Insights for Applicants
(1) How many job applications do you receive?
In 2018: we got 5,000+ job applicants; 2019: 6,000+; 2020: 7,000+; and in 2021: 10,000+.
Sadly, we reject 99.96% of job applicants. We have hired less than 100 individuals since 2018.
(2) How do I know if my job application is rejected?
When we do not respond favourably within 10 business days, it is likely your application was waitlisted.
We prefer to avoid "rejecting" job applicants. Instead, we only "reject applicants at this time".
You are recommended to request review in 6 months. Or try again by emailing us for another interview.
This is to encourage the spirit of not giving up, growth and development of your abilities.
(3) What do you say to rejected applicants?
Dear Rejected Applicant:
Thank you for your application and for expressing interest in discussing career opportunities with Cyberspace Command.
We Have Bad News:
After careful examination of your application, we have unfortunately concluded that we cannot proceed with your candidacy for the position at this time. A decision such as this is always hard to make as it requires us to choose from a group of highly qualified and accomplished individuals, such as yourself.
Regrettably, due to our candidate volume, we cannot provide individual feedback on the resumes of our 1,000s of applicants. As consolation for how you applied with a lot of hopes, we can confide that over 99% of individuals who seek positions at our firm are sadly rejected.
We may restrict further applications and communication via Facebook to reduce stress conflagration.
Although we cannot interview you right now, we encourage you to study our social media or website contents to facilitate business or request review.
We appreciate your interest in our firm and hope we might connect with you again.
Mr Lehan Edirisinghe
Chairman and Chief Executive
(4) Why do you reject so many candidates?
Successful applicants at Cyberspace Command must be competitive with:
1. Qualifications from top ranking universities (Harvard, Cambridge, etc.) or regional/ local universities in our field (cyber security, computer science, etc.)
2. Experience (CIO, director or equivalent of major bank, telco or military), public reputation (achievements published in media/ recognition by employer) or proven track record (CEO/ CMO who signed/ won major deals).
3. References and recommendations from leaders (minister with credentials), industry veterans (technology business owner/ operator) or experts (professors).
We hope qualifications, experience and top contacts help candidates realise who's who, what to do, where the action is at, how to win deals, etc.
(5) How can I make sure I am hired next time?
We want to offer some assistance. We have compiled the following advice:
1. Gain Knowledge:
If you don't possess the extensive qualifications we need, we advise you start gaining free domain knowledge by:
A. Studying all the valuable information on our website:
B. Researching 150 vendor solutions websites via links on our Solutions page; and
C. Learning HackerSploit YouTube playlist on penetration testing (which is 'hacking'):
We hope that knowledge gives you confidence to:
2. Win Business:
We suggest you/ your top contacts network aggressively on our behalf with senior level decision makers of banks, telcos, government, etc.
3. Political Power:
We involve political support to win deals as cyber security is national security.
(6) How can I appeal immediately if rejected?
Please write an email when you wish to appeal based on fulfillment of these two conditions.
1. Written evidence you successfully tried to proceed with "Guidance".
2. Come up with a plan to win business using our team, top level advisor and nigh-unlimited resources.
Alternatively, you can "request review" which is to have another separate interview after 6 months elapses.
(7) Why should I learn how your hiring process work?
It is worth understanding how we hire. It is fairly simple. You will see there are checks and balances, safeguards put in place, to keep it safe, healthy and fair.
(8) Who's responsible for HR?
The CEO is responsible for conducting job interviews. He or she can appoint COO/ CIO/ CMO to do so. Our firm handles interviewing differently.
(9) Who ultimately keeps HR in check?
We have a supervisory team, a review unit and an oversight board at our firm. These 3 teams will look at each and every job applicant that applies.
These 3 teams are collectively known as "hiring fairness division" and are separate, different and independent from our management team or interviewers.
(10) Can I bring friends to my interview?
We encourage you to bring along a chaperone to witness and help you during an interview. This could be a person who knows us, a lawyer or experienced professional that can help guide you.
Legally, we are a unique company and separate legal entity if you look at our special charter Articles of Association. It is lawfully possible for certain officers in our firm to "hire on sight" without written documentation being issued. Indeed, it is lawful and common practice/ protocol for CEO to verbally design and enter into binding agreements with clients.
