Thomas Richard’s Post

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

Update on the cyber security jobs market + tips for your search… Things ain’t easy for candidates out there as it stands and here’s why: - Most well known brands are overwhelmed with inbound applications. I spoke to a good experienced internal recruiter last week who told me her & the team have stopped using any form of inbound application channels as they cannot physically handle the workload. They’ve resorted to a more proactive outbound approach targeting candidates. - Whilst most known, experienced, and good specialist agency side recruiters are still kept busy we’re working on very specific assignments when partnering with client organisations. These talent pools are often still tight within specific subsections of the security market meaning we can’t help the masses only the few. What’s caused this storm across the security jobs market? - Meta, Amazon, and other big tech have kicked out huge amounts of talent onto the market via layoffs. Combine this with the fact it’s never been easier to apply for a job (AI, automation etc) we have a perfect storm on our hands & companies are literally getting bombarded with a continuous onslaught of applicants. Are there any positives for candidates? - Yep! Personally I’m noticing an uptick in demand on the client side of the recruitment equation right now which I firmly believe will trickle down to the wider market soon. Keep in mind the recruitment game has been cyclical since the beginning of time. One year clients are in control & the next it’s a candidate led market again… What advice & tips do I have for candidates? - Personalisation is key on a consistent basis. Don’t apply for 200 - 300 roles in a generic way you’ll be lucky to get a reply, apply for 10 in a hyper personalised fashion. Map out the decision makers within the organisation, research these people prior to ‘hitting them up’. Even folks reading this will ignore this advice, if you follow it you’ll stand out. - Be real with yourself. A career in cyber security within the US means you’ll have a salary way WAY into 6 figures given time, options to work remotely, major levels of stimulation, a huge sense of purpose. Essentially you’ll be living your best life, living the dream so to speak. So, this is never going to be easy & to be quite frank it shouldn’t be. - Have a plan, keep your cool, stay persistent, and stick with it. This is a test to see how badly you want this career. Pass the test, cultivate a strong mindset that will carry you through the tough times, & enjoy this journey! Providing you don’t quit you will reach your desired destination. Believe it or not this is all meant to be good fun! You got this & patience is a virtue... If you’re in process with me I will be getting back to you. I always get back to everyone that is but for all the above reasons things are slightly slower. I hope this up to the minute market info helps you.

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

Are you a Talent Recruiter or IT/Cyber Security Manager drowning in resumes? We get it. Finding the perfect tech talent is a constant battle. That's where the Cyber Combine can help! Cyber Combine is a FREE talent scouting platform that connects top companies with pre-vetted, highly skilled cybersecurity and IT professionals. Here's how it works for you: 💥 Tell us your hiring needs. (Job descriptions, skills, experience level) 💥 We curate a pool of qualified candidates based on your requirements. 💥 You connect and interview the top matches. Save countless hours filtering resumes! Benefits for YOU: 🔥 Faster Time-to-Hire: We source pre-vetted candidates ready for immediate interviews. 🔥 Reduced Recruiting Costs: No expensive headhunters or agency fees. 🔥 Top-Tier Talent: Access a network of highly skilled cybersecurity and IT professionals. Cyber Combine is 100% FREE for Talent Recruiters and IT/Cyber Managers! Ready to build your dream tech team? Comment below or send us a DM to get started! #cybersecurity #itjobs #talentrecruitment #cybersecurityjobs #itcareers #freerecruiting #cybersecurityprofessionals

The cybersecurity landscape is evolving rapidly, and so should our hiring practices. At CyberUp, we believe now is the perfect time to reimagine how we approach entry-level roles in this critical field. Traditional recruitment methods, which heavily rely on degrees and formal qualifications, often overlook skilled individuals who don’t fit the mold. But the reality is that the demand for cybersecurity talent is outpacing supply, with over 500,000 unfilled positions in the U.S. alone. We need a fresh approach. In my latest blog, I discuss the limitations of traditional hiring and why embracing skills-based hiring is crucial for bridging the talent gap, enhancing diversity, and improving job performance. From a wider talent pool to faster hiring processes and more loyal teams, the benefits are clear. It’s time to focus on what really matters: the skills and abilities that candidates bring to the table. Let’s move beyond the degree requirement and tap into the diverse, multi-generational workforce ready to tackle today’s cybersecurity challenges. Read the full blog to explore how we can build a stronger, more resilient cybersecurity workforce together. #Cybersecurity #SkillsBasedHiring #HiringInnovation #CyberUp https://lnkd.in/gkEfSSgJ

