Top 7 Cybersecurity Recruitment Agencies in 2025

The cybersecurity job market in 2025 faces a 3.5 million global talent gap, with businesses scrambling to fill roles that protect against rising cyber threats. Specialized recruitment agencies are crucial in connecting companies with skilled professionals, especially as cybercrime costs are projected to hit $10.5 trillion annually. Below are the top seven cybersecurity recruitment agencies helping organizations tackle this challenge:

• CyberSN: Known for its tech-driven matching system, it specializes in roles like SOC Analysts, GRC Specialists, and CISOs with a 3.5× higher retention rate.
• Alta Associates: Focuses on executive-level placements, including CISOs and IT Risk Management leaders, using a retained search model.
• Stott and May: Offers hybrid recruitment for technical and leadership roles, emphasizing diverse hiring practices.
• Renown Talent: Targets compliance and audit roles in healthcare, with expertise in revenue cycle and regulatory staffing.
• Iceberg Cyber Security: Operates globally, filling roles like Security Engineers and Incident Response Lawyers with a 98% retention rate.
• Remotely Talents: Specializes in remote cybersecurity hires from Europe and Latin America with a subscription-based pricing model.
• DMCG Global: Provides recruitment for enterprise-level brands, focusing on roles like cybersecurity architects and privacy legal experts.

Key Takeaway: Whether you need senior leadership, compliance experts, or remote specialists, these agencies offer tailored solutions to address the growing cybersecurity talent shortage.

The Cyber Security Recruiter talks to Mike Graham, Technical Recruiter, Ryan Consulting Group, Inc.

1. CyberSN

CyberSN (cybersn.com) is a recruitment platform tailored specifically for the cybersecurity industry. Using a data-driven approach and advanced technology, CyberSN connects skilled professionals with opportunities. With a network of over 65,000 cybersecurity experts and a database tracking more than 145,000 U.S. cybersecurity job postings in the past 30 days, it’s a powerhouse in the field.

Deidre Diamond, Founder and CEO of CyberSN, sheds light on the industry's dynamics:

"It's no surprise that Security Engineers and Analysts remain the top two cybersecurity roles, as they are the backbone of cyber teams, with more professionals in these positions than any other. They're also feeder roles into leadership, making their decline a long-term risk for the industry".

Specialized Roles Recruited

CyberSN specializes in recruiting across all areas of cybersecurity, from technical roles to compliance-focused positions. They cater to every level, from entry-level Security Analysts to top-tier CISOs. Some of the key roles they recruit for include:

• Cloud Security Engineers: Salary range $130,000 - $230,000
• Penetration Testers: Salary range $115,000 - $195,000

The platform also tracks market trends, offering valuable insights. For instance, in March 2025, CyberSN reported a 40.7% surge in job postings for Cybersecurity/Privacy Attorney roles between 2023 and 2024, reflecting the growing complexity of regulations. Similarly, postings for Product Security Engineers saw a 12.08% increase during the same period, rebounding after a previous decline.

Recruitment Model

CyberSN provides flexible recruitment solutions through three main models:

• Talent Matching
• Full Service Staffing
• Staff Augmentation

These models cater to both permanent hires and project-based needs. Their approach delivers impressive results, including a 3.5× higher retention rate, an average time-to-fill of 45 days or less, and up to a 50% reduction in hiring costs.

Best Fit For

CyberSN is particularly effective for organizations looking to fill senior-level roles or tackle complex projects. Dan Garcia, Chief Information Security Officer at EDB, highlights the platform's versatility:

"CyberSN helps decompose complicated projects, source senior talent that delivers results as contractors and even allows conversion to permanent employees".

The platform is also a strong choice for companies prioritizing team diversity. With 35% of their network representing diverse professionals, CyberSN emphasizes inclusion. Their data-focused approach appeals to organizations that value detailed metrics and actionable insights.

Key Differentiators

What sets CyberSN apart is its tech-driven matching system and detailed market intelligence. Tracking 140,000 monthly job postings, they provide comprehensive insights on salaries, demand, and industry trends. The platform’s proprietary job matching technology is built on a cybersecurity-specific taxonomy aligned with the NICE Framework, which organizes tasks and responsibilities into 10 categories and 45 functional roles.

