Recruiting in Cybersecurity and Cloud Security
In my role as Head of Client Delivery at Salisi Human Capital, I see every day how challenging it is for organizations to hire the right cybersecurity and cloud security professionals. The demand for top talent far outweighs the supply, and the stakes for making the right hire have never been higher.
The Hiring Challenge
- The talent gap is real – There are simply not enough specialists with deep expertise in areas like Cloud Security Posture Management (CSPM), identity and access management, and threat detection.
- The market is fiercely competitive – The best candidates are often already employed and not actively applying. They need to be identified, approached, and engaged with care.
- Skills aren’t enough – Beyond technical excellence, organizations need people who can translate risk into business language, influence leadership, and embed security into company culture.
Our Approach at Salisi
What makes us different at Salisi Human Capital is how we partner with clients. We don’t take a volume-based approach; we take a precision-based one. My team and I focus on:
- Engaging passive candidates – the highly skilled professionals you won’t find on job boards.
- Understanding your mission and culture – ensuring every candidate we present can thrive and add long-term value.
- Speed with quality – because in cybersecurity, waiting too long to hire the right person can expose your business to unnecessary risk.
Recruiting in cybersecurity isn’t just about filling seats—it’s about protecting organizations, enabling innovation, and ensuring resilience. At Salisi, we’re committed to helping companies secure the talent they need to stay ahead.
The Cybersecurity Hiring Challenge
Cybersecurity has never been more critical—or more competitive. Companies know they need top talent to stay ahead of evolving threats, but finding and keeping the right people is another story.
Here are some of the biggest challenges we see:
- Talent Shortage – Demand far outpaces supply, leading to fierce competition for skilled professionals.
- Candidate “Shopping” – Many candidates entertain multiple offers, which can lead to churn and instability.
- Misalignment – Hiring fast often means hiring without fully aligning skills, culture, and long-term goals.
At Salisi Human Capital, we work with high-growth cybersecurity vendors and end-users to solve these issues. Our approach is built on:
- Deep market knowledge and networks in cybersecurity.
- A partnership mindset—aligning hiring strategy with business objectives.
- Quality over quantity—presenting candidates who truly fit, not just tick boxes.
In cybersecurity, the cost of a bad hire is more than lost time—it can mean lost opportunity or even increased risk. That’s why precision in hiring matters.
Rethinking Recruitment Partnerships
Across industries, one of the biggest challenges growing companies face is balancing speed with quality when it comes to hiring. The pressure to scale quickly can lead to short-term fixes, but the real impact comes from building teams that are aligned with long-term strategy.
What makes the difference?
🔹 Taking the time to understand the business: its goals, culture, and future challenges.
🔹 Approaching the market with precision, not volume.
🔹 Building long-term relationships instead of quick transactions.
This approach requires more effort, but it creates partnerships that last and teams that thrive.
Recruitment, at its best, isn’t a transaction—it’s a cornerstone of sustainable growth.