Do you recruit for security vendors or end-user teams?

Both. The search runs differently for each, and we will tell you up front where your role sits in the market and how that changes the candidates we go after.

Can you help with cleared or region-specific roles?

Tell us the constraint early. Clearance, residency and on-site requirements narrow a market sharply, and it is better to plan the search around them than to discover them at offer stage.

How do you assess technical security candidates?

We interview on the work itself — the environments they have run, the detections they have written, the incidents they have handled — and give you our honest read alongside the CV.

What regions do you recruit in?

Europe, the Middle East and Africa are where we are strongest, and we place remote and relocating candidates beyond that. Tell us where the role sits and we will be straight with you about how deep our network is there.

Specialist domain

CyberSecurity.

Specialist GTM and technical recruitment within cyber security, so you can stay ahead of what comes next.

Protect what comes next.

Hire talent Find a role

Commercial + technicalA complete view of the market
Vendors and end usersAcross every growth stage
Search led by a market mapNot just a list of CVs

The roles we fill.

From early stage to global scale, we help businesses hire the people who make security stronger.

Go-to-market
- Account Executives
- Sales Directors
- Channel and Alliances
- Regional Sales Leadership
Pre- and post-sales
- Sales Engineers
- Solutions Architects
- Customer Success
- Technical Account Managers
Engineering
- Security Engineers
- Detection Engineers
- Cloud Security Engineers
- Application Security
Research and defence
- Threat Researchers
- Reverse Engineers
- Red Team and Offensive Security
- SOC and Incident Response

Why these hiresare hard.

Great security people are in short supply. The work is complex, the stakes are high, and the best talent has options.

The best people are not looking
Strong security engineers are rarely on a job board. They are busy, well paid and approached constantly, which means a generic message gets ignored. Reaching them takes a real conversation about the problem they would be solving, not a job title.
Commercial and technical get treated as one market
Hiring a sales engineer is not the same as hiring an account executive, and neither resembles hiring a researcher. Agencies that cover all of security with one desk end up shortlisting on keywords instead of substance.
Vendors and end users want different things
A vendor needs someone who can carry a product story into a room of sceptics. An enterprise team needs someone who can hold the environment together on a Tuesday afternoon. Same sector, different hire.

How we runthe search.

We map the market, have the right conversations and present only the people who genuinely fit.

1
We map the market before we message anyone
You get a picture of who is out there, where they sit and what it would take to move them, so the shortlist arrives with context rather than a stack of CVs.
2
We screen on the work, not the buzzwords
Every candidate has a conversation about what they have actually built, sold or defended. If they cannot explain it, they do not reach your inbox.
3
We stay in it until the offer is signed
Counter-offers, notice periods and competing processes are where security hires fall over. We manage those conversations rather than handing you a name and hoping.

Who we usuallydo this for.

Cyber security vendors
Enterprise security functions
MSSPs and consultancies
Startups and high growth scale-ups
Teams building in-house capability
Security product and platform companies
Global and regional expansion
Replacement hires that did not work out

Start a conversation Protect what comes next.

Cyber Security hiring,answered.

Straight answers to the questions we hear most.

Do you recruit for security vendors or end-user teams?
Both. The search runs differently for each, and we will tell you up front where your role sits in the market and how that changes the candidates we go after.
Can you help with cleared or region-specific roles?
Tell us the constraint early. Clearance, residency and on-site requirements narrow a market sharply, and it is better to plan the search around them than to discover them at offer stage.
How do you assess technical security candidates?
We interview on the work itself — the environments they have run, the detections they have written, the incidents they have handled — and give you our honest read alongside the CV.
What regions do you recruit in?
Europe, the Middle East and Africa are where we are strongest, and we place remote and relocating candidates beyond that. Tell us where the role sits and we will be straight with you about how deep our network is there.