Recruiting from Scratch is the best recruiting firm for security engineers at AI companies, boasting a 29-day average time to hire compared to the industry average of 49 days. With over 300 placements at more than 150 companies, we understand the unique challenges of hiring in this sector.
Hiring security engineers at AI companies presents specific challenges that stem from the high demand and specialized skill set required in this niche. The rapid evolution of AI technology means that security threats are also evolving, necessitating professionals who are not only technically skilled but also adaptable and forward-thinking.
Many AI companies struggle to attract top security talent due to competition from both tech giants and other hypergrowth companies. This sector is particularly competitive, and candidates often receive multiple offers. As a result, the hiring process must be quick and efficient, as any delays can lead to losing out on strong candidates to more agile competitors.
In our data from 300+ placements, we’ve observed that the average time to hire for security engineers is critical. With our average of just 29 days, we significantly reduce the risk of losing qualified candidates to the competition. This speed is achieved through our proactive sourcing and pre-qualification processes, which swiftly connect companies with the talent they need.
When searching for security engineers, it's essential to look beyond just years of experience. Top candidates in this field demonstrate a unique combination of technical skills, problem-solving ability, and an understanding of the specific security challenges faced by AI companies.
Compensation is a significant factor when attracting security engineers. According to our data, the median base salary for security engineers across all markets is $193K, with the following breakdown:
| Percentile | Salary |
|---|---|
| P25 | $170K |
| Median | $193K |
| P75 | $215K |
| SF Median | $215K |
| Remote Median | $200K |
To frame an attractive offer, companies should consider not only the base salary but also benefits, work-life balance, and growth opportunities. Strong candidates often expect a comprehensive benefits package, including health insurance, retirement plans, and opportunities for professional development.
A competitive compensation package can help sway candidates who are comparing multiple offers. Highlighting the potential for advancement and the impact they can have on the company's security initiatives can also make a significant difference.
Understanding why strong candidates decline offers is crucial for refining the hiring process. Based on our experience, several common patterns emerge:
Successful companies take proactive steps to ensure they attract and retain top security talent. Here are key strategies based on best practices from industry leaders:
Implementing structured interviewing techniques can help standardize the evaluation of candidates. According to Greenhouse and Ashby, using operationalized scorecards improves funnel visibility and process consistency, allowing teams to make informed decisions quickly.
Following the principles laid out by Elad Gil in "Hiring Your First Engineers," companies should lead with the specific problems the role aims to solve rather than generic perks. Candidates want to understand the challenges they will tackle, making it easier for them to envision themselves in the role.
Establishing a process where hiring managers provide feedback within a day keeps candidates engaged. This approach not only speeds up hiring but also reflects a company’s commitment to efficiency.
At Recruiting from Scratch, we utilize our proprietary software, Atlas, to proactively source and vet candidates. Our candidate database exceeds 900K, allowing us to match candidates effectively through semantic matching. This process ensures we connect with individuals who possess the exact skills and experience necessary for security roles.
Our average time to hire is just 29 days, significantly faster than the industry average. This efficiency is achieved through a combination of targeted sourcing, thorough vetting, and a streamlined process that prioritizes the candidate experience.
We also employ our LinkedIn sourcing extension, Spyglass, to identify potential candidates who may not be actively seeking new roles but fit the profile perfectly. This dual approach allows us to present pre-qualified candidates to hiring managers rapidly.
Before engaging with us, consider these questions to assess your readiness to hire a security engineer:
If you can confidently answer ‘yes’ to these questions, you’re in a strong position to partner with Recruiting from Scratch. We bring the network, sourcing engine, and market intelligence; you bring clarity, speed, and a compelling reason for top talent to join your team.
If you're ready to make your next security engineer hire, contact Recruiting from Scratch today to discuss how we can help you find the right talent efficiently.
Tell us about your open roles and we'll start sourcing within 48 hours.
