ESP’s Post

What’s actually happening in the security jobs market right now? - Clients are hiring like crazy but there’s still a slight surplus of talent on the market which means some are still feeling the pinch & finding it challenging to get themselves off the market. - The market is beginning to tighten again (6-12 months before wider market notices this). That’s a good sign. As with any market, economy, things are cyclical and always will be. - There’s a very intentional push right now from cyber security related companies - consultancies, MSPs, MSSP, serving both enterprise & SMB clients to hire, source, and secure awesome security sales talent. FYI this is a good sign. Smart employers can see the opportunity that’s looming just months around the corner. Expect a mini war for talent within the security sales space very soon! - You’ll start to notice more agency side recruiters approaching you soon as appose to internal recruiters or talent acquisition teams. Why? Because c-suite are beginning to increase & ratchet up hiring demand but their internal recruiting functions are around 50-80% smaller than they used to be. So, they’ll deploy outside recruitment to support there’s growth plans untill they can find and recruit good quality internal folks again. This means I’ll be getting even less sleep 🙊😄 I hope this market info helps you and gives you some nice visibility in terms of what’s actually happening right now. I’m still on the phone to clients and candidates everyday during the week and it really does feel like a privilege to have access to this information. It’s my duty as a recruiter to share this with you… Happy Saturday, let’s go!!!!!!

How risky is it to hire an ‘unknown’ candidate into your tight-knit start-up?... Does the thought of it make you nervous? I mean, what if they don’t fit in? What if they don’t deliver? What if… Venturing into the EMEA market for the first time can be a daunting prospect for early-stage companies. You’ve probably already exhausted your personal network of ‘trusted and known’ and now you need to go outside to find the right person for the job. Where do you start, and how do you manage the risks? Some key points to consider -   ✅ Have a realistic, clearly defined remit for the role ✅ Have a realistic, clearly defined budget for the role ✅ Have a realistic, clearly defined cash-runway for the role ✅ Have Senior Leadership Team consensus ✅ Have a solid but agile recruitment process in place ✅ Have a realistic timeline to source, interview, engage and on-board ✅ Have a local EMEA recruitment partner such as Hayman Executive If it’s time to hire outside your familiar market / network and you want to work with a professional recruiter who can help you hire right, first time, feel free to get in touch to discuss your particular remit. We are particularly successful at sourcing 'unicorns' - candidates with challenging combinations of skills, experience, location, languages and budget. We'll advise you on what is 'challenging' and what is 'unrealistic'. We source and place highly skilled go to market professionals with cyber security vendors and service providers pan EMEA. We can remove the risk from your expansion plans. #RiskMitigation #EMEAhiring #securityjobs 

📢 Cyber market picking up?! Having lots of positive conversations & meetings about hiring plans now and in the coming weeks/months. Recruiting will still be tough, sifting through the noise to find good cyber talent will be the test... 🔎 Clients/Hiring Managers - budgets are tight for agency spend BUT good recruiters will be able to get the best people in front of you quickly. Saving time working through hundreds of applicants, avoiding 15-20 screening interviews and going straight to the best 3-5 people out there. The value is in speed to market and access to the best talent in a market flooded with candidates. 🔎 Candidates - don't be put off by seeing a high number of applicants to a role, if you think you match up & like the role – send your CV! Often in tech, about 70-80% of applicants aren’t right relevant they’re just sending their CV in hope. You could be the one that agent/company needs. Try to stand out from the crowd, apply & send a personalised follow up message on LinkedIn to the job poster.   Any other tips in today’s market? Share them below. #hiring #cyber #recruiting

For businesses that face significant skills gap in direct applicants, but “don't use recruiters or agencies!!!!” I genuinely wonder why? Most agencies operate on a contingency basis—meaning you don’t pay anything until you hire someone. Considering the long-term revenue loss from hiring the wrong candidates (picking the best of a bad bunch) or, worse, not hiring at all - forcing you to lean heavily on existing staff, leading to burnout and further internal issues & ultimately - revenue loss. Why not work with a market specialist to access a high-quality candidate pool? If they don’t deliver a strong candidate, you pay nothing. If they don't provide a candidate strong enough to hire, you don't part with a penny. Is this not a perfect 'no win, no fee' model? Genuinely curious as to why businesses continue to flog a dead horse by posting ads on Indeed and seeing a complete mismatch in applicants. Is it a lack of awareness about fees? Is it ignorance? Is it rooted in greed? Is there an inherent dislike of recruiters and agencies? Let’s hear your thoughts! #recruitment #techrecruitment #agencyrecruitment #hiring #techjobs #azure #cybersecurityjobs #cybersecurity #monday

🚀 Need to scale your GTM sales team globally? Then using the right external recruiter could help you achieve your hiring goals. Why? - 🌐 Global talent gap: Projected shortfall of 3.5 million security professionals by 2025. - 🤝 External recruiters have vast, pre-vetted talent pools to bridge this gap. - 🔑 Expertise in niche skills and certifications, saving your firm time and resources. Diversity drives innovation: - 🌈 Diverse teams yield 19% higher innovation revenue. - 💼 Recruiters are adept at forming diverse, innovative teams. Speed in hiring: - ⏰ In-house hiring: 66 days average. - ✂️ External recruiters cut this time by nearly half - crucial for rapid scaling. 'Plug-and-play' candidates: - 🏃♂️ 47% of UK firms report a skilled staff deficit. - 👩💼 Candidates from recruiters are ready to contribute immediately to global growth. Conclusion: External recruiters are crucial for cyber vendors targeting global expansion. - 🚀 If you want to accelerate your growth please reach out to us to learn more about how we can help you. #Cybersecurity #GlobalScaling #RecruitmentExcellence

