WHAT I OFFFER

EXPERIENCE

QUALITY

I belive in finding the right match. If the candidate leaves within the 12 months of signing the contract, I give the money back or find another one. You decide.

I have practiced Security for 5 years in an international bank and automotive technology manufacturer. I am certified in Cyber. I know what typical openings in global companies look like and what the candidate profile looks like.

I am focused only on the jobs that can be found within the Security industry. That allows me to understand the market better than if I was hiring for every position.

QUARANTEE

Frequently asked questions

Why would a company even use a recruiting agency?

Because your company does not have time or abilities to fill an opening - and usually both of those things together.

Time is the answer. Recruiters get the vacancies within all IT - they may not have enough time, to get to the bottom of what this Security role is about. The Hiring Manager may not want to spend extra time to educate the recruiters, and may be poor at communicating what is she / he after. Recruiters may be poor at listeing to the Hiring Manager. Bottom line is, the company may not have enough time to recruit for another 6 months.

Recruiting agency has its own ways of selecting & reaching out to candidates. And those ways must be effective per se - otherwise agency employed on a success fee model will go under..

Okay, and why should I go with you?

Because you care about the quality of the candidates that are being proposed, and that they are delivered on time.

Because you want the recruiting agency to solve the recruitment problem, not to create their own problems. I worked several years in Security - after that I decided to stay in the industry I know. In the price - time - quality triangle I cover all three points. Why?

Because I am undercutting my price. I am just starting the business. Without an established reputation, I have to compete on prices with other agencies. Even with those that don't specialize in Cyber, and quote as if they do.

Ow - did I mention that I am Cybersecurity certified? Spring 2022 I obtained CompTIA Security+, and I am currently learning for CISSP.

How much does it cost?

I work in success fee model, where my fee equals one monthly gross salary of the recruited candidate + Value Added Tax, where it applies (countries that are members of the European Union, companies outside of the EU do not pay this tax).

This is a total cost.

How do you work?

Upon signing the contract, I clarify with the hiring manager who are we looking for. Within 2 weeks I will present 5 candidates that are matching the criteria, and are willing to have an interview with the company.

After each candidate I would like to get the feedback from the Hiring Manager, so I can understand if that's what she / he is looking for.

Do you offer a warranty for your services?

Yes, I do.

If within the 12 months from signing the contract the employee decides to terminate it, I will give back the money, or will find another one that the company is happy to hire.

How do I know that you will deliver a good candidate?

Because I have a process, where together with the Hiring Manager we establish, what are the qualifying criteria for the candidates.

Then, I do a market review. I show how many candidates registered on LinkedIn meet the criteria, and which companies are hiring for a similar position at this time. Once the Hiring manager knows the current hiring environment, he or she is better aware of potential candidates that the Company can attract.

What roles do you recruit for?

If you would like to see a list of roles that I can fill, please visit the Services page.

If you would like to follow your common sense approach, please stick with me. If the role is placed within Security, Cybersecurity or Governance - Risk - Compliance department, or your company product is security related, then the chances are that I am recruiting for that role.

For me, security is about the CIA triad. If the core of the role is about one / many of the three pilars of security, then I am happy to recruit for that role.

Do you do technical screening?

Yes. I will preselect the candidates based on the skills they have, and I will ask them questions to make sure that their story makes sense. I am making sure that the Hiring Manager will like the candidate skillwise.

My aim here is not to waste the Hiring Manager's time by sending in unqualified candidates. I can't possibly know everything about Cybersecurity, but at least I will know if the candidate has the skills she / he claims.

What's with the podcast?

Thank you, I am glad you asked!

I think it is a great way to understand the hiring pain points in security industry, so it allows me to have competetive advantage.

I get to know my quests and enjoy talking with them, so it's fun for me. And also someone told me that it is good from a markating standpoint, so it's a triple win.

How long it takes you to deliver a good candidate?

In 10 business days I will deliver 5 candidates, that match the job description.

If I find all 5 good candicates that will be interested in the offer I will refer them to the HR / Hiring Manager on day one. Other than that, I would say that 10 days is fair.

What if you can not find us a good match?

Then I will tell the Hiring Manager I can not do it. I will describe what I did, what work I did, and why I think I could not find any matching candidate in 5 days. Additionally, I will leave my recommendations for change so the position can be filled in the future.

I operate on doing the right thing method. I believe it will lead me to success eventually, and if not, then I can always come back to my promising career in Security.

Do you recruit for <technical role not related to Security>?

No.

Recruiting industry is competitive, and my resources are limited, even if I like to think otherwise. I base my business on good knowledge of the field that I am recruting in. If I spread myself too thin, then I will not be able to fulfill my client's expectations, and I would risk loosing reputation / business, and that is something I would rather not have.

If client asks me to help them with open recruitment, I am happy to help if I am sure I can do that. If I know anyone else who does better job recruiting in that area, I am happy to refer.

What are the negatives of choosing your recruiting agency?

Well - I am fairly new on the market. For some companies that may be a showstopper.

I'm starting a recruitment business without prior experience in recruitment. Recruiting in a security requires that one knows recruiting, and security. I come just with a security background. I know what I am doing - and you reading this is proof of that - but for some that may not be enough.

I reside in the EU (Poland - Szczecin). For companies from the US, that may be an obstacle.

As I am located in CET time zone, I will respond to your initial message within 24 hours. That may be too long for some people.

Some may consider the price too high - one monthly gross salary of a successfully recruited candidate. There are cheaper companies on the market, but do they deliver the same service & experience as good2be?

Can you just provide us a list of candidates?

I sure can.

Compiling a list of candidates is a first step anyway. If you would like to end at that point - alright! List of 20 candidates that meet your conditions costs 3 000 EUR + tax to prepare. From 20 candidates, 10 should respond. From that 10 - around 2-3 should be interested in moving up in your recruitment process.

When do I pay for your services ?

Always - within 1 month from the initial starting day.