Hiring today is built around the wrong question. 'Are they qualified?' when it should start with 'Are they real?' That’s the disconnect. Background checks focus on suitability. Criminal history, drug screening are all red flags. All important, but based on an assumption that the identity behind the application is legitimate. What they don’t catch is that someone could steal my identity, apply to your company, and sail through your background check because it’s looking at the record of Jordan Burris, not the person impersonating me. In a remote-first world, that’s more than a hypothetical. It’s a growing risk. We built hiring systems for a different era, where people showed up in person, handed over ID, and shook your hand. Today, identity fraud can happen with a few clicks and a convincing LinkedIn profile. Suitability still matters. But it’s the second question. The first should be: Is this person actually real? This leaves HR leaders with a challenge. What blind spots are hiding within our hiring processes?

🚨 Listen up HR leaders — you’re being targeted, and you might not even know it. 🎧 🎤 The voice on that “perfect candidate” call? 📄 The résumé that checked every box? 😨 The confident face on Zoom? 💡 There’s a growing chance none of it was real. 📈 According to Pindrop’s 2025 Voice Intelligence & Security Report, deepfake hiring fraud is up 1,300% — from a few cases a month to several every single day. 😳 Our data shows 1 in 6 remote applicants show signs of fraud, and 1 in 4 linked to bad actors have used deepfake tech to fake interviews. And here’s the terrifying part — these aren’t “harmless” scams. 🎭 Fake hires mean unauthorized access to your systems, data theft, compliance breaches, and even nation-state infiltration. One fraudulent onboarding could open the door to millions in losses, reputational damage, and trust erosion across your brand. 🧠 Research shows the next wave of HR risk isn’t human error — it’s machine deception. That’s why Pindrop’s Pulse for Meetings is transforming how organisations protect their hiring process. By using voice authentication and real-time deepfake detection, Pulse verifies if the person you’re speaking to is authentically human — before they’re ever handed system access or company secrets. HR isn’t just about people anymore — it’s about protecting them. Because the cost of missing one fake hire? Could be the breach that defines your company’s future. So, here’s the real question: 👉 What are you doing to protect your hiring process? 👉 Do your HR and Security teams have a unified fraud prevention strategy? 👉 Are you going to lead with trust or chase fraud after it’s too late? #HRLeadership #Recruitment #Deepfake #FraudPrevention #HiringSecurity #FutureOfWork #Pindrop #VoiceSecurity #TrustInHiring

𝗚𝗿𝗼𝘄𝘁𝗵 𝗶𝗻 𝗥𝗼𝗹𝗲𝘀 𝗟𝗶𝗸𝗲 𝗥𝗲𝗱 𝗧𝗲𝗮𝗺𝗲𝗿𝘀, 𝗚𝗥𝗖 𝗔𝗻𝗮𝗹𝘆𝘀𝘁𝘀, 𝗮𝗻𝗱 𝗣𝗿𝗶𝘃𝗮𝗰𝘆 𝗔𝘁𝘁𝗼𝗿𝗻𝗲𝘆𝘀 The cybersecurity and compliance landscape is evolving rapidly, driving growth in specialized roles. Positions such as Red Teamers, GRC Analysts, and Privacy Attorneys are seeing year-over-year demand increases of 20–30%, reflecting organizations’ need to proactively manage risk, protect sensitive data, and navigate complex regulatory environments. 𝗔𝘁 𝗥𝗲𝗸𝗿𝘂𝗶𝘁𝗱, 𝘄𝗲 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗻𝗴 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝘄𝗶𝘁𝗵 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀 𝘄𝗵𝗼 𝗽𝗼𝘀𝘀𝗲𝘀𝘀 𝗯𝗼𝘁𝗵 𝘁𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗮𝗻𝗱 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗶𝗻𝘀𝗶𝗴𝗵𝘁. By rigorously evaluating candidates through technical assessments, reference checks, and cultural fit analysis, we ensure that each placement strengthens security posture and supports long-term compliance objectives. As threats and regulations grow more sophisticated, having the right professionals in these specialized roles is no longer optional, it is a strategic imperative. 𝗙𝗶𝗻𝗱 𝗼𝘂𝘁 𝗵𝗼𝘄 𝗥𝗲𝗸𝗿𝘂𝗶𝘁𝗱 𝗰𝗮𝗻 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝘀𝗲𝗰𝘂𝗿𝗲 𝘁𝗼𝗽 𝘁𝗮𝗹𝗲𝗻𝘁 𝗳𝗼𝗿 𝘁𝗵𝗲𝘀𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗿𝗼𝗹𝗲𝘀: https://www.rekruitd.com #CybersecurityHiring #GRC #PrivacyLaw #RedTeam #TalentAcquisition #StaffingSolutions #ITRecruitment #WorkforceExcellence

