Why are you here:

You want to hire people who help you sell a Cyber product, and:

You want someone to help you where it hurts

And who looks after you at the end of the day. I want to sit down with you and understand your pain points - solving them is our mutual interest. I sell to around 30 companies. I know that I need to live on repeated business - that is my motivation for delivering good results.

The longer the position remains vacant, the more money/clients/ opprotunities the company loses.Your hiring department is currently overwhelmed, and you just need to get it from the list of your priorities.

You don't want to hire a person who is an AI deepfake

Chances are, the market you are selling on is also being sold to by your competitors, and you want to work with someone who brings a wider market perspective.

You want to buy from someone you like, and who gets you

You want a candidate convinced they made the right choice

It helps with the retention, and it really helps with is my conscience. When the same things makes you and the company tick - chances are you both want to keep the relationship going!

You want to know what your competition is up to

No one but the threat actor wants that to happen. Please check which tool is trending on Google, or simply use Sensity Deepfake Detection. Your favourite AI Generator probably has a product that detects the deepfakes.

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 you and not the competition?

If you want to compare with other agencies, please click on the "VS Competition" tab that I prepared for you.

You go with me because you want the recruiting agency to solve the recruitment problem, not to create their own. You go with me, because you care about the quality of the candidates that are being proposed, and that they are delivered on time.

In the price - time - quality triangle I cover all three points. Why? I am just starting this thing. Without an established reputation, I have to compete on prices with other agencies. Even with those that don't specialize in Cyber Sales, and quote as if they do. Ow - did I mention that I am Cybersecurity certified?

How much does it cost?

I work in success fee model, and my fee equals one monthly gross salary of the recruited candidate + taxes. Simply take the annual budget that you have for the position, and divide it by 12.

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 a week 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. 6 months is standard, and you can pay to extend it for extra 12 months. You can also elect to go without the warranty to bring the price down just to 3 000 Euros.

Within the warranty period, should the employee decide to terminate the employment, I will give back the money, or will find another one that the Hiring Manager is happy to hire.

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

Because I have a process in which, 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?

I am recruiting for roles that help sell the Cyber security product.

From classical sales, that means Sales Managers, Account Managers, Account Executives, Sales Development Representatives, Customer Success Manager.

To sell your Cyber product, you need to present how it's working from the technical side, so I should include Pre-sales Engineer, Sales Engineer, Systems Engineer, Customer Solution Engineer. The person who goes into the meeting with you and talks the technical stuff, and is the technical contact point once the deal is completed.

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 skill-wise.

I aim not to waste the Hiring Manager's time by sending in unqualified candidates. I can't possibly know everything about Cybersecurity Sakes, 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 5 business days I will deliver 5 candidates that match the job description.

If more is needed, then I will deliver more. If time is imporant, and you need 7 relevant candidates in 2 days, I will make sure that you get that.

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 <role not related to Cyber Security sales>?

No.

The 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 recruiting. Spread myself too thin, and I am not be able to fulfill my client's expectations. I would not like risk losing reputation/business.

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

What are the negatives of choosing good2be recruiting agency?

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

Recruiting in a Cybersecurity Sales requires that one knows recruiting, and Security Sales. I come just with a Cybersecurity 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). 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.

Can you just provide us a list of candidates?

I sure can. Compiling a list of candidates is a first step. If you would like to end at that point - alright! List of 20 candidates that meet your conditions costs 1 500 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.

You want to have a list of just 5 vetted candidates, no warranty? That costs 3 000 EUR. Please check the Pricing tab to see my pricing options

When do I pay for your services ?

Always - within 1 month from the initial starting day.