REKRUITD’s Post

Hiring Cyber talent is often taking longer than it should atm. For job seekers, this can be painful. Some roles are being advertised, re-advertised, and revisited. The process can take months. Behind the scenes, there’s often more to it. 👉 Many hiring managers are battling with tight budgets. 👉 Teams are under pressure - asked to do more with less resources. 👉 Some managers need multiple people, but can only get approval for one. And when that’s the reality, it changes how decisions get made. 👉 Hiring managers are cautious - to avoid making hiring mistakes. 👉 The search criteria is often an unrealistic wish list that needs to be met. 👉 The client is willing to hold out for the unicorn that can deliver the skills of 1.5 people. Searching for that kind of talent takes time. All of this leads to longer processes, during which everything can change; restructures, shifting priorities, budget reviews, even the necessity of the role itself. It’s a testing time on both sides of the fence - for the people hiring, and the people waiting. At the end of the day, it’s important to remember we’re all human... and to respect each other’s challenges in the process. #CyberSecurity #CyberRecruitment #Hiring

The hidden cost of leaving cyber roles unfilled. On the surface, an unfilled role feels safer than rushing into a bad hire. However, vacancies in cybersecurity carry risks that most leaders underestimate. Here’s what I see happen when key cyber roles sit empty: ⚠️ Financial exposure The average data breach cost in 2025 is nearly $4.5M globally. Many of those breaches can be traced back to resource gaps. Not poor hires, but no hires. ⚠️ Slower response times When SOC seats stay vacant, alerts pile up, incidents take longer to investigate, and minor issues snowball into big problems. ⚠️ Team burnout Existing staff are asked to cover the gap. That leads to fatigue, errors, and turnover, which compounds the problem. ⚠️ Lost opportunity A vacant role isn’t just a security gap; it’s a growth gap. Strategic initiatives stall because no one has the bandwidth to drive them forward. In cybersecurity, an unfilled role can cost more than a mis-hire. That’s why at GridWorks Talent Partners, we focus on helping organizations move quickly without sacrificing vetting. The goal isn’t just to fill a seat, it’s to strengthen the frontline. Do you think leaving a role open is riskier than making a bad hire? #CybersecurityHiring #CyberTalent #RiskManagement

𝗧𝗵𝗲 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗖𝗿𝗶𝘀𝗶𝘀 𝗡𝗼𝗯𝗼𝗱𝘆'𝘀 𝗔𝗱𝗱𝗿𝗲𝘀𝘀𝗶𝗻𝗴 (𝗔𝗻𝗱 𝘁𝗵𝗲 𝗦𝗶𝗺𝗽𝗹𝗲 𝗙𝗶𝘅) 𝘞𝘩𝘺 𝘗𝘢𝘺𝘪𝘯𝘨 𝘔𝘰𝘳𝘦 𝘞𝘰𝘯'𝘵 𝘚𝘰𝘭𝘷𝘦 𝘠𝘰𝘶𝘳 𝘛𝘶𝘳𝘯𝘰𝘷𝘦𝘳 𝘗𝘳𝘰𝘣𝘭𝘦𝘮 Picture this: You just spent six months filling three critical security positions. Great candidates. Competitive offers. Strong interviews. Eighteen months later, two of them have quit. You're back to square one. This is the pattern we're seeing across our Fortune 100 clients. According to Forrester's Q1 2025 Security Workforce Report, 43% of cybersecurity teams experienced voluntary turnover in the first quarter alone. The average cost to replace a mid-level security analyst? $94K when you factor in recruiting, onboarding, and productivity loss. But here's what our 500+ executive placements have taught us: The problem isn't compensation. Burnt-out security professionals aren't leaving for 15% more money. They're leaving because they're drowning in alerts (the average SOC analyst triages 4,800 alerts per day), working in silos, and seeing no career path beyond "do more of the same." Companies solving this problem are rethinking their entire security operating model. They're investing in automation to eliminate alert fatigue. They're creating clear paths from analyst to architect to leadership. They're building cultures where security teams actually collaborate with engineering instead of being treated as the "department of no." The result? Retention rates above 90% and security programs that actually mature instead of constantly starting over. Have you seen retention improve or decline in your security team over the past year? Source: Forrester, 'The State of Cybersecurity Hiring', Q1 2025 #Cybersecurity #Leadership #Retention #ITJobs #CybersecurityJobs #Hiring #TechCareers #RedSkyConsulting

