Day: April 9, 2025

Adobe Calls Urgent Attention to Critical ColdFusion Flaws

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Software maker Adobe on Tuesday released a massive batch of security updates alongside warnings that critical-severity vulnerabilities can be exploited to remotely take control of computer systems. The Adobe Patch Tuesday rollout covers a total of 54 documented bugs and addresses major code execution defects in enterprise-facing products like Adobe ColdFusion, Adobe FrameMaker, Adobe Photoshop and Adobe Commerce. The company called urgent attention to a fix for the ColdFusion web development platform, warning that at least 15 documented vulnerabilities put organizations at risk to arbitrary file system read, arbitrary code execution and security feature bypasses. Adobe ranked eleven of the ColdFusion issues as critical with CVSS scores ranging from 7.5 to 9.1 and described the bugs as improper input validation, deserialization of untrusted data, and authentication weaknesses that could lead to arbitrary code execution or file system reads.  The patches also provide cover for five documented security holes in the Adobe Commerce platform with a note from Adobe that these bugs expose users to privilege escalation, denial-of-service and security bypass attacks. The Adobe ColdFusion and Adobe Commerce software products are oft-targeted by malicious hackers, including nation-state APT groups. The company also urged users of the Adobe Premiere Pro product to immediately apply available fixes to ward off remote code execution attacks. The San Jose, Calif. company also pushed out software fixes for seven vulnerabilities in Adobe After Effects and a pair of critical, code execution issues in the Adobe Media Encoder software.

Microsoft Patches 125 Windows Vulns, Including Exploited CLFS Zero-Day

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Microsoft on Tuesday shipped urgent updates for at least 120 Windows vulnerabilities, including a zero-day in the Windows Common Log File System (CLFS) marked as “actively exploited.” The CLFS zero-day, tagged as CVE-2025-29824, allows a local attacker to gain SYSTEM privileges by exploiting a use-after-free bug, Redmond’s security response team warned. The issue carries a CVSS severity score of 7.8/10 and requires only low-level privileges with no user interaction.  Microsoft credited its internal threat intelligence team with discovering the issue, suggesting it was being exploited by professional hacking teams. The software maker said a patch for Windows 10 is not yet available and will be shipped at a later date. In separate documentation, Microsoft blamed a ransomware group for the attacks and said targets include organizations in the information technology (IT) and real estate sectors of the United States, the financial sector in Venezuela, a Spanish software company, and the retail sector in Saudi Arabia.  “In addition to discovering the vulnerability, Microsoft also found that the exploit has been deployed by PipeMagic malware. Microsoft is attributing the exploitation activity to Storm-2460, which also used PipeMagic to deploy ransomware,” the company said. Over the last few years, there have been at least 26 documented vulnerabilities in the Windows CLFS subsystem used for data and event logging and Microsoft has responded with a major new security mitigation to block these attacks. The company’s plans include the addition of Hash-based Message Authentication Codes (HMAC) to detect unauthorized modifications to CLFS log files and cover one of the most attractive attack surfaces for APTs and ransomware attacks.

ICS Patch Tuesday: Vulnerabilities Addressed by Rockwell, ABB, Siemens, Schneider

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Siemens has published nine new advisories. One advisory urges customers to replace the Sentron 7KT PAC1260 Data Manager with the newer PAC1261. The former is affected by critical vulnerabilities that can allow an attacker to access files and execute arbitrary code, but it will not receive any patches. A critical flaw has also been found in Industrial Edge. The product is affected by a weak authentication issue that “could facilitate an unauthenticated remote attacker to circumvent authentication and impersonate a legitimate user”. Siemens has also notified customers about the recently disclosed IngressNightmare vulnerabilities affecting its Insights Hub Private Cloud solution. The company has also informed customers about high-severity issues patched in Sidis Prime and Solid Edge products, as well as medium-severity bugs in Siemens License Server, ICMP industrial devices, and Mendix Runtime. Schneider Electric has published two new advisories. One describes two high-severity vulnerabilities in ConneXium Network Manager, including one that can allow remote code execution and DoS attacks on engineering workstations. The second advisory covers three medium-severity flaws in Trio Q Licensed Data Radios that could lead to unauthorized access and the exposure of sensitive information. However, exploitation requires physical access. Rockwell Automation has published one advisory to inform customers about nearly a dozen local code execution vulnerabilities affecting its Arena product. Exploitation involves tricking the targeted user into opening a malicious file.  The flaws were discovered by researcher Michael Heinzl, who is often credited by vendors (including Rockwell) for reporting potentially serious vulnerabilities whose exploitation involves opening specially crafted files.   Just before Patch Tuesday, ABB published two new advisories that describe dozens of vulnerabilities found in the past years in third-party components used by its Arctic wireless gateways. 

