Titles and certifications describe exposure — not capability. We provide independent, CISO-level technical assessments so your hiring decision is based on evidence, not assumption.
Cybersecurity hiring is uniquely difficult to evaluate. Titles and certifications describe exposure — not whether a candidate can perform the job under real conditions.
A candidate's CV describes their history, not their capability. Senior titles, well-known employers, and long certification lists do not predict hands-on performance in your environment.
Most internal interviewers are not equipped to rigorously test senior security engineering, architecture, or incident-response reasoning at the depth the role requires.
A senior security hire that underperforms creates direct financial cost, delayed security initiatives, and elevated organizational risk during the gap.
Six evaluation dimensions calibrated to the responsibilities of the specific role — not a generic technical quiz.
Core competency across the candidate's specific domain — cloud, network, application, or infrastructure security.
How the candidate approaches unfamiliar, ambiguous technical problems under realistic constraints.
Judgment quality when balancing risk, threat likelihood, and business impact in security decisions.
Structured thinking during simulated incidents — triage, containment, root cause, and communication.
Ability to design, review, and critique secure systems and infrastructure at the appropriate seniority level.
Clarity when translating technical findings into risk language executives and stakeholders can act on.
A structured, three-step process designed to fit inside your existing hiring timeline.
You provide the job description, seniority level, technology stack, core responsibilities, and specific expectations for the role.
A 45–60 minute live technical assessment using role-specific scenarios drawn from real operating conditions.
An executive-ready technical scorecard with a clear hire / no-hire recommendation delivered within 24 hours of the assessment.
Every assessment concludes with a clear, evidence-based scorecard — not a subjective opinion.
Anyone responsible for making a high-stakes cybersecurity hiring decision.
Validate that incoming security leaders and senior engineers can operate at the level your risk posture demands — before they inherit critical systems.
Confirm hands-on architecture and security judgment for engineers who will influence infrastructure and platform decisions.
Add an independent, defensible technical layer to your hiring process without needing in-house security expertise to evaluate candidates.
Vet subcontractors and new hires against a consistent, evidence-based standard before they represent your firm on client engagements.
Straightforward engagement structures for a single critical hire or a continuous hiring pipeline.
A single, role-specific technical assessment for one candidate under active consideration.
An ongoing technical vetting layer for organizations hiring cybersecurity talent on a recurring basis.
Tell us about the role and candidate. We'll respond within 24 hours to confirm scope and schedule the assessment.
Have a cybersecurity candidate you need independently evaluated? Tell us about the role and we'll recommend the appropriate assessment approach.
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