𝗪𝗵𝗮𝘁 𝗔𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 𝗪𝗵𝗲𝗻 𝗛𝗶𝗿𝗶𝗻𝗴 𝗦𝗲𝗻𝗶𝗼𝗿 𝗖𝘆𝗯𝗲𝗿𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗧𝗵𝗲 𝗦𝗵𝗶𝗳𝘁 𝗳𝗿𝗼𝗺 𝗖𝗿𝗲𝗱𝗲𝗻𝘁𝗶𝗮𝗹𝘀 𝘁𝗼 𝗗𝗲𝗺𝗼𝗻𝘀𝘁𝗿𝗮𝗯𝗹𝗲 𝗢𝘂𝘁𝗰𝗼𝗺𝗲𝘀 A CISO candidate walked into a final interview last month with eight security certifications listed on their resume. The hiring committee was impressed until they asked a single question: "Walk us through how you led your organization's response to a major security incident." The candidate couldn't provide a concrete example. Industry practitioners are sounding the alarm. According to frontline recruiting intelligence from cybersecurity hiring forums and CyberSN's 2025 job market analysis, certifications open doors but demonstrated outcomes close offers. Employers increasingly prioritize leaders who can articulate specific results: "reduced mean time to detect by 40%," "led zero-trust architecture rollout across 50,000 endpoints," "recovered from ransomware incident with 99.7% data integrity." The most in-demand skills aren't technical certifications but cross-functional leadership, business risk translation, and measurable program delivery. GRC, compliance, and security operations roles are growing faster than pure technical positions as regulations expand and boards demand accountability. For professionals advancing to senior leadership, the path forward requires building a portfolio of evidence. Document every major initiative with business impact metrics. Develop executive communication skills that translate technical risks into financial and operational terms. Seek cross-functional projects that demonstrate your ability to influence without authority. In our placements, candidates who lead with outcome-based narratives receive offers 45% faster than those emphasizing credentials alone, because hiring executives want proof you can deliver results, not just pass exams. What matters more in your hiring decisions: certifications or demonstrated outcomes? Source: CyberSN, 'Cybersecurity Job Market Analysis', 2025 #CybersecurityJobs #CISO #Leadership #TechCareers #ExecutiveSearch #Cybersecurity #RedSkyConsulting

𝗧𝗵𝗲 𝗥𝗲𝗮𝗹 𝗖𝗼𝘀𝘁 𝗼𝗳 𝗬𝗼𝘂𝗿 𝟲-𝗠𝗼𝗻𝘁𝗵 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗩𝗮𝗰𝗮𝗻𝗰𝘆 (𝗜𝘁'𝘀 𝗡𝗼𝘁 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗧𝗵𝗶𝗻𝗸) 𝘞𝘩𝘺 𝘛𝘳𝘢𝘥𝘪𝘵𝘪𝘰𝘯𝘢𝘭 𝘏𝘪𝘳𝘪𝘯𝘨 𝘈𝘱𝘱𝘳𝘰𝘢𝘤𝘩𝘦𝘴 𝘈𝘳𝘦 𝘍𝘢𝘪𝘭𝘪𝘯𝘨 𝘪𝘯 2025 A VP of Information Security called us three months into a failed CISO search. They'd interviewed 47 candidates. Made two offers. Both declined for competitors. Their security roadmap sat frozen. Their board was getting nervous. Here's what most companies miss: According to ISC2's 2025 Cybersecurity Workforce Study, the global cybersecurity workforce gap has hit 4.8 million unfilled positions. But it's not just about finding candidates. It's about speed and strategy. IBM's Cost of a Data Breach report reveals that organizations with unfilled security positions experience breaches that cost an average of $1.8M more than fully staffed teams. Meanwhile, the average time to fill a senior cybersecurity role has stretched to 142 days (up from 89 days in 2022). Every week that role stays open, your risk exposure grows. The companies winning this talent war aren't posting jobs and waiting. They're tapping into pre-vetted networks of passive candidates. They're moving fast (we're talking 21-day time-to-hire). They're leveraging recruiters who maintain relationships with top performers long before roles open. That's the advantage of working with a specialized firm that places cybersecurity talent for over 50% of the Fortune 100. What's your biggest bottleneck in filling critical security roles right now? Source: ISC2, 'Cybersecurity Workforce Study', 2025 | IBM Security, 'Cost of a Data Breach Report', 2025 #Cybersecurity #Hiring #CISO #TechCareers #ExecutiveSearch #CybersecurityJobs #Leadership #RedSkyConsulting

