You need the right people to outsmart the cybercriminals

The risks and threats that come with the digital revolution are constantly growing in sophistication and volume.

You’ll need professionals who can manage this and who have the skills to mitigate the risks through a mix of the latest technical, procedural and behavioural controls. 

Cyber security capabilities have a lot to keep up with, as do the professionals who develop them. 

Let us find the cyber security talent you need 

Professionals who combine strong problem-solving skills with experience of the latest technologies, such as cloud and AI, to build automated security systems will be the ones who get hired most quickly. 

That’s why our super-networks and extensive relationships across the tech community are so important. Even in an area as quickly evolving as cyber security, we can always find exceptional people.  

Whether you are a multinational in Auckland, an SME in a regional area or a start-up looking to scale, we’ve got the professionals who will protect both your data and your reputation. 

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  Cyber is a priority for New Zealand boards. Cyber-attacks are increasing in number and sophistication every year. The potential damage to businesses has grown, along with the size of fines for non-compliance in many sectors.

And then you add the impact of COVID-19 to the mix, which cybercriminals sought to make the most of, and you have the perfect storm. As such cyber security professionals are in high demand and the competition for talent is fierce 
Robert Beckley, Regional Director 

Your cyber security recruitment questions, answered

Are there lots of cyber security professionals looking for jobs right now?

Unfortunately, not. Competition for talent is fierce and good cyber security professionals are hard to find – especially when you consider the increasing sophistication of cyber threats and the consequently evolving skills required to implement security protocols that meet them.
That’s why our networks are so important: with our extensive list of partners, advanced technology to help us mine data quickly, and the proactive approach from our cyber team, we’re uniquely in a position to find you the right person when you need them. Not to mention, we care about finding cyber experts the best roles for them, given the importance of this role to business and our economy.

What qualifications should I look for in cyber security professionals?

Of course, for technical roles a solid understanding of the principles of networking are vital – such as CCNA, for example. For more senior roles, qualifications such as CEH, CISSP, CISM, CRISC and CISA are good indicators of a well-rounded professional.

Should I just hire for technical skills when recruiting cyber security professionals? 

Technical skills are important, but you must look for a strong set of soft skills too: the best cyber professionals, especially those in more senior roles, have excellent stakeholder management, communications and other, similar, soft skills.
Personal attributes like attention to detail, a dedication to upskilling and good problem-solving skills will also help round out your security team.

Aside from a good salary, what can I do to attract these professionals?

Obviously, a competitive salary is vital and your offering should be benchmarked using a tool like the Hays Salary Guide. But aside from this, opportunities to train and upskill are welcome – offering to pay for qualifications – such as CISM and CISSP – and giving time off to take courses. Similarly, giving them time to attend the latest cyber security conferences and expos – such as hackathons or events and meetups in a more niche field, be it fintech, healthtech, risk or offensive events.
Other than this, flexible working is almost a prerequisite. Finally, stress that your organisation recognises the strategic input of its cyber security team and doesn’t just see them as a support function.

How can I assess cyber security professionals so I hire the right person?

Don’t focus too much on whether someone has experience in your exact industry, as this will seriously reduce your talent pool – and most cyber experience is highly transferable. Assess for technical competency by checking their qualifications and maybe having a technical assessment in place.
However, once you’ve established that they have the right technical skills: ditch that CV and talk to them. Find out if they can communicate well and clearly, ask about problems they’ve had to overcome in the workplace to get a feel for their attitude and aptitude, and find out if and how they keep up to date with the latest security developments away from work.