Meet David DellaPelle, the Co-Founder & CEO of Dune Security. David’s an experienced strategist who joined us on The Cyber Security Matters Podcast to talk about his personal approach to leadership. He also has a diverse cybersecurity strategy and management consulting background and now specialises in AI-powered employee risk management. Read on for his insights into leadership, key talent topics and the most important soft skills in the sector. 

As a leader, your leadership style sets the tone for an entire company. How would you describe your approach to leadership, and how has it evolved over time?

The most important thing is to lead by example. Not to be cliché, but I think that if you want to lead a team of people, you have to believe in the company’s vision, especially in the early stages. Maybe you’re not able or allowed to pay a lot of money, or maybe you’re paying mostly in equity. It’s really just you and your vision keeping the team together. You need to firmly believe in the vision and communicate it properly. You have to paint a picture of what the future looks like for people to follow you. 

The other side is that leaders have to do the hard work in the trenches building the company. The most important thing is to lead from the front and be fair. It’s not about being nice, especially if you’re the CEO of your company. Oftentimes, people aren’t going to like you, and that’s just something that happens as you become a successful company and founder; you have to make some people unhappy.

In your view, what are the key talent topics that need addressing in cyber security? 

Location can be incredibly important. We’re a very hot cybersecurity company using AI in the heart of downtown Manhattan, so it’s been easy for us to recruit incredible talent from Columbia University and New York University. It’s quite difficult, though, as a startup, to start to hire your more senior leadership. That’s definitely challenging. Companies like Google, Facebook, Meta, Amazon, etc, can pay individuals a really high amount, so recruiting individuals away from those super high salaries takes a lot of salesmanship. You have to align those people with your vision for them to take a pay cut. Either that or you offer them more of an equity package. But overall, the hardest thing is hiring at the more senior levels.

What do you believe are the most critical soft skills for thriving in a startup business?

The most important thing is getting along with the team. Being someone who is personable, fair, and someone that other people want to be around is important, especially in startups. Candidly, startups will fail if they aren’t in person initially. That can change as the company expands and grows, when remote or even offshore might be a good option, but at least at the initial stages, if you’re trying to build a multi-billion dollar business, being in person is incredibly important. 

What we try to test for and control in our fourth or fifth round interview is a person’s cultural fit. We’ll bring them in in person and do lunch or coffee with their hiring team and with their management team to make sure that that person is a good fit for each group. Are they someone that you really want to spend time with? Being a person ready to roll up your sleeves and work super hard is important, but not as important as being a great part of the team. 

To hear more from David about his experiences as an early-stage entrepreneur, tune into Episode 44 of The Cyber Security Matters Podcast here. 

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