Buy the outcome, not the subscription
One live role. One evidence-backed shortlist.
Know what every candidate can do before the interview. CyberHire puts them in realistic technical environments, scores the work and ranks the evidence. Bought per role, with no recurring commitment.
UK and EEA hosting · 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 and EEA hosting, UK GDPR compliant
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. Recruitment agencies can use CyberHire on their own shortlists too, and anyone who introduces a new client can earn a referral fee through our Referral Programme.
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.
-
Step 1
Applicant pool
The candidates already in your ATS. Whatever the source.
-
Step 2
Realistic assessment
Real tools, real logs, real code, real terminals.
-
Step 3
Ranked evidence
Scored, ranked, and inspected for integrity signals.
-
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, or our team builds it with you. The platform does the work you would rather not spend senior engineering time on.
-
01
We set up your workspace
Once we have talked through the role, we open your CyberHire workspace and invite your team. Your logo and colours go on from day one.
-
02
We build the assessment
Send us the job spec and we build it for you from the library, calibrated to the level you are hiring and set in your branding. Change anything you like, or send it as it is.
-
03
Invite your candidates
Send a link, upload candidates securely, or invite straight from your ATS. Direct applicants, referrals, internal candidates and agency submissions all go through the same door.
-
04
Watch them work
Candidates complete realistic technical tasks in real environments. Follow progress, scores and integrity signals live in the workspace.
-
05
Interview with evidence
Every candidate is scored and ranked, and the hiring intelligence report shows who performed strongest, why, and what to probe at interview.
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, integrity signal and webcam snapshot (where Proctor mode is used) 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 and EEA hosting, UK GDPR compliant.
- A role-specific technical assessment. Picked from the 270+ challenge library or generated from your job description, by your team or by ours. Hands-on tasks in realistic environments.
- ATS connection or secure candidate upload. Invite candidates from the ATS you already run, or upload them securely. No spreadsheets, no email chains.
- A 90-day window and 250 completed assessments. Usage is measured on completed assessments, not invitations. Invite freely across your pipeline. Need more? We extend it.
- Progress monitoring and integrity signals. Watch the cohort finish in real time. Time away, outside pasting, fullscreen exits and second screens, all surfaced with the score.
- Ranked candidate results and evidence. Ranked by demonstrated capability, with every candidate's answers, time taken and integrity signals 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 assessments 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.
Start with a free assessment built for your role, in your branding. If you like what you see, we size the campaign and set up your workspace. 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, ATS connection or secure candidate upload, a 90-day hiring window with 250 completed assessments as standard, 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?
A role campaign includes 250 completed assessments as standard. If you expect more, tell us 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. The platform is hosted in the UK and EEA and is UK GDPR compliant.
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, integrity signal and webcam snapshot (where Proctor mode is used) 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 can be duplicated for future campaigns of the same role. Ongoing programmes are designed around reusable assessments you can update over time.
What is included in an ongoing hiring programme?
An annual programme covering multiple active roles, larger assessment volumes, reusable assessments, 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 extend 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 90 days from the moment it is opened, with room for 250 completed candidate assessments. That is normally more than enough to source, invite, assess and interview. If a hire runs longer or the applicant pool is larger, talk to us and we will extend it. When the campaign closes you keep read-only access to the workspace, the evidence and the report.
Where is candidate data stored?
The platform is hosted in the United Kingdom and the European Economic Area. A small number of service providers, such as email delivery, sit outside the UK and are covered by UK GDPR transfer safeguards. The full list is on the sub-processors page, and the candidate privacy notice and data processing addendum are linked in the footer.