This standardized approach ensures precise candidate matches. Kevin Welch, IT Recruiting Manager at Zions Bancorporation, praises their thorough process:

"You've done not only the work to make sure they're qualified and the skills match, but they're also open to opportunities and interested in engagement".

2. Alta Associates

Alta Associates, founded in 1986 by Joyce Brocaglia, has spent nearly four decades honing its expertise in cybersecurity executive search. Its acquisition by Diversified Search Group in March 2022 further strengthened its reach in recruiting for cybersecurity, IT risk management, and data privacy roles.

Over the years, Alta Associates has been instrumental in shaping the modern Chief Information Security Officer (CISO) role. The firm has built cybersecurity and IT risk management teams for some of the world’s leading corporations, professional services firms, and cybersecurity organizations.

Specialized Roles Recruited

Alta Associates focuses exclusively on executive-level positions in cybersecurity and related disciplines, including:

• Chief Information Security Officers (CISOs)
• IT Risk Management executives
• Data Privacy officers
• Governance, Risk, and Compliance (GRC) leaders
• Information Security directors and VPs

Their targeted approach to these high-level roles sets them apart in the industry.

Recruitment Model

Alta Associates uses a retained executive search model, concentrating on senior leadership placements rather than mid-level or junior roles. With a well-established network, the firm excels at sourcing, recruiting, and advising on executive cybersecurity talent.

A key element of their strategy is the Alta Advantage framework, which incorporates market intelligence and strategic insights. This methodology emphasizes competitive compensation strategies and well-structured interview processes to attract and secure top-tier talent.

This tailored approach makes Alta Associates a go-to partner for organizations seeking exceptional security leadership.

Best Fit For

Alta Associates is particularly well-suited for organizations looking to build or strengthen their executive cybersecurity teams. Their expertise and proprietary framework cater to:

• Global corporations in need of experienced CISOs
• Private equity and venture-backed firms establishing security leadership
• Professional services firms enhancing their cybersecurity offerings
• Cybersecurity companies searching for seasoned executives

Key Differentiators

What sets Alta Associates apart is their dedication to cybersecurity recruitment and their longevity in the field. Under Joyce Brocaglia’s leadership, the firm has consistently delivered exceptional results. Their Alta Advantage framework further enhances their ability to identify and secure top talent.

"Alta Associates' expertise, combined with Diversified Search Group's stellar reputation and purposefully different approach to cultivating executive talent, creates a powerhouse that will deliver diverse and exceptional leaders in cybersecurity, risk, and transformational technology at a time when it's needed most", says Joyce Brocaglia, Founder and CEO of Alta Associates.

Alta Associates also places a strong emphasis on providing diverse candidate pools and detailed market intelligence to guide hiring decisions. Their integration into Diversified Search Group has expanded their resources while maintaining their specialized focus, enabling them to deliver unmatched results in executive cybersecurity recruitment.

3. Stott and May

Next on our list of top cybersecurity recruitment agencies is Stott and May, a firm known for its tech-driven approach to hiring. Under the leadership of Group CEO Laura Beavis, this agency has established itself as a leader in technology recruitment with a strong focus on cybersecurity. With a team of 130 professionals, they’ve partnered with over 1,000 organizations to address their hiring needs .

Stott and May tailors its recruitment strategies to align with each client's goals, security requirements, and company culture. Their research highlights a pressing challenge: 76% of organizations report a shortage of cybersecurity skills, underscoring the importance of specialized recruitment expertise.

Specialized Roles Recruited

Stott and May recruits for a wide range of cybersecurity positions, from traditional roles to emerging specialties, covering everything from technical experts to executive leadership.

• Executive and Leadership Roles: Positions like CISO, Deputy CISO, VP of Information Security, VP of Product Security, Director of Security Engineering, and SOC Manager are part of their portfolio.
• Technical and Engineering Roles: These include Security Architect, Cloud Security Engineer, Penetration Tester, DevSecOps Engineer, and Network Security Engineer (WAF SME), among others .
• Emerging Roles: Newer positions such as AI Governance & Regulatory Compliance Expert, Cyber Resilience Lead, and Vulnerability Manager are also within their scope .