Oracle Faces Mounting Criticism as It Notifies Customers of Hack

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Oracle has started sending out written notifications to customers regarding the recent cybersecurity incident, but faces mounting criticism over the way it handled the disclosure of the hack. A hacker announced on a cybercrime forum on March 20 that they had hacked Oracle Cloud servers, offering to sell millions of records allegedly associated with over 140,000 tenants, including encrypted/hashed credentials.  Oracle rushed to categorically deny that there had been a breach of Oracle Cloud systems, making it appear as if it was completely denying getting hacked.  However, the hacker started leaking stolen information, which security firms assessed as likely being genuine, and some Oracle customers confirmed that their data was included in the leak. As more evidence of a data breach affecting Oracle systems came to light, Oracle started privately informing customers — reportedly through verbal notifications — that some systems were indeed breached, but pointed out that they were not Oracle Cloud systems. On April 7, more than two weeks after the hack came to light, Oracle started sending out written notifications to customers, reiterating that Oracle Cloud Infrastructure (OCI) has “NOT experienced a security breach”. “No OCI customer environment has been penetrated. No OCI customer data has been viewed or stolen. No OCI service has been interrupted or compromised in any way,” reads a notification email obtained by security expert Max Solonski.  However, the notification confirmed that “a hacker did access and publish user names from two obsolete servers that were never part of OCI”.“The hacker did not expose usable passwords because the passwords on those two servers were either encrypted and/or hashed. Therefore the hacker was not able to access any customer environments or customer data,” Oracle noted. It’s worth noting that the hacker did admit that they were unable to crack the encrypted passwords. Solonski and others have criticized Oracle for its response to this incident. Solonski pointed out that it may still be possible for someone to crack the passwords, and noted that even if the hacker only obtained usernames, that could be considered customer data. Security researcher Kevin Beaumont, who has been monitoring the incident, has also criticized Oracle, describing its notification as “an exceptionally poor response for a company that manages extremely sensitive data”. Beaumont believes the hacker may have targeted servers associated with Oracle Classic (also referred to as Gen1 servers), which is the name used for legacy cloud services. This enables Oracle to categorically deny a breach of OCI. Several other questions remain unanswered, including the method used to hack Oracle systems and the age of the compromised data.  According to some reports, Oracle systems were breached through the exploitation of an old vulnerability. As for the age of the data, Oracle has reportedly told customers that it’s old, but some reports indicated that it’s as recent as 2024 and the hacker claimed to have obtained data from 2025. 

ICS Patch Tuesday: Vulnerabilities Addressed by Rockwell, ABB, Siemens, Schneider

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Siemens has published nine new advisories. One advisory urges customers to replace the Sentron 7KT PAC1260 Data Manager with the newer PAC1261. The former is affected by critical vulnerabilities that can allow an attacker to access files and execute arbitrary code, but it will not receive any patches. A critical flaw has also been found in Industrial Edge. The product is affected by a weak authentication issue that “could facilitate an unauthenticated remote attacker to circumvent authentication and impersonate a legitimate user”. Siemens has also notified customers about the recently disclosed IngressNightmare vulnerabilities affecting its Insights Hub Private Cloud solution. The company has also informed customers about high-severity issues patched in Sidis Prime and Solid Edge products, as well as medium-severity bugs in Siemens License Server, ICMP industrial devices, and Mendix Runtime. Schneider Electric has published two new advisories. One describes two high-severity vulnerabilities in ConneXium Network Manager, including one that can allow remote code execution and DoS attacks on engineering workstations. The second advisory covers three medium-severity flaws in Trio Q Licensed Data Radios that could lead to unauthorized access and the exposure of sensitive information. However, exploitation requires physical access. Rockwell Automation has published one advisory to inform customers about nearly a dozen local code execution vulnerabilities affecting its Arena product. Exploitation involves tricking the targeted user into opening a malicious file.  The flaws were discovered by researcher Michael Heinzl, who is often credited by vendors (including Rockwell) for reporting potentially serious vulnerabilities whose exploitation involves opening specially crafted files.   Just before Patch Tuesday, ABB published two new advisories that describe dozens of vulnerabilities found in the past years in third-party components used by its Arctic wireless gateways. Source Cybersecurityweek

