About AprosSyber

AprosSyber helps organizations prepare for, respond to and recover from cyberattacks. Our practices span PBR, offensive security, incident response and digital forensics, serving clients across the US and Europe. We are growing fast, and the people we hire are the service we deliver.

About the role

We are hiring our first dedicated Technical Recruiter to own technical hiring across every AprosSyber practice: PBR, offensive security, incident response, digital forensics and the technical roles that support them. AprosSyber is in a dynamic phase of growth. The right candidate will be integral to our mission by onboarding the technical talent we need to serve our customers across the globe.

You will join the HR team at our Allen, Texas headquarters and partner with practice leaders in the US and Europe. In your first year, success looks like:

A steady pipeline of qualified candidates for every practice, so open roles fill in weeks, not months
A hiring plan with each practice leader that keeps up as priorities shift between practices
Fewer hires through agencies and lower agency spend, replaced by direct sourcing and referrals
Accurate applicant tracking data, so pipeline, conversion and time-to-hire reports by practice can be trusted
Fewer finalists lost to competing offers

What you'll do

Run full-cycle recruiting for technical roles in every practice, from consultants to practice leaders: intake, sourcing, screening, interview coordination, offers and closing.
Build and maintain a hiring plan with each practice leader, and rebalance effort across PBR, offensive security, incident response and digital forensics as priorities shift.
Source passive candidates through LinkedIn Recruiter, Boolean and X-ray searches, GitHub, capture-the-flag and bug bounty communities, and conferences such as SANS events, BSides and DEF CON.
Screen candidates on the technical depth each practice needs
Partner with hiring managers to define role profiles, set interview plans and calibrate what “qualified” means at each level in each practice.
Keep BambooHR accurate and current: every candidate at the right status, every source and referrer recorded, and every hire tagged to the right requisition and practice.
Manage our agency partners: set terms, track submissions and fees, and shift volume toward direct sourcing where it costs less.
Build and grow the employee referral program.
Report weekly on the hiring pipeline by practice: volume, conversion by stage, time to hire, source effectiveness and offer outcomes.
Move candidates quickly from interview to offer, and work with HR and leadership on competitive offers so we lose fewer finalists to other employers.
Give every candidate a responsive, well-informed experience that reflects how we treat clients.

What you bring

3+ years of full-cycle technical recruiting, including at least 2 years hiring for cybersecurity or information security roles.
A working knowledge of security disciplines. You can tell a penetration tester from an incident responder or a forensic examiner, and know what OSCP, GCIH, GCFA and CISSP signal.
Proven ability to source and engage passive candidates in a tight talent market.
Hands-on experience with an applicant tracking system, kept to a high standard of data accuracy. BambooHR experience is a plus.
Comfort with recruiting data: building pipeline and conversion reports in Excel or your ATS, and using them to make decisions.
Clear, confident communication with both senior technical leaders and candidates.
Ability to manage 20 or more open requisitions across several practices without losing track of candidates.
Ability to work on-site at our Allen, Texas headquarters on a hybrid schedule.
Authorization to work in the United States.

Nice to have

Recruiting experience at a cybersecurity consulting, incident response or professional services firm
A network in the offensive security or DFIR communities, or experience recruiting at security conferences and capture-the-flag events
Experience hiring in Ireland, the UK or the EU
Experience negotiating agency terms and reducing agency spend
A recruiting or HR certification, such as AIRS, SHRM-CP or PHR

Open roles (1)