Recruitment Model

Stott and May employs a hybrid recruitment model that combines the speed of contingent hiring with the precision of executive search . Instead of relying on traditional job postings, they focus on engaging niche talent communities. This approach not only enhances their clients' recruitment capabilities but also ensures access to highly specialized candidates.

Their recruitment process is highly personalized, offering tailored marketing solutions to meet specific needs - whether it’s onboarding leadership, making initial hires, or rapidly building teams. They also place a strong emphasis on attracting diverse candidates, aligning with their clients' goals for inclusive hiring.

Best Fit For

Stott and May works with a wide range of businesses, from startups making their first cybersecurity hires to established companies scaling their teams. They are particularly effective for organizations that prioritize diversity, equity, and inclusion in their hiring practices. High-growth companies benefit from their ability to quickly deliver multiple qualified candidates without sacrificing quality.

Key Differentiators

What sets Stott and May apart is their deep connection to technology talent communities. This allows them to address the cybersecurity talent shortage with a combination of technical expertise and cultural fit. Their recruitment marketing strategies help clients stand out by highlighting their company vision, values, and success stories, which speeds up the hiring process and broadens their reach.

"When I get on a discovery call with a candidate, I don't need to be in selling mode. I know that's already been done", says the CEO of Praetorian.

Their commitment to quality shines through in their 4.80 Glassdoor rating from 63 reviews. As Group CEO Laura Beavis states:

"We already have an excellent foundation for growth due to the work we've put into creating differentiated talent solutions".

4. Renown Talent

Renown Talent has carved out a niche in the cybersecurity recruitment world by focusing on healthcare revenue cycle and compliance staffing. Established by Bertram Lansiquot, a seasoned expert in health information management recruiting, the agency brings a wealth of industry knowledge to tackle the operational and regulatory hurdles faced by healthcare organizations. Lansiquot's leadership during the ICD-10 implementation era led to an impressive 500% increase in medical coding staff.

Specialized Roles Recruited

While its primary focus is healthcare, Renown Talent also plays a crucial role in filling compliance and audit positions that bolster cybersecurity efforts in health organizations. Their recruitment expertise spans several key areas:

• Revenue Cycle Management (RCM)
• Clinical Documentation Improvement (CDI)
• Health Information Management (HIM)

The agency also specializes in staffing for medical coding, compliance, and audit roles, as well as providing interim management services to ensure department stability during transitions or crises.

Recruitment Model

Renown Talent employs a highly personalized recruitment model that carefully matches candidates' skills with the unique culture and regulatory demands of each organization. This detailed approach guarantees that candidates not only bring the right technical expertise but also fit seamlessly into the operational framework of the hiring organization.

Best Fit For

Renown Talent is an excellent choice for hospitals and healthcare organizations aiming to enhance their revenue cycle operations, improve clinical documentation, or strengthen health information management practices. It’s also a reliable partner for organizations in need of interim H.I.M. management services during periods of transition or unexpected challenges.

Key Differentiators

What sets Renown Talent apart is its focus on healthcare revenue cycle and compliance staffing. The team is made up of professionals with deep expertise in areas like revenue cycle operations, compliance, audit, CDI, interim management, and medical coding. As Bertram Lansiquot explains:

"As the staffing industry didn't have an organization with the values, flexibility, and recruitment strategies Bertram was seeking, he founded Renown Talent."

This specialized approach addresses the unique regulatory and compliance challenges faced by healthcare organizations, complementing broader cybersecurity recruitment efforts in the industry.

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5. Iceberg Cyber Security

With cyber threats becoming more sophisticated, Iceberg Cyber Security stands out for its ability to deliver quick, high-quality recruitment solutions. Operating across 23 countries, the company has facilitated over 1,000 placements, boasts a database of 120,000 candidates, and has attracted 70,000 followers on LinkedIn. This extensive reach allows them to meet the diverse needs of the cybersecurity industry.

