Hiring the wrong candidate is an enormous risk forany business.
From Analysts, to Executives, to Board Members,
we remove that risk through process experience, and back it up with our extended guarantee.
Attracting and onboarding talent for your business has never been more challenging. Making sure the right talent is chosen has never been more important.
We Get Technology.
We understand how difficult it is for organisations to find, engage, and secure the talent they need to thrive. You need the right people working for your company to perform or it costs time, money, and aspirin.
MercSec only deals with the top 15% of candidates for your organisation, selected through our machine learning & automated tools. Our Time to Hire (TtH) is much faster, and our guarantee period double compared to industry averages.
MercSec brings experience and maturity to the Retained Search and Recruitment functions for the information security market globally. Every one of our people has also worked within the security industry and understands each role.
How do you make sure that you’re hiring the right people, and how do you keep the right people around in an industry where the best people are pulled constantly by the shiniest new thing?
We know what the right type of candidates, and the MercSec promise of a replacement guarantee means that you can be confident in our delivery.
Our automated systems engaging candidates means we are constantly growing, developing, and nurturing our talent network. Then when it comes to identifying and starting conversations with an initial candidate pool, our advanced systems help us do the heavy lifting and pool ideal candidates so we can talk and start the screening process.
Whether a vendor looking for a new Sales Director, an organisation looking for a new CISO, or a consultancy looking for a Pentester, MercSec provide retained Search & Recruitment for information security related positions to organisations across APAC. We are the solution.
Our consultants aren’t graduates, they aren’t generalists, and they aren’t back-packers. The person you’re dealing with now, will be the same person in 6 months, 18 months, 3 years time – someone that’s been inside infosec search for many years.
Whether technical, commercial, or executive leadership positions, we can handle it. We work with Tier-1 vendors, consultancies and service providers, as well as pivotal internal security positions for enterprise organisations.
HOW WE HELP
We work with infosec professionals over the course of their careers, and can offer insight and advice at each junction. By working with MercSec, we can help you plan and move forward in your career, and let you know as soon as your right next step appears.
We Walk the Talk.
Imagine no longer having to explain what you do or how you do it. MercSec are exclusively an Infosec Search & Recruitment organisation that covers the gamut; traditional infrastructure, appsec, and secure development positions for organisations across the globe.
Because we’re specialists, leading organisations tend to work with us as preference across infosec. That means (especially for retained search) that we’re the only organisation tackling the assignment, and will in a methodical, thorough, and professional way.
The Technology We Cover
Every IT Role is a Security Role
Security pervades every last function inside technology. From traditional analysts to
Secure-SDLC is no longer an option. The developers we work with must demonstrate a knowledge of secure development practices.
Networks & Systems
It all starts at Layer One. Without an intelligent approach to security from the Physical Layer on up, you’re building a house on sand.
PEOPLE LIKE US
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Ready to Get Started?
Schedule a time to speak with one of our Consultants about your employment questions.
Frequently Asked Questions
When an organisation engages an external recruitment firm to search applicants for an available position, this is known as contingent recruiting. The essential characteristic that distinguishes ‘Contingent Recruitment’ is that the external agency or contractor is only compensated if the applicant they uncover is employed by the organisation.
The chief benefit of Contingent Recruitment is that it de-risks the client organisation by removing any upfront costs of recruitment process. The downside – especially if the role is given for numerous parties upon which to work – is that the external agency is likely to deprioritise the role in terms of their focus and energy, as it’s statistically far less likely to end in success.
When an employer has a need for senior or highly trained people, they will approach an executive search firm, generally offering the agency exclusive rights to work on the placement, typically on a retained basis.
Before discovering and communicating with possible candidates, the external agency will obtain a deep grasp of what the employer needs in terms of competence and character. These are most likely passive applicants who are already in a position.
Executive Search firms are, in contrast to contingency recruiting, paid an upfront fee before getting further compensation after the successful placement. Typically, the client is also charged a fee to reach and present a shortlist of suitable candidates, and ultimately, the placement of the right person either at the start of their subsequent employment, or after the probationary period.
While the costs may seem steep – even relative to contingent recruitment – the focus and additional expenses incurred; like international travel, advertising, and engaging external parties for psychometric assessments or the like, are all common parts of an executive search process.
MercSec provide a Recruitment Process Outsourcing (RPO) model and specialise in technical & operational roles for scale-up businesses. The model is based on several unique offerings beyond traditional RPO practices, and brings a more wholistic and enriched service and outcome. By the end of our initial program, the foundations for solid talent attraction and talent acquisition will be in place, making any future recruitment efforts more effective.
This method towards securing talent is best suited to scale-up businesses that have the latitude to develop a more robust talent program than a two-person start-up, and don’t already have a sophisticated HR, nor internal Talent Acquisition teams in place.
There are multitude ways for an organisation to secure the right people. The variables to consider are importance of the role, its urgency, its uniqueness, future hiring plans, and of course your budget.
If you’re hiring a whole team for your SOC, it doesn’t make sense to engage an Executive Search function, and conversely, nor is it sensical to look for a CISO through simply placing an advertisement on a job board.
The good news is, that MercSec can assist you regardless of the requirement, and will help you navigate the best route towards the talent your organisations requires.
By fully leveraging the machine learning and automation tools developed in-house, MercSec has the reach and scale to engage the majority of infosec talent across the globe. With this wealth of available talent, we can start to engage the ideal talent pool for any assignment.
Our processes and methodologies are built on the highly successful behavioural and technical foundations developed by The Mercuras Group. This ensures that every executive search assignment delivers the best possible results for each of our clients.
For candidates, we have built our enviable reputation by offering real value to our network in terms of career development, and critical industry intelligence. No glazed expressions of feigned comprehension – just advice and opportunities specific to you and your aspirations.