Cybersecurity Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
Find working specialists across Cybersecurity, qualified for the scope you need.
No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
Need someone now? Call 305-306-4829.
Every title we cover
- CISO
- Deputy CISO / BISO
- Director of Information Security
- Security Engineering Manager
- Security Engineer
- Cloud Security Engineer
- Application Security Engineer
- Product Security Engineer
- DevSecOps Engineer
- Security Architect
- IAM Engineer
- Penetration Tester
- Red Team Operator
- SOC Analyst
- Detection Engineer
- Threat Hunter
- Incident Responder / DFIR Analyst
- Threat Intelligence Analyst
- Malware Analyst / Reverse Engineer
- Vulnerability Management Analyst
- GRC Analyst
- GRC Manager
- Privacy Engineer
- OT / ICS Security Engineer
- AI Security Engineer
- Junior Cybersecurity Analyst
- Senior Security Engineer
- Lead Security Engineer
- SOC Analyst Tier 1
- SOC Analyst Tier 2
- SOC Analyst Tier 3
- SaaS Security Engineer
- Fintech Security Engineer
- Health Systems Security Engineer
- Govtech Security Engineer
The cybersecurity market revolves around protecting complex organizational assets from evolving threats through technical controls, architectural rigor, and incident response. We hire for diverse roles that encompass security engineering, threat hunting, and governance. The work requires a proactive mindset, aiming to build systems that are secure by design while maintaining the agility needed for rapid software and infrastructure innovation.
Our recruiting strategy focuses on identifying security professionals who possess both deep technical knowledge and the ability to influence organizational risk management. We look for candidates who understand the intersection of cloud security, application development, and forensic analysis. Building a culture of security requires talent capable of operating in the weeds while maintaining a broad strategic view of threats.
What we screen for
Security Engineering Depth
We evaluate technical proficiency in implementing security controls across infrastructure and applications. Candidates must demonstrate experience with encryption, identity management, and hardened system design. We look for practical knowledge of how to integrate security into CI/CD pipelines without disrupting development velocity. Understanding the specific security risks associated with modern cloud platforms and microservice architectures is critical for effective threat mitigation.
Threat Intelligence Ability
This check focuses on the capability to analyze emerging threat vectors and translate them into actionable defensive measures. Candidates should describe how they identify vulnerabilities, monitor attack surface areas, and proactively hunt for malicious activity. We evaluate their use of intelligence feeds and internal telemetry to improve posture. Experience in documenting findings and updating security policies is a core requirement.
Incident Response Competency
We investigate experience in handling critical security incidents, from detection to containment and recovery. Candidates must articulate their methodology for conducting forensic analysis and post mortem reviews. Understanding how to coordinate across teams during a crisis is essential. We look for candidates who remain calm under pressure and possess the technical skills to perform root cause analysis effectively.
Application Security Knowledge
This assessment reviews experience in performing security assessments, code reviews, and penetration testing on web and API services. Candidates should demonstrate a deep understanding of common vulnerability classes and how to prevent them through secure coding practices. We look for proficiency in security tooling and the ability to educate developers on potential risks and remediation strategies throughout the SDLC.
Governance and Compliance
We probe for the ability to translate technical security requirements into organizational policy and regulatory compliance frameworks. Candidates should show how they balance business requirements with rigorous risk management. Experience conducting audits and managing security documentation is vital. We assess their communication skills, specifically their capacity to explain complex security risks to non technical stakeholders and executive leadership.
Cloud Security Expertise
Our final check focuses on the security of distributed cloud environments. We evaluate knowledge of IAM policies, network segmentation, and service mesh security. Candidates must demonstrate experience with cloud native monitoring and compliance tools. We look for a clear understanding of the shared responsibility model and how to implement zero trust principles to effectively protect resources in an elastic environment.
Related skills and ecosystems we cover
- AWS
- Azure
- GCP
- Kubernetes
- Terraform
- Linux
- VMware
- Cisco
- Juniper / Arista
- Palo Alto Networks
- Fortinet
- Splunk
- CrowdStrike
- Microsoft Sentinel
- Okta
- CyberArk
- SailPoint
- Wiz
Where we find them
We identify security talent by engaging with professionals who contribute to public threat research and open source security projects. We look for experts who share their knowledge on incident response methodologies or provide innovative tools for security monitoring. This strategy helps us find individuals who are deeply committed to the craft of security and active in the defensive community.
We also focus on recruiting from specialized teams within organizations known for high security maturity, including financial services and regulated sectors. These candidates bring essential experience in managing high stakes environments and maintaining compliance. By targeting these pools, we attract talent that is accustomed to rigorous security standards and capable of improving our overall defensive posture and resilience.
Dedicated pages in this family
- CISO
- Security Engineer
- Cloud Security Engineer
- Application Security Engineer
- Security Architect
- IAM Engineer
- Penetration Tester
- SOC Analyst
- Incident Response / DFIR
- GRC Manager
- OT / ICS Security Engineer
- SOC Manager
- Deputy CISO / BISO
- Director of Information Security
- Security Engineering Manager
- Product Security Engineer
- DevSecOps Engineer
- Red Team Operator
- Detection Engineer
- Threat Hunter
- Threat Intelligence Analyst
- Malware Analyst / Reverse Engineer
- Vulnerability Management Analyst
- GRC Analyst
- Privacy Engineer
- AI Security Engineer
- Senior Security Engineer
- Lead Security Engineer
- SOC Analyst Tier 1
- SOC Analyst Tier 2
- SOC Analyst Tier 3
- SaaS Security Engineer
- Fintech Security Engineer
- Health Systems Security Engineer
- Govtech Security Engineer
How a Cybersecurity search runs
The security hiring process starts with an investigation into the candidate technical background and their experience managing security risks in previous roles. We focus on how they have built defensive systems and handled active threats. This initial stage allows us to assess their technical foundation and whether their security philosophy aligns with our risk appetite and organizational culture goals.
The final phases involve practical scenarios that test the candidate ability to think through complex security problems in a business context. We ask them to evaluate hypothetical architectures for vulnerabilities or guide us through a simulated incident response. This ensures we identify candidates who can deliver actionable security solutions while effectively communicating with engineers, leadership, and external stakeholders throughout.
What happens next
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for security engineering depth and threat intelligence ability, rather than promising a date before the brief is clear. We evaluate technical proficiency in implementing security controls across infrastructure and applications.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving security engineering depth, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for cloud security expertise.
Should this role be remote or on site?
Experience with security engineering depth and threat intelligence ability does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about cloud security expertise, so we approach people who can accept the arrangement.
How will you check fit before we interview?
We evaluate technical proficiency in implementing security controls across infrastructure and applications. Candidates must demonstrate experience with encryption, identity management, and hardened system design. This check focuses on the capability to analyze emerging threat vectors and translate them into actionable defensive measures.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering security engineering depth and threat intelligence ability in the recruiting agreement before the search proceeds.
What if the hire does not work out?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Make sure the agreed scope includes what you expect of cloud security expertise, rather than leaving that discussion until after the start.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
How a search runs
The Six-Step Search
- 1Search Calibration
A call about the work. You get a written search profile.
- 2Market Mapping
We identify the employer backgrounds that fit. You see where we will look.
- 3Professional Contact Intelligence
We identify individual people, not job board applicants.
- 4Persistent Personalized Outreach
Personal outreach and direct follow-through. You get search updates.
- 5Live Candidate Qualification
A recruiter checks stack, scope and motivation in conversation.
- 6Candidate Intelligence and Process Support
You receive a written brief on every person you meet.
Working with Technology Headhunters
What don't you do in a permanent search?
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.