Specialized Roles Recruited

Iceberg Cyber Security specializes in filling cybersecurity and eDiscovery roles across various industries. Their expertise spans sectors such as audit, consultancy, business services, engineering, financial services, investment banking, legal, and technology. Some of the high-demand positions they recruit for include:

• Security Engineer
• Reverse Engineer/Security Developer
• Principal Associate – Incident Response Lawyer
• Security Engineering Manager – Crypto Custody & Trading
• Security Engineer – Hedge Fund

They also offer flexible employment options, including contract, freelance, and full-time roles, catering to the unique demands of their clients.

Recruitment Model

Iceberg Cyber Security takes a customized approach to staffing, leveraging its global network to provide fast and effective solutions. By combining deep market insights with their expansive reach, they help organizations secure top talent more efficiently than traditional recruitment methods.

Best Fit For

This agency is particularly well-suited for industries that require strict regulatory compliance, such as financial services, investment banking, legal firms, hedge funds, and cryptocurrency trading platforms.

Key Differentiators

One of Iceberg's standout achievements is its impressive 98% retention rate over the past 18 months. Their global presence across 23 countries allows them to quickly identify and place the most qualified candidates. Clients consistently praise their expertise, delivery capabilities, and relationship-focused approach.

Lucy Gamble highlights their impact:

"Iceberg stand out as real market experts in the cyber recruitment space. They have a renowned reputation for their delivery in securing and placing high quality candidates and building trusted relationships across the business. It is a real pleasure working with such passionate recruiters who are true cyber SMEs."

With a vast candidate database, a global footprint, and a proven record of successful placements, Iceberg Cyber Security has established itself as a trusted partner for organizations seeking specialized cybersecurity talent.

6. Remotely Talents

As the demand for specialized cybersecurity professionals continues to grow, Remotely Talents offers a modern recruitment solution tailored to the remote-first workplace. Founded by Adomas Pranevicius, the agency connects businesses with highly skilled remote professionals from Europe and Latin America. With a particular focus on cybersecurity, Remotely Talents addresses the increasing need for top-tier talent in this critical field, especially with global cybersecurity spending projected to reach $215 billion in 2024 - a 14.3% increase from the previous year.

Specialized Roles Recruited

Cybersecurity job openings have surged by 77% since 2010, and Remotely Talents is well-equipped to fill these positions. The agency specializes in recruiting for pivotal roles such as Cybersecurity Analysts, Penetration Testers, and Chief Information Security Officers (CISOs). They also source talent for niche positions, including IT Auditors, Digital Forensic Examiners, Information Security Analysts, Security Systems Administrators, Cybersecurity Engineers, and API Security Specialists, among others.

Recruitment Model

Remotely Talents operates on a subscription-based Recruitment-as-a-Service (RaaS) model, moving away from traditional placement fees of 15–30%. Companies can choose between two plans:

• On-Demand Plan: $1,450 per month per role, including a 90-day replacement guarantee.
• Partner Plan: $1,000 per month with a 12-month commitment, allowing unlimited hiring (one active role at a time), which can save companies over $5,400 compared to conventional fees.

Both plans include access to a dedicated senior recruiter and account manager, weekly progress updates, a Slack communication channel, and the delivery of 3–4 qualified candidates within two weeks.

Best Fit For

Remotely Talents is an excellent choice for remote-first companies and startups building distributed cybersecurity teams. Their focus on professionals from Europe and Latin America ensures time-zone compatibility and alignment in work styles. The predictable monthly pricing structure is particularly beneficial for businesses planning multiple hires throughout the year.

Key Differentiators

What sets Remotely Talents apart is its transparent pricing model and quick recruitment turnaround, averaging 4–6 weeks. Their proprietary AI-driven tech platform streamlines the hiring process, while a thorough screening process evaluates candidates for technical expertise, soft skills, language proficiency, and team fit. Additionally, the agency provides end-to-end support, including compliance, payroll, and onboarding assistance for international hires. This comprehensive approach helps businesses seamlessly build global cybersecurity teams, allowing them to focus on their core objectives.

7. DMCG Global

DMCG Global brings over a decade of experience to the cybersecurity recruitment space. With 12 offices worldwide and a network of 120,000 carefully vetted candidates, this agency has become a go-to partner for brands in search of top-tier cybersecurity professionals. This extensive reach and expertise allow DMCG Global to tackle a wide range of cybersecurity hiring needs.