  Welcome back, LinkedIn community! 🌍 After discussing the challenges in our last post, let's now focus on actionable solutions that can help us effectively attract and retain top cybersecurity talent. 🎯🛠️   Hiring Entry-Level Candidates 🎓🚀 Invest in the future by recruiting enthusiastic entry-level candidates and providing them with the necessary training and certifications to excel. This approach not only fills the talent pipeline but also helps in shaping the skill sets perfectly tailored to your needs.   Enhanced Retention Strategies 🔄❤️ Cultivate a supportive work environment with perks such as remote work options, flexible hours, and clear paths for career advancement. These initiatives improve job satisfaction and loyalty, reducing turnover rates.   Utilising AI in Recruitment 🤖📊 Employ advanced AI tools to streamline the recruitment process, ensuring a faster and more efficient candidate selection. AI can also help identify potential in individuals that traditional methods might overlook.   Salary Transparency 💷📋 Maintain openness about salary structures and growth opportunities. This transparency builds trust and draws in candidates looking for clear career progression and fair compensation.   Building a Strong Employer Brand 🏢🌟 Actively promote your company's mission, culture, and the benefits of joining your team. A strong employer brand attracts higher-quality candidates and sets you apart in the competitive cybersecurity market.   Using Specialist Recruiters 👥🔍 Partner with specialist recruiters who understand the nuances of the cybersecurity sector. These professionals can provide access to a pool of vetted, interview-ready candidates, significantly cutting down on hiring time and ensuring a better fit for your roles.   Let’s implement these strategies to build robust cybersecurity teams capable of defending against today’s digital threats!   🛡️💼💪 What are your thoughts on these approaches?   Let’s discuss more in the comments! 🔽 #cybersecurityrecruitment #nqbrecruit #cybersecurity #entryleveljobs

Bigger doesn't always mean better... Over the last few months I've spoken with a number of hiring managers that aren't seeing the quality of candidates they would like through their exisiting agency partners. What I've noticed from all of these calls is that the agencies they are working with and are on their PSL tend to be the bigger names and larger recruitment companies who can cover a variety of roles. Now of course I am biased, but these companies and managers would get a much better service working with niche, specialist agencies for individual roles rather than a large recruitment company who tires to cover everything. The key benefits I see of working with a smaller specialist agency: 🔢 You're not just another number - larger recruitment companies have 100's of clients they are working with and you will be another one of those. With a smaller agency, you are likely one of a handful meaning your roles will have more value and be a higher priority. 🧠 Expertise - Working with a specialist agency that only focuses on one market or skill set means they have a better understanding of the industry. This means you can access better candidates they are speaking to day in and day out as well. These agencies should also be able to provide a more consultative approach and share industry knowledge about how to positon your roles in the market. 🏃♂️ Speed and Felixibility - Specialist agencies usually have more flexibility to provide a solution that best suits your needs, rather than being stuck in the mud with a process their manager insists they use to hit KPI's. The speed of delivery is usually much higher as your roles will be one of a few, rather than one of 100's the company is working on. I'm not saying there isn't great recruiters out there at bigger agencies, but sometime working with a smaller, specialist agency, even if that is just 1 person, will add more value and mean your roles get filled faster and with better quality. If you are open to working with a specialist in the Security & Privacy space who knows their market and cares about the service they deliver for every client and role - give Cyber Spring a call.

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?

This Fraud Security vendor needed to expand their EMEA presence without Talent Acquisition resource in the region.    They wanted to hire multiple individuals with a very specific skillset, across several functions and in new territories - all with their own legal nuances.   Oh, and their Hiring Managers were halfway across the globe in America and Australia!   That was the challenge facing one of our clients, a leading Fraud/Biometrics Security vendor.    They turned to Alto Technology to serve as their EMEA Talent Acquisition arm.    Leveraging our deep industry knowledge and extensive Talent Networks, we delivered:   - 7 key hires across Leadership, Enterprise Sales, Pre-Sales, and Global -Advisory roles. - Highlight hire: Global Head of Pre-Sales. - Delivered an impressive 4:1 Interviews to Hire ratio. - Streamlined the process, ensuring Hiring Managers only engaged with top-tier, fully qualified candidates - no more wasted Zoom Interviews! - Saved our client £45,500 through a strategic Multi-Hire Project agreement.   How did we make it happen?   - Our dedicated team of Talent Acquisition experts focused solely on our client's needs, boasting years of experience in the Security sector. - Crafted a compelling Employer Value Proposition, setting our client apart from competitors in the talent market looking to hire the same people. - Deployed a targeted, multi-channel outreach campaign to pinpointed candidates. - Collaborated closely with Hiring Managers and HR to establish a standardized interview process. - Managed interview logistics and gathered valuable candidate feedback. - Employed a data-driven, transparent approach at every stage. - Provided crucial offer mediation and candidate support post-acceptance.   Does your organization face similar challenges? Interested in learning more? Let's chat! DM or Connect with me to explore how we can enable and improve your Talent Acquisition goals.    #talentacquisition #rpo #hiring #SaaS #cybersecurity