Business Challenge
The client needed urgent hiring across Security Operations Center (SOC), IAM and Cloud Security teams, specialised, high-scrutiny roles where a wrong hire is a real security exposure, not just a productivity loss. Urgency and rigour normally pull against each other in security hiring; the client needed both at once.
Our Solution
We activated our cybersecurity talent communities for reach into candidates who don't surface through generic job boards, and ran technical pre-assessments before any profile went to the client, filtering for genuine hands-on capability ahead of the interview stage, not after it. That pre-assessment step is what let the CISO Office trust submissions enough to move fast without cutting the rigour a security hire demands.
Our Approach
Security specialists rarely surface through generic job boards, so sourcing leaned on cybersecurity-specific talent communities built ahead of this engagement.
Every candidate cleared a hands-on technical pre-assessment before the CISO Office ever saw the profile, moving rigour earlier in the process rather than later.
SOC, IAM and Cloud Security were each screened against their own distinct technical criteria rather than a shared generic "security" bar.
A 9-day average hiring cycle proved urgency and rigour didn't have to trade off against each other for this engagement.
Client Voice
“For once we weren't re-doing the technical screening ourselves after the fact, the pre-assessment actually held up.”
— CISO Office
The Outcome
A 90% interview selection ratio meant almost every candidate submitted was worth the CISO Office's time, a rare ratio for security hiring, where technical mismatches usually surface late.