Trump Tariffs Won’t Just Increase the Cost of Cars — Your Insurance Is Going to Spike, Too

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With former President Donald Trump proposing a fresh wave of tariffs — including a potential 10% blanket tariff on all imports — the auto industry is once again bracing for impact. But the price tag at the dealership isn’t the only place you’ll feel it. Your car insurance? It’s about to get more expensive, too. Here’s why. Tariffs = Higher Vehicle Costs Let’s start with the obvious: a 10% tariff on imported vehicles and parts will immediately raise manufacturing and retail costs. Whether you’re buying a foreign-made car or a U.S.-assembled one with imported parts (spoiler: that’s almost all of them), prices will rise. And that brings us to insurance. More Expensive Repairs = Higher Claims Modern vehicles are packed with imported sensors, cameras, batteries, and electronics — many of which come from Europe and Asia. If tariffs make those components more expensive: Insurance is all about math. When the cost to fix cars goes up, so does the cost to insure them. Insurers Will Adjust — Fast Insurance companies constantly re-evaluate risk and pricing models. If tariffs pass, expect quick adjustments: In short: that tariff might feel like a tax at the port, but it turns into a long-term hit on your wallet every month. It’s Not Just Personal — It’s Commercial Too For businesses with vehicle fleets, delivery services, or logistics operations, the impact will multiply: For marketers and decision-makers in these industries, this becomes a bottom-line issue — and one that could affect pricing, delivery timelines, and customer satisfaction. Final Thought Tariffs may sound like an abstract economic policy — until they hit your driveway and your budget. Whether you’re a consumer or a business, the ripple effects go beyond just sticker shock. If Trump’s proposed tariffs go into effect, car buyers, fleet owners, and insurance policyholders will all be paying more — with no real escape route.

Why Your Job Posting Might Attract a Narcissistic Candidate And How to Fix It

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In today’s competitive hiring landscape, standing out is key. But in the pursuit of writing attention-grabbing job descriptions, you might be attracting the wrong kind of attention — specifically, from narcissistic candidates. While confidence and charisma are valuable traits in fields like marketing, sales, and leadership, narcissistic personalities can disrupt team dynamics, undermine collaboration, and chase recognition over results. Here’s why certain job postings might inadvertently act like a magnet for them — and what you can do about it. 1. Overemphasis on Status and Power “Be the face of our brand.”“Lead a high-profile team of innovators.”“Own your territory and make big decisions fast.” Phrases like these can appeal to those seeking ego-boosting roles rather than impact-driven ones. Narcissists tend to be drawn to titles, authority, and visibility — often at the expense of team success. Fix it: Reframe the language to focus on outcomes and collaboration, not status. “Partner with cross-functional teams to drive impact.”Lead strategic initiatives that influence long-term growth.” 2. Vague Definitions of Success When success metrics are unclear, narcissistic candidates see an opportunity to self-promote without accountability. They’re experts at talking big, but not always delivering. Fix it: Be specific about expectations, KPIs, and what success looks like in 30/60/90 days. It raises the bar and filters out those who thrive on vague praise rather than concrete achievements. 3. Flattery in the Job Description “We’re looking for a superstar, rockstar, marketing ninja…” These terms may sound fun, but they attract those craving admiration more than they do high performers with humility. Fix it: Use grounded, performance-based language. Look for words like impact-driven, collaborative, growth-minded. These appeal to intrinsically motivated candidates. 4. No Mention of Teamwork or Feedback Culture Narcissists often struggle in environments with feedback loops, team input, or shared success. If your job description lacks language about collaboration or team success, it may appeal to lone-wolf types who resist accountability. Fix it: Emphasize the importance of working cross-functionally, receiving and acting on feedback, and contributing to collective goals. 5. The Lure of High Autonomy Without Guardrails Yes, top talent loves autonomy. But so do narcissists — especially when it means freedom from oversight or alignment. If your post reads like “do whatever you want,” that might be an open door for ego-driven leadership. Fix it: Frame autonomy as trust paired with clear expectations and alignment. “Autonomy to lead, within a structured growth roadmap.” Final Thoughts Not every confident, ambitious applicant is narcissistic — far from it. But the way you position your job posting can either attract grounded leaders or spotlight-seeking disruptors. The key? Because at the end of the day, great hiring isn’t just about attracting talent — it’s about attracting the right kind of talent.