Therefore, we collect audio recordings for our security from all parties in contact with us. These are carefully transcribed and then stored securely. This acts as our defence, we can rely on this for our peace of mind. You can ask friends to either take part in calls or when you meet us.
You must show any business agreement relating to your employment to an independent legal counsel or lawyer before you sign it. If applying for a senior position, you will likely sign business agreements, a lawyer with specific expertise in cyber/national security is welcome.
However, sadly we might fear depending on many factors an individual who cannot represent himself or herself during an interview, may not be competent. This is usually allowed to accommodate the disabled, physically or mentally impaired or handicapped or vulnerable.
Regrettably, a job interview is not an opportunity for a drama show to occur when you bring a lawyer, friends or family. We must have a positive, healthy and safe conversation or we will end the interview immediately.
(11) What happens before an interview?
Before we interview you, our team makes recommendations regarding the professional suitability of applicants.
For instance, the CIO/ CTO will see an applicant's expertise based on credentials, then say, "I want him or her to join" or even "I know him or her, I prefer if hired because it will help me with technology aspects".
In this example, the CMO/ CFO/ COO will likely suggest, "I can easily work with him or her, those qualifications are tremendously helpful".
Believe it or not, we do a lot of difficult behind the scenes preparation for each and every job application.
For the 10,000+ job applications we received this year (2021) we have invested resources, time and efforts to make sure we get it right.
Every single applicant was looked at using technology, comparing their promises, Cover Letter and CV with our databases, colleagues and sophisticated means.
This is also when our 3 hiring fairness division teams get to work the most.
(12) What does the Supervisory Team do?
The supervisory team must provide opinions on candidate applications. This includes vetting, background checks on your qualifications or experience, etc.
Such as: "I spoke to the police department or criminal investigations department, this person is like this or that, has a criminal past." OR
"this person is from this prestigious family or is going through a divorce or is gambling, in debt, is drinking or doing drugs, or is crazy". OR
"I did speak to the university head, he or she has verified this individual had attended, the previous employer says, he or she is a good, trustworthy person, comes to work on time, isn't a trouble maker, isn't boastful or lazy."
This could even be very dangerous.
Such as for instance, "we did a check, this person is sympathetic towards ISIS or Al Qaeda, he or she may have been radicalized, the person feels sympathy for LTTE, might be planning an attack or trying to spy on us, on civilians or betray or can cause problems for us."
"We did a covert surveillance check on his or her online web browsing activities, or we investigated the behaviour, the person is likely planning an attack on xyz. I advise we stay cautious, report this to police or terrorist investigations unit, then tell our colleagues to avoid."
You may be questioned on our findings, to ascertain facts, to verify information, etc. It may however, sadly feel as though you are being cross examined by a prosecutor, facing a filmed deposition or interrogated by a detective. Likewise, we may opt to not confront you on such matters.
Sadly, we notice, the Supervisory Team, often provides the most harsh, critical and negatively judgmental opinions they can on applicants.
(13) What will your Review Unit look at?
We encourage candidates to fight for positions. This includes to not give up easily. When you are rejected, try to appeal because you have nothing left to lose.
The review unit are tasked with both handling requests for review and for compiling/ collecting, assessing and always studying or investigating all 28,000+ distinct applications and repeat applications.
So, for example, priority one is if Mr John Smith or Miss Julia Roberts or Mrs Jessica Fernando applies for a review, then this team will look into it.
Priority two, and what this team usually does, is they try to uncover patterns on hiring. They look at all the information they can obtain internally.
This includes the humane study of transcripts of anonymous or recorded calls or even the video calls.
We try to collect information on protected characteristics. This is age, sex/ gender, sexual orientation, political views, religion, nationality, race, medical disability, economic income bracket, etc. This is to protect candidates.
If the trend is, to hire a certain age, gender, orientation, political leaning (left for instance), religion, nationality, race, health impediment, social class, then we will investigate, report these findings and correct.
We may publish these findings internally in memos, publicly with written permission and may even overturn decisions made by our management.
(14) So, then, what does your Oversight Board do?
After an interview, the CEO or higher level managers at our firm tasked with hiring can pass a formal opinion. This can be to reject, wait list or hire for xyz reasons.
This is usually shared with you if deemed helpful. This decision is shared internally with the team.
The oversight board actively examine reports provided by Supervisory Team and Review Unit impartially, along with recorded 30 minute video interviews published and also the transcripts of any interactions.