Specialized Roles Recruited

The agency focuses on filling key roles such as cybersecurity architects, engineers, and legal experts specializing in privacy laws. Additionally, they recruit incident response specialists, red team professionals, and other in-demand positions that align with the projected growth in cybersecurity jobs through 2033.

Recruitment Model

To address the diverse requirements of its clients, DMCG Global employs several recruitment strategies. These include Contingency Recruitment, Executive and Retained Search, Project Recruitment Campaigns, and Recruitment Process Outsourcing. For executive placements, their fees typically range from 15% to 30% of the candidate's annual salary.

Best Fit For

DMCG Global is particularly well-suited for established agencies and enterprise-level brands that are building or expanding sophisticated cybersecurity teams. Companies like Publicis Worldwide and Wunderman Thompson have praised the agency for its ability to deliver exceptional results.

Key Differentiators

What sets DMCG Global apart is its relationship-driven approach. The agency's recruiters dedicate significant time to understanding the culture and specific needs of their clients, which leads to better candidate matches. As Sarah Clark from the&partnership noted, DMCG Global "has really taken the time to understand them, their ambitions for the future and the culture".

Their combination of global reach and localized expertise ensures they deliver top-notch cybersecurity talent while maintaining a personalized touch. Zayn Khan, CEO of Dragon Rouge, highlighted the agency's deep industry knowledge, emphasizing how it has resulted in hires that immediately impact teams and enhance client service offerings.

Agency Comparison: Recruitment Models and Specializations

When it comes to cybersecurity recruitment, agencies differ widely in their approaches, fee structures, and areas of expertise. Understanding these distinctions is key to finding an agency that aligns with your hiring goals and budget.

Recruitment models have come a long way, offering everything from traditional contingency placements to subscription-based services. Contingency fees typically range between 15% and 20% of a candidate's first-year salary, while retained search fees - often used for executive roles - fall between 25% and 30%, paid in installments.

Specialization and Geographic Reach

Each agency brings unique strengths to the table. For instance, CyberSN’s focus on compliance-driven roles makes it a go-to for industries like financial services and healthcare. Meanwhile, Renown Talent’s expertise in federal and defense roles ensures they understand security clearance requirements, a must for government contractors.

Geographic reach is another critical factor. Agencies like DMCG Global operate across 12 offices worldwide, offering a broad talent pool. On the other hand, Remotely Talents specializes in sourcing remote professionals from Europe and Latin America, ensuring time-zone compatibility for North American employers.

Screening and Efficiency

The rigor of candidate screening is a significant differentiator. Some agencies boast acceptance rates below 6.4%, ensuring only the most qualified candidates make it to client interviews. This is especially important as the global cybersecurity talent gap is projected to hit 3.5 million vacancies by 2025.

Speed also matters. Traditional agencies may take 6–12 weeks to fill executive roles, but subscription-based services like Remotely Talents can deliver 3–4 qualified candidates in just 2 weeks. With the growing demand for cybersecurity professionals, quick placements are becoming increasingly vital.

Pricing Models and Efficiency

Fee structures also play a major role in decision-making. Percentage-based fees are tied to a candidate’s salary, which can make hiring senior-level roles more expensive. Flat-rate models, on the other hand, offer predictable costs regardless of salary. For companies with recurring hiring needs, subscription models often provide a cost-effective alternative.

Ultimately, the right agency depends on your specific needs - whether it’s hiring for niche roles, meeting tight deadlines, or managing budgets effectively. From defense contractors requiring clearance expertise to fintech firms needing fraud prevention specialists, the choice of agency can significantly impact hiring outcomes.

How to Choose the Right Cybersecurity Recruitment Agency

With 97% of organizations struggling to find skilled cybersecurity professionals and long hiring timelines, selecting the right recruitment agency is more important than ever. The key is finding an agency whose expertise aligns with your specific role requirements. This alignment is the foundation for evaluating their ability to meet your needs effectively.

Your recruitment partner must understand the nuances between roles like SOC analysts and threat intelligence specialists. They should have a solid grasp of the technical skills, certifications, and cultural fit required for each position. This is especially crucial when nearly half (46%) of cybersecurity professionals report being contacted by recruiters weekly.