🚨 Hiring Scam Awareness — A Real Example from This Week Earlier this week, we had an interview for one of the open positions on my team. - On the left is the LinkedIn profile photo of the applicant. - On the right is the actual individual who joined the interview call. They were not the same person. This kind of identity fraud has become disturbingly common, especially for remote positions. Some applicants use stolen photos, fake résumés, and even AI-generated voices or backgrounds to pass screening interviews. Others attempt to subcontract the job or gain internal access once hired. 🔍 Why this matters: Hiring scams have increased by more than 250% since 2022, according to the FBI’s Internet Crime Complaint Center. Platforms like LinkedIn and Indeed continue to battle fake profiles, but the issue is growing. 🧭 Tips for hiring teams: • Always confirm identity with live video and (when appropriate) a brief ID check. • Verify voice, background, and communication consistency with the LinkedIn profile. • Keep all communication inside official company channels — never WhatsApp or Gmail. We all want to believe in the integrity of our industry, but awareness is now part of due diligence. Stay sharp, verify early, and protect your teams.

Curious to hear from recruiters and hiring managers in cybersecurity 👇 Over the past few months, I’ve been actively applying for Cyber Security Analyst and SOC roles. These positions align closely with my background in security operations, threat detection, and incident response. Many of these applications show an ATS match score of 75–85%, and I ensure to tailor each CV to the job description. Yet, I’ve noticed a recurring pattern: I’m often not progressing beyond the initial screening stage. I know hiring decisions go far beyond keyword matches or automation tools, so I wanted to open this up for a genuine discussion: - What are the key factors that really make a candidate stand out to you beyond ATS compatibility? - Are there subtle things (formatting, tone, experience phrasing, certification level) that might hold a strong profile back? - How can candidates better bridge the gap between “technically qualified” and “shortlisted”? This isn’t a complaint; it’s a sincere attempt to learn and improve. I'm sure many other applicants are also facing the same issue and getting stuck in their application process. If you’re a recruiter, hiring manager, or someone who’s been on both sides of the process, I’d love to hear your insights. Sometimes, the best way to grow is by simply asking the right questions. #CyberSecurity #SOCAnalyst #JobSearch #Hiring #Recruitment #CareerGrowth #InfoSec #CyberJobs

Companies keep posting “TS Clearance Required” roles while claiming a talent shortage — but few are willing to invest in sponsoring new clearances. “We can’t find enough cleared talent” usually means “we don’t want to pay to clear anyone new.” The result? A shrinking pool of already-cleared professionals competing for the same jobs, while capable candidates wait on the sidelines. If we’re serious about national security and workforce resilience, we need to invest in people, not just requisitions.

"Gary took the time to really understand the brief - not just the technical side, but how someone would fit into the team." That's from the Head of Delivery for one of the UK's leading cyber security consultancies, after we helped them make a critical IR hire. Here's the thing about cyber security recruitment that matters most: Screening CVs for "GCIH" or "5+ years in incident response" is one thing. But will they perform when it really matters? Can they handle the pressure of a live incident? Can they translate technical findings to a non-technical audience when the board is asking questions? That's what we focus on. We don't send you 15 CVs and hope one sticks. We have proper conversations. We understand your team culture. Do you need someone who thrives in fast-paced DFIR work? Or someone methodical for long-term GRC programs? That context changes everything. We build the search from scratch, then qualify every candidate against what matters to you - not just what's on paper. The focus on precision means you're not interviewing people who were never really a fit in the first place. And when someone does join your team, they stay. That's why we have 100% hire retention. If you're hiring in cyber security and you're tired of volume over quality, let's have a proper conversation.