They then make final instructive recommendations to the CEO and the management team.
(15) Who are members of Hiring Fairness Division?
We have a few permanent, elected and appointed members who serve in these 3 teams. They have insight, experience or expertise that qualifies them for this duty.
We strictly hide this information to keep our hiring process as fair as possible by treating all of our individual applicants equally by preventing applicants from contacting or influencing these panelists.
(16) How can I write emails to you?
1. Any email must not contain any attachments due to steganography based cyber security risks. If it must contain photos or CV, add it to body of text.
2. We don't have the time to waste reading lengthy emails, try to write a maximum of one or two short paragraphs.
3. We're only going to provide our attention to or get involved in serious matters such as business activities and the hiring process.
(17) How should I conduct phone calls with you?
We may decide to contact you over the phone to hire you or support you.
1. The call is privileged courtesy extended to persons selected at our discretion.
2. We conduct background and reference checks via Sri Lanka Government Ministry of Defence and monitor calls for our safety as a high tech defence corporation.
3. We require you to not record calls with our representatives due to national security concerns, the "employer to potential employee" nature of any disclosure and due to the strictly confidential nature of our trade.
4. We want you to feel like you're being treated fairly at all times. If you feel like we're not being fair, please stop us and we'll address it before proceeding.
5. Avoid divisive topics or irrelevant issues. Just say "I prefer not to say" if you do not wish to answer any question.
6. Avoid negative, hostile or critical remarks about any individual or organisation.
7. Avoid disclosing the "Ten Ds": Debt, Divorce, Disease, Drugs, Death, Depression, Drinking, Dice, Deviancy or Dalliance.
(18) How can I request a review?
Please send our CEO a written proposal. This is a foolproof way to get hired as we plan ahead and value ability to plan comprehensively most.
The CEO is just a frontman, he or she must report, justify and defend any decision, indecision or act as he or she is accountable to our firm, the law and clients.
If you request for a review, the CEO or his or her team are responsible for provisioning an appropriate review, and submitting a report internally.
When you write a plan to us, you address the CEO who must read it, but really it is addressed to our shareholders, investors and even heads of our clients, and if it is sensible, it is treated as such.
(19) What guidelines to use when writing a plan?
1. Our Partners helps our firm keep clients safe from cyber threats by improving with technologies
i.e. "I would like to maintain good rapport to advance telco or bank or army by xyz and I know so and so, who would value my personal involvement to do 123.".
2. Our firm seeks agreements and to manage technology projects at telcos, banks, government, etc
3. We evaluate candidate's ability to plan and achieve results as a leader based on a written plan
e.g. "It is worth going to speak to chairman, CEO/MD, CTO and his or her IT team regarding cyber security. We can propose to do 12345 in step 1, and then go to step 2 and 3, by doing xyz, and then, we can abc to succeed."
(20) How should I apply for a job at your firm?
3 easy steps to making an application:
Step 1: Make a Decision to Apply
a. Research this industry or speak with industry contacts
b. Involve your family and friends as you are serious and want to build a lifelong career and reputation
c. Uncover truths behind Sri Lanka's business world
d. Ask around, see what is happening, look through our website, look at our competitor's websites, gossip with friends, figure out how things work, etc
e. Accept our firm will exist with or without you, cyber and cyber security will happen with or without us in this industry
Step 2: Write a Proposal
Write a < 5,000 word plan which will only be read by our CEO with 1k:2k:2k word ratio sections:
Section 1: Who are you?
a. Tell us about your life story, character and personality
b. We need to know we are hiring someone with a future to shine and contribute to our success
c. This is where your values, religious and political views will be useful
Section 2: What can you do?
a. Tell how good you are with networking; provide a list of contacts
b. Signing agreements involves maintaining happy relationships
c. This is the hardest, but most crucial aspect of this document
d. This is where your family, friends and insights will be useful
e. We keep HR and marketing components strictly confidential
f. Try include referees, character references, recommendations, etc
Section 3: How do you see us working together?
a. Write a business proposal on a hypothetical cyber project.
b. It could however be any project related to defence or intelligence.
c. In this proposal, clearly write how Hon. Thilanga Sumathipala or the individuals who we anticipate support from may assist your project.
d. This is where a good MBA from business school can be useful with business planning.
