Turn hundreds of cyber applicants
into the few worth interviewing.
You send the role and candidates. CyberHire handles the technical screening and gives you back the people worth speaking to, with evidence behind every name.
Maya Andersen
Candidates
Maya Andersen
94 14m HIREJordan Li
91 19m HIREPriya Raman
87 23m HIREWhat we believe
Ability should matter more than appearances.
The best CV should not beat the best candidate. The most polished interviewer should not automatically beat the better operator. People without the perfect background should still get the opportunity to prove themselves.
CyberHire gives candidates the opportunity to show what they can actually do, and gives hiring teams the evidence they need before deciding who deserves an interview.
The market has changed
The CV is becoming easier to manufacture.
Real ability is not.
AI-written CVs, one-click applications, keyword-optimised resumes and rehearsed interview scripts. Appearance is becoming cheaper to manufacture by the month. Actual capability is not.
AI can polish the CV, optimise the keywords and rehearse the interview. None of that changes whether someone can investigate the alert sitting in front of them.
The right question was never how impressive is this candidate on paper. It is whether they can do the work. That is what CyberHire is built to answer.
Same phrases, hundreds of times
- "results-driven" × 0
- "passionate about cyber" × 0
- "strategic thinker" × 0
- "proven track record" × 0
- "cyber enthusiast" × 0
What the inbox looks like on Monday morning. All formatted alike. All claiming everything. All impossible to rank.
Maya Andersen
Verified in live technical assessment
Actually did the work
- Correctly triaged 4/5 alert scenarios
- Escalated the fifth appropriately
- Clean integrity across the session
The transformation
Hundreds of applicants in.
The few worth interviewing out.
Two ways to arrive at a shortlist. One ranks by CV. The other ranks by what candidates actually demonstrated.
312
CVs to read
23h
screening
6w
to fill
James Wilson
5 yrs SOC, CISSP, GCIH
Sarah Chen
3 yrs IR, SC-200
David Kumar
7 yrs cloud security, CCSP
Emma Brooks
4 yrs AppSec, OSCP
Marcus Lee
6 yrs threat intelligence
Lena Park
5 yrs forensics, GCFA
Tom Reed
8 yrs pentest, OSEP
Priya Patel
2 yrs SOC analyst
Olivia Stone
4 yrs detection engineering
Daniel Cole
6 yrs malware analysis
Aisha Khan
3 yrs GRC, CISA
Carlos Vega
7 yrs IR, GCIA
Maya Andersen
5 yrs SOC + KQL specialism
Noah Tremblay
Self-described "cyber ninja"
Robert Singh
10 yrs CIO, transitioning
Hannah Walker
Recent grad, CompTIA Security+
Jordan Li
5 yrs SOC, GCIH, KQL strong
Priya Raman
4 yrs SOC, Sentinel exp
James Wilson
5 yrs SOC, CISSP, GCIH
Sarah Chen
3 yrs IR, SC-200
David Kumar
7 yrs cloud security, CCSP
Emma Brooks
4 yrs AppSec, OSCP
Marcus Lee
6 yrs threat intelligence
Lena Park
5 yrs forensics, GCFA
Tom Reed
8 yrs pentest, OSEP
Priya Patel
2 yrs SOC analyst
Olivia Stone
4 yrs detection engineering
Daniel Cole
6 yrs malware analysis
Aisha Khan
3 yrs GRC, CISA
Carlos Vega
7 yrs IR, GCIA
Maya Andersen
5 yrs SOC + KQL specialism
Noah Tremblay
Self-described "cyber ninja"
Robert Singh
10 yrs CIO, transitioning
Hannah Walker
Recent grad, CompTIA Security+
Jordan Li
5 yrs SOC, GCIH, KQL strong
Priya Raman
4 yrs SOC, Sentinel exp
19
tests sat
2m
to review
8
ready to hire
Ranked by performance
Maya Andersen
94
HIREJordan Li
91
HIREPriya Raman
87
HIREOlivia Stone
82
HIREDavid Kumar
79
HIRECarlos Vega
76
HIREAisha Khan
73
HIRELena Park
71
HIRE6 weeks
spent reading CVs and scheduling interviews
2 minutes
picking the people who really know their stuff
Get back the few worth interviewing, with the evidence behind every name.
How it works
Send us the role. We handle the rest.
CyberHire is a fully managed technical screening service. You do not configure a platform. You do not build the tests. You brief us on the role, and we deliver the evidence.
-
01
Send us the role
Give CyberHire the job specification and securely connect the candidates you want assessed. Direct applicants, referrals, agency submissions and internal candidates all go through the same door.
-
02
We build and run the assessment
CyberHire translates the role into realistic technical challenges, manages candidate communication and runs the screening process end-to-end.
