Cybersecurity recruiters who screen for judgment under live threat: engineers vetted on incidents handled, controls built, and decisions they can defend, permanent or contract.
Why STACK IT
Most agencies optimize for volume. We optimize for the one hire who’s right, vetted by people who understand the work.
We screen for how a candidate reasons about threat, triage, and trade-offs, not how many acronyms they can list. No one reaches you without two of our recruiters signing off.
Fake profiles, proxy interviews, and AI-assisted answers are everywhere in security hiring, where the stakes are higher. We meet each candidate face-to-face on video and screen for AI patterns, so who you vet is who shows up.
Security people burn out and get poached fast. We align trajectory, growth, and total comp so your hire grows with the team instead of walking your institutional knowledge out the door.
Success-based and non-exclusive, no upfront fees, no retainers. We invoice on your hire’s first day, not before.
The payoff
Hiring well costs less than you think, and a strong hire changes far more than the work in front of them.
Threats get caught, not buried.
A strong analyst tunes the noise down and the signal up.
You stay audit-ready by default.
Controls and evidence are maintained, not reconstructed under deadline.
Your cloud and infra stay hardened.
Secure-by-default beats patching after the incident.
Security ships with the business.
The right hire makes secure the fast path, not the blocker.
Incidents stay contained and short.
Practiced response turns a crisis into a controlled event.
How we screen
We screen for how cybersecurity engineers actually think. Every shortlist is judged against the same five criteria that predict whether someone delivers in your codebase.
Reads a situation and prioritizes by real business risk, not severity scores alone: what’s exploitable, what’s exposed, what matters first.
Real command of the stack they’ll own (SIEM/EDR, cloud security, identity, or network), probed through actual incidents and configs, not certification trivia.
Calm, methodical work under live pressure: contain, find root cause, communicate, and leave detections behind so it doesn’t recur.
Builds security into systems and pipelines early (threat modeling, least privilege, secure SDLC) instead of bolting it on after.
Explains risk to non-security stakeholders, gives developers workable guidance, and earns buy-in instead of just filing findings.
Proof it works
Discover what changed once the right hire joined our clients’ team.
A fintech SOC was drowning in alerts and triaging by gut feel, with mean time to respond climbing past acceptable limits. The analyst we placed re-tuned detection rules, built triage runbooks, and automated enrichment, cutting mean time to respond by 74% inside the first quarter.
Stood up the control framework and evidence pipeline for a SaaS company’s first SOC 2 Type II, closing every gap before the auditors arrived.
Hardened a healthcare provider’s cloud estate, fixing misconfigurations and enforcing least-privilege access across every account.
Real technical screening, a calibrated shortlist in days, and candidates vetted for fit, not just resumes. Let’s start your search.
Specializations
Whatever your team runs on, we screen for the people who do the work right.
Detection, triage, and response that keeps the SOC ahead of the noise.
Secure code, secure pipelines, and vulnerabilities caught before release.
Hardened cloud, network, and identity across every account and environment.
Frameworks and audits mapped to real controls, not just paperwork.
Finding the gaps before attackers do, with proof and a fix path.
Least-privilege access and strong identity across every system.
The cost of waiting
An empty seat doesn’t delay work, it redistributes it. The longer the search drags, the more it costs.
Every week a role stays open, the cost lands on the team you already have.
Speed isn’t a nice-to-have. It’s the difference between a gap and a setback.
Time to fill this role
How you hire
Two models, one standard of quality. Bring on the cybersecurity engineers you need the way that fits your timeline and budget.
Permanent
Best when you’re building the team for the long term.
Contract
Best when you need delivery capacity now, without adding headcount.
Not sure which fits? Compare permanent vs. contract
FAQ
The questions teams usually ask before starting a search with us.
Engineering roles sit above analyst roles at equivalent experience, because the work moves from detecting problems to designing the systems that prevent them. Budget salary plus employer costs: CPP, EI, employer health tax, benefits and tooling typically add 20 to 30 percent on top of the base. Our breakdown of cyber security salary in Canada covers the ranges by seniority and what the aggregate sources get wrong.
We focus on hands-on defensive work. We walk through security infrastructure a candidate has built or hardened across cloud, identity, and access, probe how they handled a real incident, and have them explain their decisions in plain terms. The test is finding and closing gaps before they become tickets, not reciting frameworks. Our cybersecurity recruitment agency desk also covers security analyst and penetration tester searches, so adjacent hires stay under one roof.
A cybersecurity engineer builds and hardens defenses, a penetration tester tries to break them, and a security analyst monitors and responds. We screen for the specific security discipline you need.
Both. Hardening projects and cloud migrations can fit contract, while owning your security posture long term is usually permanent. We advise based on the work.
Cybersecurity is one of the roles carrying sustained 2026 premiums, driven by regulation and AI-related risk, so bands move faster than average. We benchmark against recent placements rather than year-old surveys.
Permanent hires are success-based: you pay only when someone starts, with no upfront fee, backed by our 90-day guarantee. Contract runs on a transparent hourly rate. We will walk you through the specifics on an intro call.
Judgment with evidence behind it. Certifications say a candidate studied; incidents say how they think. Good cyber security recruitment probes real events the candidate handled, containment decisions, what the post-mortem changed, and the controls they built that outlasted them. That screen is the core of our cybersecurity recruitment practice.
Security engineering pays a premium over general software roles: intermediate cybersecurity engineers typically land within the band on this page, cleared roles and financial-sector employers pay above it, and engineers who can both build controls and run incidents clear it comfortably. Engineers generally out-earn analysts at the same seniority because building is scarcer than monitoring. Full bands by seniority and city are in our 2026 Canadian Tech Salary Guide.
Still have a question? Talk to a recruiter
Bill 190 compliant by default.
Every search keeps your hiring audit-ready in Ontario.
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Share the role and we’ll reply within one business day with a calibrated shortlist of three to five cybersecurity engineers, screened for your stack and your team.