Step 3. Apply with a Proposal
Include your proposal, any CV or Resume in body of the text of the email and NOT as an attachment due to steganography cyber threats.
Please send email classified "Confidential" with a subject line: "Job Title + Applicant" + 'xyz' personal touches to our chairman at:
< Lehan @ Cyber Space Command . com >
We will respond within 2 weeks if favourably interested by email or else we have rejected your application.
(21) What are the next steps for selected applicants?
1. Scheduled phone call, video conference or face to face
2. Complete Psych Profiling, Assess EQ and IQ Testing
3. Background and Reference Check by Ministry of Defence
4. Security Clearance, NDA, Collab Agreement and Probation
5. Training, intros and start work from deep end
(22) How can we do an initial job interview?
It is important to us to hire the right people in a fair, honest and reliable way. We have 3 fun options for you.
(23) Anonymous Private Phone Call: 7 minutes
This is a courtesy call designed to weed out unfit applicants who aren't sure, serious or likely to be selected.
We waste time asking how he or she is doing, what they expect, talk about the firm generally, etc. We authorize, ask and expect the interviewer team to tell lies if questioned on our sensitive activities to prevent risk as it is not recorded publicly and we have very low confidence on this applicant.
Generally, the applicant, will have seen or heard from a friend about a Facebook advertisement, instinctively spammed a CV application, did not check/ study the website, does not have any qualifications, experience or insight.
It is often a waste of time. It is the same as multiple unqualified job applicants visiting a firm for a traditional job interview.
Often times, the applicant, will "change his or her mind, request for a 15 minute publicly recorded phone call or 30 minute video chat, that must be published" which should be quickly denied.
The best they can do in 7 minutes, is confirm they are duds and that there is a severe dearth of capable applicants. Our team is expected to hang up the phone by 7 minutes and then report internally that they were rejected for xyz reasons.
The worst they can do, realizing it is a free phone call that can earn them millions of dollars is convince our interviewer to switch to a 15 minute recorded phone call that must be published, and then painfully transcribed and audited by our review team.
It is possible, to also tell gray lies, that the applicant should seek a written recommendation from a university, telco/ bank, political leader such as a minister, as a chokepoint/ bottleneck we can better control to thwart/ stop/ stymie future applications.
If they wish to apply again, they have to wait 6 months.
(23) Publicly Recorded Phone Call: 15 minutes
We will ask the candidate to provide verbal consent to share the call publicly to help applicants.
During this transcribed call, we clarify expectations and try to plan out how business is to be conducted as this applicant is likely to be picked.
We can either proceed with a face to face video chat or physical meeting to finalize agreements.
We conceal/ censor/ remove any sensitive or private information slipped.
(24) Recorded Video Conference: 30 minutes
We will ask the candidate to provide verbal consent and perhaps written permission to share the video call publicly to help applicants.
We conceal/ censor/ remove any sensitive information slipped or personal details.
We often speak to candidates using a 7 minute phone call as it is a lot easier, convenient and safer for us.
Once we decide firmly to hire the applicant, a written letter confirming the hire or a job offer is sent, and then we get to work very quickly to see if they can win deals.
If they cannot close deals or they prove to be a problem that we cannot accept/ tolerate/ fix. We tell the candidate, any employment / collaboration agreement has a failsafe "mandatory probation clause" and we decided that it is not a right fit to quickly undo the irreparable hiring mistake.
Hiring mistakes happen, as candidates often know what to say or do to get hired. But later, show they are a risk. We cannot afford to reduce our standards by accepting poor behavior, it is vital to fire them immediately.
(25) What happens if I change my mind on consent?
When we make up a contract. We have a promise, a counter proposal, consideration and acceptance. We will be giving you our time, which is valued at $100 for 15 minute phone calls and $500 for 30 minute video calls as consideration to enter into an agreement with you.
We may even ask for you to write an email confirmation as written permission as this acts as a studio release form.
If we have your verbal consent, it is sufficiently lawful to publish. However, please inform us what you wish to remove or if you need the whole audio file or video removed.
We will try our best to remove or replace this.
(26) Any more tips?
Just have fun. We're here to help you. You will find there are many doors that will open to you by speaking to us.
(27) Anything else?
We hope this has been helpful. Please feel free to use the contact page to share feedback, suggestions or to reach us.