-
03
Get the evidence
Monitor results in your workspace if you want to. Receive a clear, decision-ready report showing who performed strongest, why, and what to probe during interview.
What you do not have to do
No assessment programme to build.
No technical tests for TA to design.
No spreadsheets to maintain.
CyberHire handles the technical bit.
Paste or drop a job spec here
Tier 2 SOC Analyst
Banking · UK · hybrid
We are hiring a Tier 2 SOC Analyst to join our 24/7 security operations team. The role focuses on alert triage, threat hunting, and incident response handover.
Required:
- · 3+ years SOC experience
- · Strong KQL and Microsoft Sentinel
- · Linux command-line proficiency
- · Packet analysis with Wireshark or tshark
- · Incident response exposure
- · MITRE ATT&CK familiarity
Waiting for a job spec
SOC Analyst Tier 2 Screen
6 challenges · ~50 min · hands-on
- 01 10 min
KQL Threat Hunt
Sentinel-style log investigation
- 02 10 min
Privilege Escalation
Linux terminal · sudo misconfig
- 03 8 min
PCAP Triage
Lateral movement detection
- 04 8 min
Auth Log Investigation
Brute force + persistence
- 05 9 min
Incident Response
Multi-stage scenario triage
- 06 5 min
ATT&CK Mapping
TTP knowledge check
Realism, not trivia
Test the work. Not the vocabulary.
Candidates demonstrate capability in environments that resemble the actual job. Real Sentinel-style KQL, real event logs, real Linux boxes, real code, real packet captures. The way the work is actually done.
A hiring signal you can trust, because the evidence was produced under conditions that look like the role.
candidate@box-7f3a:~$ sudo -l
(ALL : ALL) NOPASSWD: /usr/bin/less
candidate@box-7f3a:~$ sudo less /etc/hosts
: !/bin/bash
root@box-7f3a:/# id
uid=0(root) gid=0(root) groups=0(root)
[ challenge solved · privilege escalation · 04:37 ]
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▸ Custom Views
▾ Windows Logs
Application
Security
Setup
System
▸ Applications and Services
A real Linux box. SSH in, work like you're on the job.
Built to match the Microsoft Sentinel Logs UI keystroke for keystroke.
Phishing triage in a familiar inbox layout. Headers and raw source on tap.
Native Windows Security Event triage. Same columns, same icons, same workflow.
Syntax-highlighted code review with the languages your AppSec team actually reviews.
KQL · SIEM investigation · Linux · PCAP analysis · email analysis · incident response · detection engineering · secure code review · cloud security · Active Directory · PowerShell · event logs
The deliverable
Know who is worth interviewing. And why.
A concise, decision-ready report. Not a data dump. Not a black-box score. A short document you can read in two minutes and forward to a hiring stakeholder.
SOC Analyst Tier 2 Screen
24
Invited
19
Completed
78
Avg score
8
Hire-ready
Score distribution
6 candidates above the hire threshold
Skills across the cohort
Inside the report
The full cohort. The clear shortlist. What to probe next.
Overall cohort performance, ranked shortlist, strongest candidates and where they stand out, weaknesses, integrity findings, areas to probe during interview and a clear recommendation on who is worth progressing.
Cohort summary
Screened, completed, top score, median, integrity flags.
Score distribution
Where the cohort landed against the interview bar.
Ranked leaderboard
Candidates ordered by score with time as tiebreak.
Top pick profile
Detailed scorecard for the strongest candidate.
Skill-level performance
Per-skill breakdown for every dimension assessed.
Areas to probe in interview
Where to press each shortlisted candidate.
Channel-neutral
However they reached you,
hold them to the same standard.
The source tells you where they came from. Their work tells you whether they are worth interviewing.
Direct applicant
Came through the job ad. Nothing about the ad tells you whether they can do the work.
Referral
Recommended by someone you trust. The recommendation is a signal, not proof.
Internal candidate
Someone already in the business. Their record covers a different role. What can they do in this one?
Agency submission
Introduced by a recruitment partner. Their shortlist deserves the same evidence bar as everyone else.
CyberHire is complementary to recruitment agencies, not a replacement. Every candidate on the shortlist, from every source, is measured on the same evidence.
Who this is for
Built for teams making hiring decisions that matter.
Security leaders under time pressure. Talent teams drowning in AI-polished applications. MSSPs and consultancies hiring across role families. Recruitment agencies putting technical validation behind every candidate they submit.
Security leaders + talent teams
One critical hire. A pile of plausible CVs. Two weeks you cannot spare.
Point CyberHire at the applicant pool you already have. Get back the candidates worth an hour of your calendar, with the evidence attached to every name.
See how it works for security hiring →MSSPs + consultancies
Hiring repeatedly across roles, without burning senior analyst time.
