We have an extensive process for recruiting cybersecurity professionals.

There are hundreds, if not thousands of companies seeking a qualified cybersecurity professional to add to their team. But each case is entirely unique. From the qualifications they seek, to how they’d fit in their business model — there are several variables to consider. So before we look for a candidate, we need to understand exactly what you’re looking for — beyond the resume. Through a conversation, we develop our list of criteria to ensure each box can be checked-off.

With your criteria in mind, we’ll cast an initial wide net to determine what we’re working with. Considering how roles can vary from company-to-company (and industry, for that matter), we categorize candidates through a set of predetermined credentials. Once this list is established, we continue to build and nurture it for a later date.

The research we conduct and gather will eventually work to narrow-down our list, based on your specific needs. But to do this with confidence, we always seek-out what your competition is offering so we can remain highly competitive.

After tapping-into our network and conducting market research, we’ve narrowed the list down enough to start sourcing top matches. We source matches from  LinkedIn, GitHub, Stack Overflow and even Reddit to find the needle in your hackstack. And of course our search for diverse, talented professionals is fully compliant with OFCCP (Office of Federal Contract Compliance Programs) policies.

At the request of our clients, we conduct a rigorous screening and evaluation process of potential candidates, using platforms like HackerRank and DevSkiller. These pre-employment tests are tailored to assess talent according to specific job requirements, ensuring that only the most qualified individuals advance to the interview stage.

We don’t believe in static interviews that ask generic questions. Instead, we custom-design the interview process per project to make sure we’re making the most of every minute. In addition to the predetermined criteria, we’ll ask questions that are specially-designed to help us understand the candidate beyond their qualifications.

An employee is more than their to-do list. So, the right hire should fit in with your company values — they should be an extension of your brand vision. A disconnect here is a major reason why people leave their place of employment. So rather than ignoring this fact and crossing our fingers that it’s a good match, we prefer to be proactive. That means analyzing and comparing a candidate’s short and long-term goals — understanding how they work, what their beliefs are and see if it’s potentially compatible with your company. If it is, they move to the next stage of the process.

As we said, each interview is unique to your goals and objectives. So, we consider these and facilitate the interview process, narrowing down our choice to a select few.

Once we’re ready to select someone, we’ll ensure that both parties reach a mutually beneficial agreement. This will serve as the foundation for your prosperous relationship.

Believe it or not, we see you and your new hire as our client. So we’ll be there to make sure both parties are happy with their decision. If there’s anything we can do to make the process easier and more efficient, we will.