When it comes to cost, traditional recruitment models often come with high placement fees. In contrast, subscription-based models offer predictable costs and can save companies up to 50% compared to pay-per-hire approaches. These models are particularly beneficial for organizations with ongoing hiring needs.

Expanding your search beyond local talent is another strategy to consider. Remote work has opened access to global talent pools, including regions like Europe and Latin America, offering both flexibility and cost efficiency. Agencies specializing in sourcing global, remote cybersecurity talent can help you tap into these broader networks.

Look for agencies that leverage AI and automation to streamline candidate screening and matching processes. They should also prioritize skills-based hiring, focusing on candidates' practical abilities rather than solely on academic credentials.

Retention is another critical factor. With 54% of organizations reporting that retaining cybersecurity talent is just as challenging as recruiting it, it’s essential to choose an agency that provides retention support. This might include offering guidance on remote work options, competitive compensation packages, and career development opportunities.

"The talent you seek may already be on the horizon, but outdated processes could cause you to miss them." – Casey Marquette, CEO at Covenant Technologies

Clear communication and transparency are also must-haves. Your agency should provide regular updates and maintain open communication throughout the hiring process. A poor candidate experience can harm your employer brand, especially in such a competitive field. Strong communication ensures a partnership that complements your internal team's efforts.

The cybersecurity talent gap isn’t shrinking - 75% of employers are actively seeking permanent staff. For companies with ongoing hiring needs, subscription-based models can provide cost predictability and flexibility.

The right recruitment partner isn’t just about filling a position - they play a critical role in strengthening your cybersecurity defenses. A well-chosen agency will understand your threat landscape, compliance needs, and growth goals, delivering candidates who can make an immediate impact.

FAQs

How does CyberSN help companies retain top cybersecurity talent?

CyberSN supports companies in keeping their top cybersecurity professionals by focusing on aligning candidates with the right roles and ensuring long-term job satisfaction. Their approach zeroes in on matching individuals to positions that reflect their skills, career aspirations, and preferred work environments. This thoughtful pairing helps employees feel appreciated and supported, which naturally leads to lower turnover rates.

On top of that, CyberSN prioritizes creating workplaces where cybersecurity experts can truly excel. By emphasizing clear job responsibilities, growth opportunities, and a strong fit with the workplace culture, they help build environments where talent can thrive. This strategy has led to retention rates well above the industry norm, enabling organizations to maintain stable and highly effective security teams.

What are the advantages of using a subscription-based model to hire remote cybersecurity professionals?

Using a subscription-based recruitment model to hire remote cybersecurity professionals comes with several standout benefits. For starters, it opens the door to a global talent pool, making it easier to connect with specialized experts like Security Engineers, Penetration Testers, or DevSecOps professionals. This means companies can efficiently find the right talent, no matter where they're located.

Another big advantage is cost. Traditional recruitment fees often range from 15% to 30% of a hire’s annual salary - an expense that can add up quickly. With a subscription model, companies pay a predictable monthly fee, such as $1,000, which simplifies budgeting and keeps costs manageable. Plus, this approach offers the flexibility to scale hiring efforts up or down as needed, making it easier to adjust to shifting priorities or project demands.

On top of that, subscription models prioritize speed and quality. They provide quicker access to pre-vetted candidates, including those who aren’t actively job hunting. This not only shortens the time it takes to fill a role but also ensures companies maintain high standards when bringing on new talent.

How can companies effectively close the cybersecurity talent gap using recruitment agencies?

Companies looking to bridge the cybersecurity talent gap can collaborate with recruitment agencies that specialize in finding skilled professionals for critical roles like Security Engineers, SOC Analysts, and CISOs. These agencies tap into their deep industry connections and use rigorous screening methods to link businesses with highly qualified candidates, including those who may not be actively seeking new opportunities.

Flexible hiring options, such as subscription-based models or Recruitment Process Outsourcing (RPO), allow organizations to adapt their recruitment strategies to match shifting cybersecurity needs. This approach not only speeds up the hiring process but also improves candidate alignment and broadens access to top talent in an increasingly competitive market.

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