SOC, IR, pen test, cloud security, AppSec on rolling requisitions. One managed screening pipeline, evidence attached to every candidate. Your seniors get their week back.
MSSP hiring at scale →Larger organisations
Recruiting across multiple cyber roles at once, on repeatable standards.
One managed technical screening service across every role family, so every requisition is held against the same evidence bar. Multiple hiring managers can review together.
Talk about ongoing hiring →Recruitment agencies · CyberHire Partners
Differentiate your cyber recruitment service with independent technical validation.
You own the client relationship. CyberHire handles the technical bit. Send us the role and the candidates you have sourced, and we ship the report you can present.
Explore CyberHire Partnerships →Integrity
Technical evidence is useless
if you cannot trust how it was produced.
Some candidates will try to game any assessment. AI on a second monitor, a friend on Discord, a hired proxy. Pretending it does not happen does not make it go away.
CyberHire captures the signals honestly and surfaces them alongside the technical score: tab switching, copy and paste patterns, fullscreen exits, multi-monitor use, keystroke rhythm, and optional webcam monitoring with candidate consent where enabled. These signals support human review. They inform your judgement. They do not automatically prove cheating.
Tom Okafor
Risk score
41/100
REVIEWIntegrity events
Concentrated in Q3. Largest paste was 184 chars into the free-text answer.
Second display connected at 14:32, 11 minutes into the session.
8 of 12 in the final 5 minutes of the session.
Inter-keystroke intervals were uniform within 4ms variance.
Passed checks
Three integrity tiers: Standard, Secure, Proctor. Pick the one your role warrants.
Why CyberHire exists
In 2015, CyberHire's founder Michael Carthy applied for the SANS Cyber Academy alongside around 25,000 other people. The process assessed aptitude and ability rather than simply picking the strongest-looking CVs. 32 people were selected. Michael finished second. That opportunity changed the direction of his career.
Years later, while building and hiring for his own SOC team, he saw how heavily cybersecurity recruitment still relied on CV claims, certifications, pedigree and interview performance. That experience eventually led to CyberHire.
"Someone gave me the opportunity to prove what I could do. Capable people deserve that same opportunity."
Michael Carthy
Founder, CyberHire
Common questions
Straight answers to the questions buyers ask.
What the service covers, how the report reads, how CyberHire fits alongside your existing hiring motion.
What is CyberHire actually doing for us?
CyberHire is a managed technical screening service for cybersecurity hiring. You send us the role and the candidates. We translate the role into realistic technical challenges, run the assessment process, manage candidate communication, and hand back a decision-ready report showing who performed strongest, why, and what to probe during interview.
Do we have to configure anything, or maintain a platform?
No. There is no assessment programme to build, no technical tests for talent acquisition to design and no spreadsheets to maintain. CyberHire handles the technical bit. You can monitor results in your workspace whenever you want to, but you do not need to run the process.
How does the process work end-to-end?
Three steps. Send us the role and candidates. We build the technical assessment and run the screening. You receive a report showing who deserves an interview and the evidence behind every name. Timelines depend on cohort size and role complexity; typical role campaigns land the report within days, not weeks.
What is included in the report?
A cohort summary, ranked leaderboard, top-pick deep dive, per-skill performance breakdown, integrity findings, areas to probe in interview and compact profiles for the remaining shortlist. Written for a decision-maker to read in two minutes and forward internally.
How does CyberHire fit with recruitment agencies?
Recruitment agencies are partners, not competitors. Agencies source the candidates; CyberHire provides the independent technical validation on top. Full details on the CyberHire Partner programme are on the /partners page.
Can CyberHire connect to our ATS?
Yes. We can pull candidates from your ATS or work with a secure candidate upload if that is simpler. Either way the customer experience stays the same: send the role and the people, get back the report.
Where does the assessment actually happen?
Candidates complete realistic technical challenges in environments that resemble the work: SIEM investigation, KQL, Linux, PCAP, email analysis, incident response, detection engineering, secure code review, cloud security, Active Directory, PowerShell, event logs and more. The environments match the role, not a generic quiz format.
How do integrity signals work?
CyberHire captures behavioural signals alongside the technical score: tab switching, copy and paste patterns, fullscreen exits, response timing, keystroke rhythm, and optional webcam monitoring with candidate consent. These signals support human review. They inform your judgement; they do not automatically prove misconduct.
Do we retain access to candidate evidence?
Yes. Your workspace keeps every answer, signal and record against each candidate. The report is the summary. The workspace is the evidence.
How is the service priced?
Pricing depends on the shape of the engagement: a one-off role, a cluster of related roles, or an ongoing hiring programme. Talk to us about what you are hiring and we will scope it.
One last thing
Your strongest candidate
may already be in the pile.
Bring us a live role. We'll build the assessment, handle the candidate process and give you back the few worth interviewing.