𝗢𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗛𝗶𝗿𝗶𝗻𝗴 𝗝𝗮𝘀𝗼𝗻 𝗥𝗲𝗯𝗵𝗼𝗹𝘇, 𝗔𝗱𝘃𝗶𝘀𝗼𝗿𝘆 𝗖𝗜𝗦𝗢, 𝗘𝘅𝗽𝗲𝗹 𝗔𝗱𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗱𝗲𝗮𝘀 Strategic hiring in cybersecurity goes beyond filling open positions, it’s about building teams that anticipate threats, respond effectively, and drive organizational resilience. Jason Rebholz, Advisory CISO at Expel, emphasizes that hiring the right talent is the single most impactful step an organization can take to reduce security risk and enhance operational effectiveness. At Rekruitd, we apply this philosophy by rigorously evaluating candidates across technical skills, threat intelligence experience, and cultural alignment. 𝗕𝘆 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗻𝗴 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝘄𝗶𝘁𝗵 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀 𝘄𝗵𝗼 𝗲𝘅𝗰𝗲𝗹 𝗶𝗻 𝗿𝗼𝗹𝗲𝘀 𝘀𝘂𝗰𝗵 𝗮𝘀 𝗥𝗲𝗱 𝗧𝗲𝗮𝗺𝗲𝗿𝘀, 𝗚𝗥𝗖 𝗔𝗻𝗮𝗹𝘆𝘀𝘁𝘀, 𝗮𝗻𝗱 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝘀, 𝘄𝗲 𝗵𝗲𝗹𝗽 𝗲𝗻𝘀𝘂𝗿𝗲 𝘁𝗲𝗮𝗺𝘀 𝗮𝗿𝗲 𝗽𝗿𝗲𝗽𝗮𝗿𝗲𝗱, 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲, 𝗮𝗻𝗱 𝗰𝗮𝗽𝗮𝗯𝗹𝗲 𝗼𝗳 𝗮𝗱𝗱𝗿𝗲𝘀𝘀𝗶𝗻𝗴 𝗲𝘃𝗼𝗹𝘃𝗶𝗻𝗴 𝗰𝘆𝗯𝗲𝗿𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀. Strategic recruitment is not just a process, it is a risk management strategy that strengthens security posture and supports long-term organizational growth. 𝗟𝗲𝗮𝗿𝗻 𝗵𝗼𝘄 𝗥𝗲𝗸𝗿𝘂𝗶𝘁𝗱 𝗰𝗮𝗻 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗵𝗶𝗿𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰𝗮𝗹𝗹𝘆 𝗮𝗻𝗱 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 𝘆𝗼𝘂𝗿 𝗰𝘆𝗯𝗲𝗿𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝘁𝗲𝗮𝗺𝘀: https://www.rekruitd.com #CybersecurityHiring #StrategicHiring #GRC #RedTeam #RiskManagement #TalentAcquisition #ITRecruitment #StaffingSolutions

𝗖𝘆𝗯𝗲𝗿𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗛𝗶𝗿𝗶𝗻𝗴 𝗪𝗼𝗲𝘀 𝗔𝗿𝗲 𝗥𝗲𝗮𝗹, 𝗮𝗻𝗱 𝗛𝗲𝗿𝗲’𝘀 𝗪𝗵𝘆 𝗜𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 The cybersecurity talent crisis isn’t a myth. It’s a barrier to organizational security. Globally, there is an estimated 4.8 million unfilled cybersecurity jobs.¹ In the U.S. alone, recent data shows organization only have enough staff to fill about 74% of open cybersecurity roles.² What this means for businesses:   • Critical positions stay vacant for months, increasing risk       exposure.   • Existing teams are overloaded, leading to burnout and slower       incident resolution.   • Projects stall and vulnerability remediation, compliance initiatives,       and monitoring workflows all suffer. If your security team is operating under the strain of open roles, you are not alone. This isn’t just a hiring issue, but also a strategic risk. What is the hardest cybersecurity role your company is looking to fill right now? #Cybersecurity #TalentShortage #StaffingCrisis #RiskManagment #SecurityOperations ¹https://lnkd.in/gcaFYBG8 ²https://lnkd.in/gZ4q3TbR

Cyber hiring frustrations... Every time this topic pops up in community threads, the same pain points surface and are fixable. What leaders keep running into: Process bloat: too many rounds, slow approvals, roles canceled, then revived months later. Misaligned reqs: laundry-list JDs, “5+ years” in tools that aren’t that old, location/clearance rules that shrink the pool. Screening noise: inflated resumes, keyword games, and hard-to-validate hands-on skills quickly. Signal gaps: candidates ghosted; hiring teams silent; no clear salary bands or timelines. Soft-skill misses: brilliant technicians who struggle with curiosity, ownership, or communication under pressure. I believe this isn’t just a “talent shortage.” It’s a mismatch and a process problem. Fix the process, and you surface the right people faster. Do you agree with the above, or do you see other frustrations that aren't mentioned? #CybersecurityHiring