The Future of Work Is Skill-Based — And AI Is Leading the Charge

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The traditional career playbook is being rewritten. In a world once dominated by degrees, job titles, and linear paths, skills are now the real currency of the modern workforce. And at the center of this seismic shift? Artificial Intelligence. Welcome to the future of work — where what you can do matters more than what’s on your résumé. From Degrees to Deliverables For decades, hiring and career progression were driven by pedigree: where you went to school, your title, your years of experience. But that model is becoming outdated in today’s rapidly evolving, digital-first landscape. Why? Because technology is moving faster than traditional education systems can keep up. Enter the skill-based economy — one where employers prioritize capability over credentials. It’s not about having a marketing degree anymore — it’s about knowing how to launch a high-converting paid media campaign or optimize a martech stack for better ROI. And AI is accelerating this evolution. AI: The Ultimate Skill Democratizer AI is making skills more accessible than ever before. Whether it’s through personalized learning platforms, real-time coaching tools, or generative AI assistants that support on-the-job learning, technology is leveling the playing field. Here’s how AI is leading the charge: Personalized Learning Journeys AI-powered platforms like Coursera, Skillsoft, and LinkedIn Learning recommend targeted courses based on individual goals and gaps, making learning efficient and relevant. In-the-Moment Skill Building From writing emails with ChatGPT to analyzing marketing data with AI tools, people are learning as they work. AI isn’t replacing skills — it’s becoming the on-demand tutor we all wish we had. Objective Skill Assessments Companies are using AI tools to evaluate real-world problem solving, not just test scores. Want to prove your paid media chops? Build and optimize a campaign simulation instead of passing a multiple-choice test. What This Means for Businesses For companies — especially in Martech and B2B sectors — this shift is a goldmine. What This Means for You If you’re a professional in the martech space, the message is clear:Your ability to adapt, learn, and apply skills matters more than ever. The good news? You don’t need to wait for permission or a pricey degree to level up. With AI tools and learning resources at your fingertips, the next skill is just a prompt or click away. Final Thought The future of work is no longer a question of “What have you done?” but “What can you do now — and how fast can you learn?” Thanks to AI, the answer can be: A lot more than you think.

5 Common-Sense Ways to Get a Promotion Faster

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In the fast-paced world of marketing and technology, standing still is the same as falling behind. Whether you’re in sales, operations, or martech strategy, climbing the career ladder doesn’t always require a flashy shortcut — often, it’s about mastering the fundamentals with intention. If you’re ready to level up and earn that promotion, here are five common-sense strategies that can fast-track your success. 1. Master What’s in Front of You Before aiming higher, excel at your current role. Promotions are earned by those who consistently deliver results, not just talk about potential. Make your KPIs your playground — exceed your targets, meet deadlines, and be someone your team and manager can rely on. Remember, no one gets promoted for “trying hard.” You get promoted for delivering outcomes. 2. Think Beyond Your Job Description Leaders notice those who go above and beyond. That means volunteering for cross-functional projects, spotting inefficiencies, and suggesting improvements. If you’re in marketing automation, why not pitch an idea that improves lead nurturing across departments? Show that you’re thinking like a future leader — not just a task-doer. 3. Build Relationships Strategically It’s not just what you know — it’s also who knows what you can do. Build strong relationships with peers, managers, and stakeholders across departments. Make yourself visible by being helpful, collaborative, and proactive in meetings. Internal networking is often the underrated secret weapon behind many career leaps. 4. Ask for Feedback — and Act on It High performers don’t wait for annual reviews to learn how they’re doing. Make feedback a regular part of your growth process. More importantly, show that you act on it. This not only sharpens your skills, but demonstrates coachability — a key trait managers look for in leadership material. 5. Make Your Ambitions Known Don’t assume your manager knows you want a promotion. Have a direct, honest conversation. Share your goals and ask what it would take to move to the next level. This puts you on their radar and shows you’re serious about growth — which makes them more likely to think of you when new opportunities arise. Final Thoughts Getting promoted isn’t about luck or favoritism — it’s about showing you’re already operating at the next level. In a results-driven, tech-powered space like Martech, your best strategy is to lead with performance, initiative, and professionalism. Start now, stay consistent, and your next title upgrade won’t be far behind.