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

𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗶𝗽𝗲𝗹𝗶𝗻𝗲 𝗕𝗲𝗳𝗼𝗿𝗲 𝗬𝗼𝘂 𝗡𝗲𝗲𝗱 𝗜𝘁: 𝗧𝗵𝗲 𝗦𝗲𝗰𝗿𝗲𝘁 𝘁𝗼 𝗦𝘁𝗿𝗲𝘀𝘀-𝗙𝗿𝗲𝗲 𝗛𝗶𝗿𝗶𝗻𝗴 Organizations often scramble when critical roles open, resulting in rushed hiring decisions and misaligned talent. Research shows that companies with proactive talent pipelines fill positions 40% faster and experience 50% lower turnover in the first year. 𝗔𝘁 𝗥𝗲𝗸𝗿𝘂𝗶𝘁𝗱, 𝘄𝗲 𝗵𝗲𝗹𝗽 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝘀 𝗯𝘂𝗶𝗹𝗱 𝗿𝗼𝗯𝘂𝘀𝘁 𝘁𝗮𝗹𝗲𝗻𝘁 𝗽𝗶𝗽𝗲𝗹𝗶𝗻𝗲𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝗮𝗿𝗶𝘀𝗲𝘀. By maintaining ongoing relationships with pre-qualified IT and cybersecurity professionals, we ensure that candidates are ready, vetted, and aligned with both technical requirements and company culture. For instance, a recent client with a continuously evolving cybersecurity team avoided extended vacancies by leveraging our pipeline. The result: seamless onboarding, immediate impact, and retention beyond three years for key roles. 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗶𝗻 𝗮 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝘀 𝗵𝗶𝗿𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝗿𝗲𝗮𝗰𝘁𝗶𝘃𝗲 𝘁𝗼 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰, 𝗿𝗲𝗱𝘂𝗰𝗶𝗻𝗴 𝘀𝘁𝗿𝗲𝘀𝘀, 𝗰𝗼𝘀𝘁𝘀, 𝗮𝗻𝗱 𝗼𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗿𝗶𝘀𝗸. Companies that plan ahead gain a decisive advantage in today’s competitive talent landscape. Discover how Rekruitd can help you build a ready-to-go talent pipeline: https://www.rekruitd.com #TalentPipeline #StrategicRecruitment #ITStaffing #CybersecurityTalent #EmployeeRetention #WorkforcePlanning #RecruitmentExcellence #LongTermHiring

Tech jobs are oversaturated and too many talented, experienced professionals are getting overlooked. I’ve seen skilled engineers, analysts, and cybersecurity professionals struggle to get noticed not because they lack the skills, but because their value isn’t being clearly communicated. Here are five ways to stand out in a competitive market: Optimize your resume for ATS. Use industry-relevant keywords such as cybersecurity, cloud security, incident response, SOC operations, network defense, and risk management. Recruiters and applicant tracking systems both rely on keyword alignment. Quantify your results. Employers want to see measurable impact. Instead of “Handled security incidents,” say “Improved incident response time by 35% through enhanced detection and escalation processes.” Tailor every application. Customize your resume and cover letter for each role. Align your skills and certifications directly with the job description and company objectives. Build your digital presence. Engage with industry content, share insights, and contribute to conversations in your field. Recruiters notice professionals who are active and credible online. Network intentionally. Reach out to hiring managers, recruiters, and peers in your domain. Many roles are filled through relationships before they’re even posted. The tech job market is competitive, but clarity, consistency, and communication still make you stand out. WE GOT THIS!!! REPOST THIS TO MAXIMIZE EXPOSURE !!! #TechJobs #CyberSecurity #InformationTechnology #ITCareers #CyberSecurityJobs #JobSearch #CareerGrowth #ATS #Networking #TechTalent #JobHunt

𝗪𝗵𝘆 𝗬𝗼𝘂𝗿 𝗕𝗲𝘀𝘁 𝗖𝘆𝗯𝗲𝗿𝘀𝗲𝗰𝘂𝗿𝗶𝘁𝘆 𝗧𝗮𝗹𝗲𝗻𝘁 𝗶𝘀 𝗢𝗻𝗲 𝗕𝗮𝗱 𝗪𝗲𝗲𝗸 𝗔𝘄𝗮𝘆 𝗳𝗿𝗼𝗺 𝗤𝘂𝗶𝘁𝘁𝗶𝗻𝗴 𝗔𝗻𝗱 𝘁𝗵𝗲 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗠𝗼𝘀𝘁 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗠𝗶𝘀𝘀 A CISO at a Fortune 500 financial services firm called us last month. Three senior security engineers had resigned in six weeks. Exit interviews revealed the same story: overwhelming alert fatigue, 24/7 on-call expectations, and zero capacity for strategic work. Here's what the data shows. According to (ISC)²'s 2025 Cybersecurity Workforce Study, 73% of cybersecurity professionals report burnout as a significant concern, with understaffing cited as the primary driver. The global cybersecurity workforce gap now sits at 4.8 million unfilled positions, putting crushing pressure on existing teams. Companies lose not just the departing talent, but 6 to 9 months of institutional knowledge and the $120K average cost to backfill senior security roles. The organizations that retain top cybersecurity talent do three things differently. They staff proactively before burnout hits, not reactively after resignations. They invest in automation to reduce manual toil and alert noise. And they create clear career progression paths that go beyond technical depth into leadership and strategy. Working with Fortune 100 clients, we've seen retention rates improve by 40% when companies address workload sustainability upfront during the hiring process, setting realistic expectations and building teams with capacity buffers. What's your biggest challenge in keeping your cybersecurity team engaged and preventing burnout? Source: (ISC)², 'Cybersecurity Workforce Study', 2025 #Cybersecurity #TechCareers #Leadership #CISO #CybersecurityJobs #HiringNow #RedSkyConsulting #ITJobs

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