotes
• Network
HIRING NETWORK
• Access to new opportunities
(job replacement)
• Access to HR services
• Alumni matching (job
replacement)
COMMUNITY
• Brand ambassadors
• Mentors
• Cybersecurity sharing groups
• Network

10. THE CYBER FIGHTER ACADEMY NETWORK EFFECT
Creating a new ecosystem for cybersecurity training and recruiting.
MORE
COMMUNITY
ACTIVITY
BOOTCAMP ALUMNI
MORE LOCATIONS /
RECRUITS /
BOOTCAMPS
BIGGER HIRING
NETWORK,
BETTER REPUTATION
BETTER JOB
PLACEMENTS,
MORE REVENUE
BIGGER ALUMNI,
BETTER ALUMNI
SERVICES/
BIGGER HIRING
NETWORK,
BETTER REPUTATION
JOB REPLACEMENTS,
MORE REVENUE

11. MONETIZING A GROWING ALUMNI
Job hopping every 3-4 years is normal and we need to be the facilitator when alumni are looking for new challenges. Furthermore by
layering services & offerings on top of our community we are creating an increasingly valuable offering while driving revenue.
JOB REPLACEMENT
RECRUITING FEE
• Companies looking to hire
senior cybersecurity
professionals through
hiring network
• Alumni actively looking for
a new job (matching
services with other alumni
in the industry/market/
location candidate is
looking for)
SERVICES & OFFERINGS
• Vendors
• Software
• Reports / intelligence
As CFA grows its ability to
curate, negotiate and offer best
in class services & offerings - at
a discounted CFA alumni price
- increases.

12. HUGE AND GROWING MARKET
According to Bank of America’s CEO, cybersecurity is the company’s only business unit with no budget limit.
$100 BILLION
in 2015
7% - 16%
over the next 5 years
Total annual global
cybersecurity spending
Project annual cybersecurity
spending increases
Source: Hacking the Skills Shortage: Intel Security report

13. PROVE MODEL, EXPAND GLOBALLY AND THEN SCALE
STAGE 1
PROVE MODEL
STAGE 2
EU EXPANSION
STAGE 3
READY TO SCALE
STAGE 4
SCALE
Avg. Costs per recruitment $12K $10K $8K $6K
Avg. Recruitment fee $15K $20K $25K $30K
# of recruitments / Year 100 500 1.000 10.000
Revenue / Year $1.5M $10M $25M $300M

14. APPENDIX A: ASSESSMENT / SELECTION
The program is intensive and only those who display the greatest potential are secured a place.
ASSESSMENT
The candidates progress through two online assessment phases:
• Pre-Qualification:
• A series of test and background questions.
• Aptitude Assessment:
• A technical and psychometric assessment designed to uncover
traits that suggest suitability for a career in cyber security.
SELECTION
Candidates who show potential in the assessment phases are invited
to a series of face-to-face interviews with our instructors.
On the balance of their cumulative performance, the strongest
candidates are offered a place.

15. APPENDIX B: TRAINING
The training is in person and students spend 10 weeks immersed in learning and honing the cyber security skills that organizations
demand.
HANDS-ON TRAINING
The training is practical, hands-on, draws on real-world scenarios and simulates realistic enterprise environments, including:
⁃ Technology fundamentals
⁃ Security essentials
⁃ Virtualisation and cloud infrastructure security
⁃ Compliance audit and risk
⁃ Incident response
⁃ Forensics
⁃ Penetration testing and ethical hacking
⁃ And much more
CERTIFICATION TRAINING
A more theoretical approach covering each certification specifically.
⁃ 100% up-to-date and official training
⁃ Authorized Instructors for all training sessions

16. APPENDIX C: POSSIBLE BOOTCAMPS AND CERTIFICATIONS
We will start focus on the category ‘Protect & Defend’. At a later stage we might be expanding our bootcamp offering over time with
any of the other categories.
BOOTCAMPS / DoD 8140 CATEGORIES
The DoD 8140 model is based on National Institute of Standard and Technology (NIST) National Initiative
for Cybersecurity Education (NICE) standard. This model defines job categories very clearly:
⁃ Security Provision
⁃ Operate & Maintain
⁃ Protect & Defend
⁃ Analyze
⁃ Operate & Collect
⁃ Oversight & Development
⁃ Investigate
EACH CATEGORY HAS RECOMMENDED CERTIFICATIONS/CLASSES
The 8140 framework allowed for many different classes, certifications, and formalized training to now qualify an individual as
“certified” in that task. Having different avenues of training allows individuals to obtain inexpensive training and still be qualified in a
task.
⁃ Category
⁃ Certification X
⁃ Certification Y
⁃ Class Z

17. APPENDIX D: DEPLOYMENT / HIRING NETWORK
Organizations in our hiring network hire out of our community and pay a recruitment fee to Cyber Fighter Academy.
INTERVIEW PREP
Post-training the graduates will receive interview preparations and be asked to complete a series of job
interviews with our hiring partners.
Our hiring partners can be organizations within different sectors:
⁃ Technology and Internet
⁃ Security software
⁃ Defense
⁃ Government departments and defense/intelligence agencies
⁃ E-Commerce
⁃ Financial institutions, financial firms and credit card
⁃ Telcos
⁃ And many more
HIRING PARTNER
Hiring partners has the opportunity to recruit new and immediately deployable cyber security professionals.