🚨 The Cybersecurity Sales Market is Evolving—Are You Ready? 🚨 As we navigate 2024, the cybersecurity sales landscape has never been more competitive. With businesses facing increasing cyber threats, the demand for top-tier sales talent in cybersecurity vendors, MSSPs, and MDRs is skyrocketing. But here’s the catch: it’s not just about finding sales professionals who can sell; it’s about finding those who understand the complexities of cybersecurity solutions and can build trust with high-level decision-makers. 🔐 💼 What We’re Seeing in the Market: ➡️ Increased Demand for Hybrid Skillsets: Sales talent who can bridge the gap between technical understanding and client engagement are in high demand. ➡️ Competition for Top Talent is Fierce: Cybersecurity organizations are battling it out to secure the best sales professionals, with salaries and benefits packages becoming more competitive. ➡️ Longer Hiring Cycles: Companies are becoming more selective, leading to longer hiring processes. However, this delay can cost you top candidates. ➡️ Remote Work Flexibility: Sales professionals expect flexible work environments, especially those with high-demand skill sets. 🛠️ How to Stay Ahead: Now, more than ever, having a strong hiring strategy is essential. Building relationships with the right recruitment partners can make all the difference in securing talent who will drive growth and revenue in your business. 💡 🔍 If you’re looking to strengthen your sales team or seeking insights on how to navigate the current hiring landscape, let’s connect! The cybersecurity sales market is moving fast—don’t get left behind. #CybersecuritySales #Recruitment #MSSP #MDR #SalesRecruitment #HiringTrends #CyberSecurityTalent #SalesStrategy

What's the CISO market like Joe? Hmmm... There are two sides to this question, which is why I struggle to answer it. The simple answer is, I'm not sure. On the one hand, I see a lot of people looking for work, and the same problems remain; -Archaic hiring. -Awful job descriptions. -Poor salaries. -Lengthy processes. -No opportunity. But, on the other hand, I speak with people who have lots of opportunities, lots of interviews and are getting offers for high-profile roles. I had a client secure a job within 2-3 weeks after being made redundant. It is the same with recruiters; I speak to some who are inundated with work and some who are struggling. You see the market through your own lens. This is why it is difficult to form an opinion on something that varies so much between individuals. What are your thoughts on the current cyber security job market?

⚠ Before you do anything else when hiring you need to know... 💡 What exactly is the job's key objective and how will success be measured? 💡 Where does the role fit into the org chart? 💡 What is the budget for this head? salary, benefits, equity, training, resources, cash runway... 💡 Who will own the hiring process? And who else needs to be involved? 💡 What is the process and how long will it take? 💡 What's the start date? Work backwards from this date being aware of notice periods in the location of hire and allow time for the hiring cycle. However you decide to fill the role, having an agreed upon, signed off, budgeted remit and clearly defined process will give you the optimum chance of securing your ideal candidate. Do you agree? #bestpractice #hiringprocess #getitright I work with cyber vendors looking to land / and or expand their EMEA sales operations. With 30 years experience and a deep and wide network across the region I successfully source the 'unicorn' candidates you are looking for. gw@haymanexec.com - +44 7802 721 978

Building a successful sales team isn't just about finding the right talent; it's about leveraging your network effectively. Do the following to build a successful cybersecurity Sales team: ✔ Tap into professional connections: Instead of relying solely on recruiters, use your network to find high-quality candidates. Reach out to colleagues in parallel industries who may have great candidates they can't currently accommodate. 🤝 Build relationships with colleagues:  Establish connections with peers in similar fields and offer to share potential candidates. This reciprocal relationship can provide a steady stream of qualified leads without the hefty recruiter fees. 💲 Cost-effective hiring: Recruiters often charge 20% of the first year's salary. By leveraging your network, you save on these costs and often find candidates who are a better fit for your team culture and needs. Using your network not only saves money but also leads to better hires and stronger team cohesion. Ready to make the most of your professional connections? Let’s connect and share strategies!  🚀 #SalesSuccess #Networking #TeamBuilding #Cybersecurity

"I get recruiters reaching out all the time, but I like the roles you're bringing me, so I'd like to keep working with you." This is feedback I heard from a candidate the other day. What’s the secret? It’s simple: I focus on what’s in it for them. Does a cybersecurity sales engineer specializing in SIEM care about a sales engineer role you have with a "Top VC-backed Series C-funded company" in email security? Maybe. But leading with just funding and VCs in your outreach won’t grab attention. If you're reaching out to 50 candidates with generic pitches, don't expect much traction. My candidates take my calls because I already know what matters to them. When I present an opportunity, I highlight: 1. What the role is and why the work is unique 2. How it aligns with their career growth 3. Salary and benefits 4. The hiring team and interview process This approach lets me bring a focused group of candidates to hiring managers, leading to quicker decisions and better hires.