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Engineers for companies whose product is trust.
TekRecruiter recruits technology and engineering talent for security technology companies, from consumer cybersecurity to smart home security: software, DevOps and cloud engineers, security specialists and CISOs. We screen product engineers on secrets handling, auth and dependency hygiene, and specialists on what they found and fixed, so you hire people who build a product customers can trust. Beyond skills and experience, we look for HEARTThe HEART standardHHigh agencyEExecutionAAccountabilityRResourcefulnessTTransparencyWhat we look for, beyond skills →.
Security Technology clients
Security companies need more than security engineers.
A security company is a software company first. It needs product engineers, DevOps and cloud engineers and web platform specialists who can work to a security company’s standard, alongside the specialists who test, defend and govern. We recruit both.
Share of our 2026 placements
Security companies, one of seven sectors in our 2026 placement mix.
Software and DevOps Engineers
Norton’s Engineering Manager on an application modernization and cloud optimization project: our team could quickly supply highly skilled Software and DevOps Engineers who blend well with existing teams.
Placed in Atlanta, 2026
Chief Information Security Officer for a top IT infrastructure company, through our executive search practice.
What security companies hire us for.
Product and platform engineers
Software engineers who build security products, and DevOps and cloud engineers who modernize and run them.
Security specialists
Ethical hackers, remediation engineers, identity and access management engineers, network and cloud security engineers, and cybersecurity analysts.
AI security
AI security engineers and architects securing models, agents and the data behind them.
Security leadership and GRC
CISOs and GRC managers who own risk, compliance and the security program.
Why security technology searches go wrong.
Security companies hold every hire to a higher bar, and the usual recruiting shortcuts don’t clear it. These are the misses we see.
- 01
Specialists only.
The search staffs the red team but not the product, DevOps and web engineers the company actually runs on.
- 02
Certifications as the screen.
A shortlist ranked by acronyms, with no one asked what they found, proved or fixed.
- 03
One “security engineer” title.
Offensive, IAM, cloud security and GRC work posted as one role, so every candidate is half right.
- 04
Product engineers without security habits.
Hard-coded secrets, weak auth or unpinned dependencies, shipped inside a product that sells trust.
- Of our 2026 placements were at security companies
- 7%
- Placed in Atlanta, 2026
- CISO
- Of submitted candidates get interviewed
- 82%
At a security company, every engineer is on the security team.
We’re technical people. We screen product and platform engineers for security judgment in code they shipped, and security specialists on what they found, fixed or defended in a real environment. Certifications help; they are not the answer. Every candidate we present also meets HEART, our standard beyond skills.
- Secure-by-default habits: how product engineers handled secrets, auth, input validation and dependencies in code they shipped.
- Real findings: for ethical hackers and remediation engineers, what they found, how they proved it and how it was fixed.
- Identity depth: IAM engineers who can explain an integration they built, such as SailPoint with Okta.
- Program view: for CISOs and GRC managers, how they ran risk, audits and the board conversation.
| A generalist tech recruiting firm | TekRecruiter |
|---|---|
| Counts security certifications | Asks what the candidate found, fixed or defended |
| One "security engineer" profile | Separates offensive, remediation, IAM, cloud, AI security and GRC |
| Recruits specialists only | Also staffs the product, DevOps and web engineers a security company runs on |
| Takes “led our SOC 2 audit” at face value | Asks which controls they owned and what the auditor found |
| No platform depth | Recruited Adobe Experience Manager specialists for a Boca Raton security company |
The HEART standard
What we look for beyond skills and experience, in every candidate we present.
- High agencyPeople who see what needs to be done and act without waiting to be told.
- ExecutionPeople who turn ideas into results.
- AccountabilityPeople who own the outcome, not just their piece of the work.
- ResourcefulnessPeople who figure things out when the answer isn’t obvious.
- TransparencyPeople who communicate clearly, honestly, and early.
What clients say.
