Role search
Get a SOC Analyst who can own isolate compromised endpoint host systems. Also called SOC analyst, Security Operations Center Analyst
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: Security alerts are waiting because the team cannot distinguish a routine event from an incident.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- SOC Analyst
- SOC analyst
- Security Operations Center Analyst
The judgment call
What this hire really comes down to
Choose a specialist based on whether you need a technician focused on rapid containment of active network threats or a risk assessor who translates complex log patterns into actionable intelligence for your operations leadership. This need surfaces when internal teams reach capacity or when internal compliance mandates require detailed historical log analysis that exceeds current staff bandwidth for continuous monitoring tasks.
Judgment centers on how the candidate handles uncertainty. A strong hire does not just report a suspicious event. They investigate the intent, verify if it constitutes a real breach and suggest a specific mitigation step. We look for individuals who treat their output as evidence for auditors or insurers rather than mere background noise for your dashboard.
What should the brief settle before we search?
Security alerts are waiting because the team cannot distinguish a routine event from an incident. Ask the SOC analyst how they would investigate an alert, preserve evidence and decide when to escalate. Match experience to the SIEM, endpoint tooling and shift arrangement in use. Running a query is not enough if the person cannot explain its limitations. Define the actions they may take on a live system and when incident command must approve containment.
What we check
What we check before you see anyone
- We verify the candidate has direct experience tuning SIEM and EDR platforms to distinguish between genuine malicious behavior and benign noise. We ask them to detail specific instances where they adjusted alert thresholds to maintain visibility while preventing a deluge of false positives. This confirms they can operate your specific toolset without needing extensive vendor training.
- Candidates must explain how they isolate compromised hosts using endpoint agent isolation techniques during active incidents. They must walk through their process for identifying the root cause of an unauthorized lateral movement attempt, detailing how they cross-reference internal authentication logs with external threat intelligence feeds to verify the scope of the potential data exposure for internal security response teams.
- We evaluate their practical experience mapping internal security events to specific framework requirements such as log retention periods or user access review cadences. The focus is on their ability to generate immutable audit trails from diverse cloud and on-premises sources, ensuring these artifacts survive detailed scrutiny during formal examinations conducted by independent third-party assessors who demand verifiable chain of custody evidence.
- We assess their proficiency in translating complex attack chains into clear summaries for non-technical managers who oversee business continuity. The goal is to ensure they provide concise reports that define the immediate operational impact, the specific systems affected by the threat, and the clear remediation steps required from the system owners without relying on technical terminology that obscures the underlying business risk.
Sourcing
Where we find them
We source candidates from mid-sized managed service providers and internal security operations teams. These professionals possess the discipline required for contract assignments because they operate in environments where clear documentation and strict incident procedures are standard. They know how to step into a new network, master the existing logging setup and start contributing immediately without needing extensive hand-holding.
Our focus remains on individuals seeking independent engagements for the opportunity to apply forensic skills across varied network environments. These professionals pursue projects involving specific challenges such as investigating long-term persistence in legacy servers or establishing repeatable evidence collection workflows for newly implemented environments that require specialized oversight to maintain secure operations.
Where searches go wrong
Mistakes we see
- Hiring managers often select candidates based on a certification list rather than their experience with specific tools. A certification proves knowledge of a concept, but it does not confirm the ability to configure your specific SIEM or EDR environment during an active incident. We prioritize tool-specific output over generic credentials.
- Companies sometimes treat a SOC Analyst as a generalist. This leads to burnout because the hire spends their time fighting alerts instead of addressing the configuration issues that cause false positives. You need to define if the role is for continuous monitoring or for backlog remediation.
- Organizations fail to define the audit requirement upfront. A candidate who excels at finding threats may struggle with the administrative work of formatting evidence for a SOC 2 audit. We identify which rhythm you need before initiating the search, ensuring the analyst understands that audit evidence is a primary product of their labor.
The search
How the SOC Analyst search runs
- We first evaluate the specific SIEM and EDR tools currently active in your environment. We filter candidates who have successfully managed these exact systems, ensuring they do not spend the first month learning the interface. We look for proof that they have tuned these platforms to reduce alert fatigue and accurately categorize incoming traffic against known threat feeds.
- We then review their history of incident triage and documentation. We look for individuals who can provide samples of incident reports that contain technical clarity and actionable mitigation steps. We confirm they understand how to document their work for compliance purposes, including how to store artifacts securely so they remain immutable for later auditor inspection.
- Finally, we conduct a technical screen focused on your unique security controls. We verify they know how to extract relevant data for auditors and can communicate risks to your business stakeholders. We present only those who have a clear record of delivering these results, ensuring they can operate independently within your environment from the first week of their contract.
Questions
Do I need a SOC Analyst or an IT Security Generalist?
A SOC Analyst focuses exclusively on alert monitoring and incident response. A generalist manages broader infrastructure tasks like patching or network configuration.
Can this role help me pass a SOC 2 audit?
Yes, provided the analyst has experience creating audit-ready artifacts. They ensure logs, incident records and access reviews are organized for your auditor.
What should we discuss before requesting SOC Analyst candidates?
Ask the SOC analyst how they would investigate an alert, preserve evidence and decide when to escalate. Match experience to the SIEM, endpoint tooling and shift arrangement in use.
What is the benefit of a contract SOC Analyst?
Contractors provide immediate surge capacity for clearing alert backlogs or preparing for audits. No upfront fee. You pay only if you hire.
How do you verify their technical skill?
We require candidates to narrate specific investigations they led. We check their ability to tune platforms and document findings accurately.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.