Maximizing the Potential of a Multigenerational Workforce in a Small Business

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By Steve Saah, Executive Director of Finance and Accounting Permanent Placement, Robert HalfSmall and midsize business leaders who view their multigenerational workforce as a source of competitive advantage have the right outlook. Sure, it can be challenging to create a cohesive and productive work environment when you have four or even five different generations working in your organization. But harnessing the strengths of each group, from the Silent Generation to Generation Z, can create significant upside for your business — and help position your firm for future success.Improved retention of in-demand professionals is one positive outcome you can experience when you invest in and focus on nurturing your multigenerational workforce. Taking the time to understand what motivates all your employees to work for your firm and perform at their best is vital to holding on to top talent. When employees feel valued and understood, regardless of their age or level of professional experience, they are more likely to be engaged and loyal.Other compelling benefits your company can realize when you have a multigenerational team include the following:Access todiverse perspectives that help drive innovationA workforce composed of multiple generations offers a rich diversity of thought ready to be tapped. Seasoned employees bring decades of experience and deep industry knowledge, while up-and-coming professionals can introduce fresh ideas and new approaches.This blend of perspectives can lead to more creative problem-solving and innovation that leads to the development of new offerings and solutions that can differentiate your small or midsize business.Greater ability to build well-rounded teams ready to tackle diverse challengesEach generation of workers possesses distinct skill sets that can deepen your firm’s readiness to pursue new opportunities and adapt to change.Baby boomers and Generation X employees, for example, often have strong leadership skills and a thorough understanding of business processes and best practices. And millennials and Generation Z tend to be particularly adept at using the latest technology and digital tools, which can help you modernize your company’s operations.Mentorship and knowledge transfer — both structured and organicThe coexistence of multiple generations in the workplace provides a natural environment for mentorship. Experienced team members can share their wisdom and insights with colleagues just starting to forge their career path.Less traditional arrangements, like reverse and peer-to-peer mentoring, can also help create a more inclusive learning environment for everyone who is keen to learn and grow professionally. Making the point to deploy generationally diverse teams on projects can help foster organic knowledge sharing, too.Improved customer relationsand satisfactionIf your workforce is diverse, then your company will be better positioned to attract and serve a diverse customer base. While this is not always the case, employees from different age groups do tend to relate to and connect more naturally with clients of their own generation.The ability to understand and meet the needs of a wide range of customers can sharpen your competitive edge and help you grow your small or midsize business. Strategies to create a high-performing multigenerational workforce You can take several approaches to maximize the potential of your multigenerational workforce. Encouraging cross-generational collaboration through mentoring arrangements and the creation of diverse project teams was already mentioned. Here are three more strategies to consider. 1. Offer flexible work policies Robert Half’s Demand for Skilled Talent report notes that a common cause of churn in today’s workforce is employees’ desire for flexible work options. Leading employers recognize that hybrid and remote work arrangements can help them attract skilled candidates while also keeping top performers from eyeing the exit door. In fact, our workplace research found that nearly half (46%) of employers are offering these options specifically to retain valued talent.While you’ll be hard-pressed to find a professional who doesn’t appreciate the opportunity to set their own schedule or work off-site when needed, when it comes to how much work flexibility influences overall job satisfaction, there are generational differences.For example, Robert Half’s research for Examining the Multigenerational Workforce found that work flexibility matters more to Generation Z professionals than it does to millennials, Gen X. 2. Provide continuous training and development Prioritize efforts to foster a corporate culture of continuous learning and create generationally inclusive programs that cater to employees’ diverse learning preferences. In addition to mentorship programs, you could offer access to learning options such as in-person workshops and online courses, including those that can help everyone ramp up with new technology like generative AI.Be sure to regularly assess and adapt your learning programs to meet your employees’ evolving needs and career stages, leveraging feedback from staff members across all age groups. This can help promote employee engagement. And when you take the time to understand what your workers want, you can create meaningful career pathways for them and more confidently develop succession plans. 3. Maintain effective communication channels Each employee is unique, and acknowledging that can help you be more successful at managing a multigenerational workforce. It’s good practice to adapt your management style to suit the strengths, personality and aspirations of each individual employee. That said, you’ll still need to take generational preferences and expectations into consideration, especially when it comes to communication.For instance, you may find that your employees in the Silent Generation or baby boomer set have no issue hopping on a video call when needed, but they might prefer to have face-to-face meetings or phone calls. Your Gen X employees, meanwhile, might favor email communication. And your team members from Generation Z might be avid users of instant messaging apps.Your challenge as a small or midsize business leader is to be ready to communicate effectively through all channels your staff members use at work. As for your overall approach, strive to be clear, concise and adaptable in your messaging, encourage open dialogue, and actively solicit and listen to feedback from everyone on your team. Making this effort is crucial to helping employees from every generation in your workplace to feel heard and valued.  Remember that every employee is an individual There is no one-size-fits-all approach to managing employees. Every person is unique, and their approach to work and … Read more

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