We needed to hire a senior IAM engineer with deep SOC 2 knowledge, and the role had been open for more than three months. Within a week of speaking with Ron, his team sent over three very solid profiles, and we finally found the right fit in just two weeks.
The hiring team needed someone who could build a Java automation framework from scratch, and we had worked the search for six straight months with at least 12 or 13 vendors. TekRecruiter sent one candidate, and he got the job.
Their ability to quickly supply highly skilled software and DevOps engineers who blend in well with our existing teams continues to amaze me. They are highly technical at the account management level and transparently propose different solutions, whether staff augmentation or nearshore outsourcing.
Across multiple companies, I’ve hired more than six senior software engineers through TekRecruiter, and every one of them has been an impressive builder.
I got a firsthand look when I needed a software engineer with strong TypeScript skills to join my team. I was happy with the candidates, and I was able to make a hiring decision.
A former colleague referred me to TekRecruiter, and I was very impressed by the caliber of the senior DevOps engineers they presented. I identified two senior DevOps engineers who were exceptional fits for my team.
He said he would share three to four candidates within a week, and that’s exactly what he did. We hired a senior software engineer we’re confident in, and we’ve been thrilled with how well things have worked out.
The few times I’ve hired over the last five years, I’ve always been vendor neutral, and TekRecruiter has been the staffing partner that filled every one of those open engineering roles.
Where we fit in security hiring.
- Cybersecurity and identity product companies scaling engineering.
- Smart home and device security companies that need software, cloud and web platform talent.
- Security teams that want staff augmentation or nearshore, with every consultant interviewed first.
- Physical security guards or installers. We recruit technologists.
- A managed security service. We place people who work under your management; we do not run your SOC.
- Roles that need a clearance we cannot verify up front. We raise clearance requirements at intake.
Security technology hiring questions, answered.
Do you recruit for cybersecurity companies?
Yes. Security companies made up 7% of TekRecruiter’s 2026 placements, and Norton is a client. We recruit the software, DevOps and cloud engineers who build and run security products, plus security specialists and security leaders.
Do security companies use TekRecruiter repeatedly?
Yes. Bob Franklin, Director of IT at ADT, has been vendor neutral in the few hires he has made over five years, and TekRecruiter filled every one of those open engineering roles. At NortonLifeLock, we filled a Java automation framework role that had been open for six months across 12 or 13 vendors, with the first and only candidate we sent.
What cybersecurity roles do you recruit?
Ethical hackers (penetration testers), remediation engineers, identity and access management engineers, network and cloud security engineers, AI security engineers and architects, GRC managers and cybersecurity (SOC) analysts. See cybersecurity engineering recruiting.
What do clients say about working with you?
Morgan O’Conner, Engineering Manager at Norton, on an application modernization and cloud optimization project: “Their ability to quickly supply highly skilled Software and DevOps Engineers who culturally blend well with our existing teams continues to amaze me.”
Do you place CISOs?
Yes. In 2026 we placed a Chief Information Security Officer at a top IT infrastructure company in Atlanta. Security leadership searches run through our executive search practice, retained or contingent; see CISO search.
Do you recruit identity and access management engineers?
Yes. IAM is one of the security specialties we recruit for, and we supported a SailPoint Predictive Identity integration with Okta. Read the case study.
Do you recruit web platform specialists for security companies?
Yes. In 2026 we recruited Adobe Experience Manager developers and architects for a security company in Boca Raton. AEM developer-architects billed about $80 an hour. See Adobe Experience Cloud recruiting and the 2026 Tech Salary & Rate Guide.
Can a security company use nearshore engineers?
Yes, for many roles. We place English-speaking engineers in Latin America who work US hours, at about 50% lower cost, and every consultant is interviewed by you first. If a role requires US residency or a clearance, we say so at intake. See nearshore engineering.
What is the HEART standard?
HEART is the standard we screen every candidate against, beyond skills: high agency, execution, accountability, resourcefulness and transparency. It describes people who take ownership, turn ideas into results and move the business forward. See the standard.
Last updated .
Roles and work security companies hire for.
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