Buy the outcome, not the subscription
One live role. One evidence-backed shortlist.
Know who is worth interviewing before the interview. CyberHire evaluates candidates in realistic technical environments, ranks the evidence, and produces a decision-ready shortlist. Bought per role, with no recurring commitment.
UK data residency · No recurring commitment · Priced per role
Commercial model
Buy per role, or by programme
Usage
Counted on submissions, not invitations
Deliverable
Hiring intelligence report + evidence in-platform
Data
UK-resident, GDPR-aligned
The bit CVs cannot answer
You have the applicants. You still cannot tell who can actually do the job.
Cybersecurity hiring receives real applicant volume. Job ads get filled. LinkedIn does its thing. The pool is not the problem. The problem is that CVs contain claims, interviews are expensive, and more candidate volume does not solve the evidence problem.
The CV
A claim, formatted.
Every applicant lists the tools, frameworks and certifications you were hoping to see. None of it demonstrates capability under real conditions.
The interview
Expensive to spend, easy to lose.
An hour of your senior engineers is an hour off the alert queue. Spend those hours on the candidates who have already shown they can do the job, not the ones who wrote well.
The gap
Volume is not the constraint.
However the candidates arrived, nothing in the pile tells you which of them can actually do the work. Evidence does. That is what CyberHire adds.
Two different problems
Sourcing finds people. Evidence tells you which ones.
Finding cybersecurity candidates costs money, whichever way you do it. Job ads, referral bonuses, your own team's time, a specialist agency working a hard search. All of it buys you people. None of it, on its own, tells you which of those people can do the work.
Finding the candidates
Ads, referrals, agencies
A good cyber recruiter reaches people who were never going to answer your job ad, and does it faster than your team can. That is a real service and it is worth paying for. It is also a different job from proving capability.
- SolvesSupply
- Buys youCandidates
- Leaves openWho can actually do it
Proving the candidates
Priced per role
Put the candidates you have in front of realistic technical work and see what they do. Direct applicants, referrals, internal movers and agency submissions all held to the same bar, ranked on the same evidence.
- SolvesEvidence
- Buys youA ranked shortlist
- CommitmentNone, buy per role
These are not alternatives. Sourcing gets you people; assessment tells you which of them can do the job. If you are a cybersecurity recruitment agency, you can run this on your own shortlists and present the evidence to your client under CyberHire Partners.
The transformation
Applicant pool in. Interview-ready shortlist out.
The report tells you who deserves an interview. The platform shows you the evidence behind the decision.
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Step 1
Applicant pool
The candidates already in your ATS. Whatever the source.
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Step 2
Realistic assessment
Real tools, real logs, real code, real terminals.
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Step 3
Ranked evidence
Scored, ranked, and inspected for integrity signals.
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Step 4
Interview-ready
A shortlist of the candidates worth an hour of your calendar.
Inside the workspace
How a role campaign actually runs.
Every step happens in your CyberHire workspace. Your hiring team drives it. The platform does the work you would rather not spend senior engineering time on.
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01
Send us the role
Share the job description. CyberHire identifies the technical skills the role actually depends on, rather than the buzzwords printed above them.
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02
We build the assessment
A role-specific, hands-on assessment built from the CyberHire library or written for the role, calibrated to the level you are hiring at and reviewed before it goes out.
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03
Connect the applicant pool
Bring candidates into your workspace by secure bulk upload, email invitation, or your ATS connection. Direct applicants, referrals, internal candidates and agency submissions all go through the same door.
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04
We run it, you watch
Candidates complete realistic technical tasks in real environments while CyberHire manages the process. Your hiring team can follow progress, results and integrity signals live in the workspace.
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05
Review the shortlist
CyberHire ranks the cohort and produces the hiring intelligence report, identifying the candidates most worth interviewing, why, and what to probe.
The deliverable
The hiring intelligence report.
A five-page executive brief that leadership can read in two minutes and forward internally without further explanation. The report tells you who deserves an interview. The platform shows you the evidence behind the decision.
Every candidate answer, keystroke pattern, integrity signal and webcam capture remains in your workspace for the hiring team to inspect. The report is the summary. The workspace is the evidence.
Cohort summary
Screened, completed, top score, median, integrity flags.
Score distribution
Where the cohort landed across the interview bar.
Completion data
Invited, started, completed, abandoned.
Integrity findings
Clean vs flagged, dominant behavioural signals.
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 across every dimension assessed.
Areas to probe in interview
Where to press each shortlisted candidate.
Remaining shortlist
Compact profiles for the next four candidates.
Two ways to buy
One-off role, or ongoing hiring.
Buy per role when you have a single hire, or a tailored annual programme when hiring is continuous. Same platform. Same evidence. Different commercial shape.
