Cybersecurity hiring kit
Four ready-to-use templates for hiring security talent. Print or save as PDF and bring them to your next hire.
1. Interview scorecard
Rate each dimension 1-4 (1 = no signal, 4 = strong). Decide on the evidence, not the gut feel.
| Dimension | Rating | Evidence / notes |
|---|---|---|
| Technical depth | 1 · 2 · 3 · 4 | |
| Hands-on / practical skill | 1 · 2 · 3 · 4 | |
| Communication | 1 · 2 · 3 · 4 | |
| Ownership and judgement | 1 · 2 · 3 · 4 | |
| Role and team fit | 1 · 2 · 3 · 4 |
2. Screening checklist
- Resume signals: shipped/owned work, not just a tool list
- Role calibrated internally (level, scope, must-haves agreed)
- 15-minute phone screen with 3 calibrating questions
- Practical exercise (scoped, time-boxed, paid if substantial)
- Structured panel using the scorecard above
- Reference and values check before the offer
3. Job description template
What you'll own: one or two sentences on the outcome this person is responsible for.
Must-haves (4-5 only): the genuine requirements. Everything else is a nice-to-have.
Nice-to-haves: the bonus skills, clearly labelled so you don't screen out good people.
Salary range: publish it. Ranged postings get more qualified applicants.
Location / remote policy: state it plainly.
How to apply: one step, one link.
4. Offer-stage checklist
- Comp band agreed with finance/leadership before the offer call
- Equity, bonus, and benefits spelled out in writing
- Start date and notice period confirmed
- A genuine "sell" call - why this role, this team, this mission
- Written offer out same day; follow up within 48 hours
Got the kit? Now put the role in front of them.
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Hiring for a specific role? See our data-backed guides: Security Engineer, SOC Analyst, Cloud Security Engineer.