Media Coverage

July 10, 2017

Government Warms to Continuous Monitoring of Personnel With Clearances

Government Executive

‘The government’s security clearance process “is stuck in the industrial age,” said Raj Ananthanpillai, the chairman, CEO and president of Endera, which for more than a decade has been bidding on contracts with the FBI, Transportation and Homeland Security departments. Today’s clearances and continuous monitoring requires that agencies be “quick on their feet and come at it from multiple angles. It’s got to be done by automation to provide accurate and relevant information,” he said.’

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May 1, 2017

Believe your employer doesn’t know about your legal problems?
Think again

CSO

‘Endera’s risk alerts are focused on those that demonstrate a change of behavior that leads to problems with customers and fellow employees. The fraud pyramid describes opportunity, pressure and rationalization as the leading attributes of fraud, the company states. Endera detects the pressure and matches the insider’s role to the risk that presents the opportunity.

From embezzlement-related crimes to a history of workplace violence, having insight into such potentially problematic employee behavior is paramount to the success of the business and most importantly, the safety of other employees and customers. This should take precedence over everything else,” said Endera CEO Raj Ananthanpillai.’

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April 27, 2017

The Morning Risk Report: Lack of Post-Employment Checks Expose Companies

The Wall Street Journal

Ben DiPietro covers Endera in the WSJ Online Morning Risk Report (subscription required to view full story).

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April 27, 2017

Survey: Less than 25% of employers do background checks once an employee is hired

HR Dive

“A new study by Endera, a risk alert firm, found that, while 98% of employers conduct background checks on job candidates, less than 25% do post-hire screenings, reports Business Wire. The Endera Insider Risk Survey polled 278 executives across industries and company size.

The survey also found that security and general business executives were three times as interested in conducting post-hire background screenings as HR — the department normally responsible for pre-hire screenings — and IT. Without post-hire screenings, corporate boards and chief experience officers (CXOs) are exposed to safety, security and compliance risks, says Business Wire.”

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October 28, 2016

Is Continuous Screening the Future Normal?

SHRM

“‘Background check vendors do a good job with the past,’ said Raj Ananthanpillai, CEO and president of IDentrix, a cloud-based technology that combs publically available sources, including criminal and court records in real time. ‘But people are dynamic and so is the risk they pose to organizations. One-and-done background checks don’t account for the dynamic nature of risk factors.’ … Advances in software mean that continuous, automated risk monitoring can be conducted in real time by analyzing public records. IDentrix assesses risk factors from criminal, financial and professional data sources to keep the employee’s risk profile current. ‘We scour the same thousands of data sources, all in the public domain, and we look at attributes that are relevant to the employer. Trucking industry employers need to know if their drivers got a DUI or aggravated driving incident. Health care employers need to know when their workers’ licenses and certifications expire.'”

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October 17, 2016

Slow implementation of insider threat programs not the cause of latest incident

Federal News Radio

“This is all about continuous risk monitoring and evaluation of the cleared workforce. It’s become a people problem, not a technology problem,” [Raj Ananthanpillai, the CEO of IDentrix], said. “It’s unfortunate to say that we’ve arrived at a place where no one can be trusted. Being able to connect the dots between external behaviors and potential risk assumed inside an organization is the new reality. Background screens of employees are conducted at time of hire. What happens between the gaps of time around reinvestigations — 1, 5 or 10 years? Is there a major life event that triggers an employee’s financial situation or substance abuse that may come to work with that employee? These are the things that we might miss when contractors or agencies wait too long to re-screen. The combination of external and internal risk monitoring and evaluation can provide advance warning and alerts for agencies and government contractors.”

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October 17, 2016

3 Steps to Implement an Insider Threat Program

United States Cybersecurity Magazine

Before you develop an insider threat program, it’s important to make sure it addresses the requirements outlined by the DSS NISPOM Conforming Change 2. The 13 monitoring guidelines as specified in the Defense Security Service Industrial Security Letter include: allegiance to the U.S., foreign influence, foreign preference, sexual behavior, personal conduct, financial considerations, alcohol consumption, drug involvement, emotional, mental, and personality disorders, criminal conduct, security violations, outside activities and misuse of information technology systems. Keeping these guidelines in mind is critical to creating a program that can gather, integrate and report relevant and credible information in a timely way.

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October 17, 2016

3 Steps to Implement an Insider Threat Program

NextGov

By the end of November, the new DSS NISPOM Conforming Change 2 will impact DOD contractors who must have a written program in place to establish an insider threat program. These programs must be able to deter, detect and mitigate insider threats before they can become a risk to classified information. These changes stem from growing concerns over insider threats in recent years because of a number of high-profile incidents. Malicious insiders are a top security threat for federal agencies. For security professionals monitoring cleared personnel, changes in life circumstances can signal alerts that a potential threat could be looming.

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October 3, 2016

Q&A: IDentrix CEO Raj Ananthanpillai on How Contractors Can Prepare for the Insider Threat Monitoring Rule

FedPulse

“Federal contractors will be required to monitor the risks posed by their cleared workforce, both on the job and outside the job. They need to do this by implementing a written program that will detect, deter and mitigate insider threats by gathering, integrating and reporting relevant and credible information covered by any of the 13 personnel security adjudicative guidelines. This may include suspicious network activity, personal conduct, financial considerations, alcohol and drug use, mental or personality disorders, and criminal conduct or security violations. The consequences of non-compliance are potentially drastic: If contractors do not implement procedures for monitoring those clearance holders, they could lose their facility clearance — which would in all likelihood mean the company would lose its contracts.”

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September 21, 2016

Background Screening Goes with the Workflow

SHRM

“Although most companies screen employees once, at the prehire stage, the new normal may be continuous, post-hire monitoring. Post-hire due diligence can identify something that may have been missed initially or new threats that may arise due to an individual’s change in circumstances. ‘One-and-done background checks are limited and expensive and don’t account for the dynamic nature of risk factors,’ says Raj Ananthanpillai, CEO and president of IDentrix, a cloud-based technology that combs public records, including criminal and court documents, in real time.”

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