Most common
Ad-hoc role campaign
For a single live role, or hiring occasionally.
Priced per role no recurring commitment
- One live cybersecurity role. Configured against the skills the role actually depends on, not the buzzwords printed above them.
- A secure CyberHire workspace. Your own workspace with role, assessment, candidates, evidence and report in one place. UK GDPR-aligned, UK-resident data.
- A role-specific technical assessment. Built from the CyberHire library or generated from your job description. Hands-on tasks in realistic environments.
- Secure candidate upload or ATS connection. Bring your applicant pool into the workspace via secure upload or your existing ATS. No spreadsheets, no email chains.
- A defined allowance of completed assessments. Usage is measured on submissions, not invitations. Invite freely across your pipeline.
- Progress monitoring and integrity signals. Watch the cohort finish in real time. Tab switching, paste behaviour, fullscreen exits, all surfaced with the score.
- Ranked candidate results and evidence. Ranked by demonstrated capability, with candidate-level answers, keystrokes, and time data available in the workspace.
- A hiring intelligence report. A five-page executive brief with cohort summary, ranked leaderboard, top-pick deep dive and interview guidance.
- No recurring commitment. Buy per role, not per month. When the role closes, the campaign closes. Come back when the next one opens.
Continuous hiring
Ongoing hiring programme
For MSSPs, consultancies, enterprise security teams and anyone hiring across multiple technical roles.
Tailored annual pricing
An annual programme sized to your hiring pattern. Lower effective pricing per role, and everything you need to run hiring continuously across role families.
- Multiple active roles
- Larger annual assessment volumes
- Reusable assessment templates across role families
- Multiple hiring-manager users
- ATS integration
- Priority support
- Lower effective pricing per role
- Ongoing platform access between roles
Usage on both routes is measured on completed candidate assessments, not invitations. You can invite freely across your applicant pool.
Ready when you are
Interview the candidates worth interviewing.
Bring us a live role. We size the campaign, spin up your workspace, and produce the report. No sales theatre, no tier grid, no recurring commitment.
Questions worth answering
FAQ.
What is included in a role campaign?
One live cybersecurity role, a secure CyberHire workspace, a role-specific technical assessment, secure candidate upload or ATS connection, a defined allowance of completed assessments, real-time progress and integrity monitoring, ranked candidate results with underlying evidence in the workspace, and a hiring intelligence report. No recurring commitment.
How many candidates can complete an assessment?
Each role campaign includes an allowance of completed assessments. Talk to us about the volume you are expecting and we will size the campaign accordingly, or move you onto an ongoing programme if you consistently hire at higher volumes.
Do invitations consume the campaign allowance?
No. Usage is based on submitted assessments, not invitations. You can invite freely across your applicant pool; only candidates who actually complete an assessment count against the allowance.
Can candidates be uploaded securely?
Yes. You add candidates to your workspace directly through the CyberHire admin, via secure bulk upload, or through an ATS connection. All processing happens in the UK.
Can CyberHire connect to our ATS?
Yes. ATS integration is included on ongoing hiring programmes and can be added to a role campaign on request.
Do we retain access to the candidate evidence?
Yes. Your workspace keeps every answer, keystroke pattern, integrity signal and webcam capture (where enabled) alongside the candidate record. The report is the executive summary; the platform is the evidence.
Can multiple hiring managers use the workspace?
Yes. Additional hiring-manager users are standard on ongoing programmes. Role campaigns include seats for your immediate hiring team; contact us if you need more.
Can assessments be reused?
Yes. Assessments you build for one role are reusable across future campaigns of the same role. Ongoing programmes are designed around reusable assessment templates you can update over time.
What is included in an ongoing hiring programme?
An annual programme covering multiple active roles, larger assessment volumes, reusable assessment templates, multiple hiring-manager users, ATS integration, priority support, lower effective pricing per role, and continuous platform access between roles. Pricing is tailored to your hiring pattern.
What happens if we exceed the included assessment volume?
Talk to us before it becomes an issue. We can top up the allowance on a role campaign, or convert you onto an ongoing programme mid-cycle so you never lose momentum in an active pipeline.
How long does a role campaign remain active?
A role campaign runs for up to 45 days from the moment it's opened, with room for up to 100 completed candidate assessments. That is normally more than enough to source, invite, assess and shortlist. If a hire runs longer or the applicant pool is larger, talk to us and we'll extend the window or open a fresh campaign. When the campaign closes you keep read-only access to the workspace, the evidence and the report.
Where is candidate data stored?
United Kingdom. All processing happens in the UK. CyberHire is a UK GDPR-aligned data controller. The candidate privacy notice and data processing addendum are linked in the footer.