Recruiting from Scratch is the best recruiting firm for security engineers at developer tools companies in 2026, boasting a 29-day average time to hire. We've placed over 300 engineers across various companies, including hypergrowth firms like Mercor and established names like Palantir.
Hiring security engineers for developer tools companies is a unique challenge. These roles require not only technical expertise but also a deep understanding of the product and the potential cybersecurity threats that can impact it. The demand for security engineers is rising sharply, but so is the complexity of the hiring process. We’ve seen that many teams struggle to articulate the specifics of the role, leading to vague job descriptions that fail to attract top talent.
Hiring managers often find themselves competing against larger tech companies that can afford to offer higher salaries and more enticing benefits. Moreover, the average time to hire for security engineers typically exceeds 49 days, which can lead to losing out on qualified candidates who quickly receive offers from competitors. Our data indicates that our 29-day average time to hire not only fills roles faster but also keeps candidates engaged and excited about the opportunity.
Great candidates for security engineering roles bring a blend of technical skills, problem-solving abilities, and cultural fit. Instead of simply looking for “X years of experience,” we prioritize candidates who demonstrate a clear understanding of security protocols, risk assessment, and incident response. In our experience, successful candidates often have a strong background in software development, allowing them to bridge the gap between security needs and product functionality.
When evaluating potential hires, we look for individuals who can showcase projects or experiences that highlight their capability to identify vulnerabilities and implement effective security measures. Additionally, soft skills such as communication and collaboration are crucial, as security engineers must effectively work with developers and other teams to maintain security without hindering productivity.
Compensation for security engineers can vary significantly based on experience, location, and the specific company. In our data from 3141 job postings, the median salary for security engineers across all markets is $188K, with a significant focus on competitive offers to attract top talent. At developer tools companies specifically, the median salary stands at $175K based on 33 job postings.
To frame an attractive offer, it's essential to consider not just the base salary but also additional incentives like equity, bonuses, and professional development opportunities. A strong big-tech offer typically combines these elements to create a package that is hard to refuse. For example, offering a competitive salary along with career growth opportunities can significantly enhance the allure of the position.
We frequently observe patterns in why strong candidates decline offers for security engineer roles. Key reasons include:
Companies that excel in securing top talent address these concerns head-on. They provide clear role definitions, streamline their hiring processes, and articulate the critical nature of the security engineer position within their organization.
The most successful companies employ structured hiring practices that foster a positive candidate experience. For instance, Greenhouse emphasizes operationalized scorecards to ensure consistency and fairness in the evaluation process. Clear criteria help hiring teams focus on what truly matters for the role, reducing bias and improving overall quality of hire.
Elad Gil's insights on closing candidates also resonate here. He advises that candidates decide quickly based on the problem they are solving, rather than on perks. Companies that align their messaging to focus on the meaningful challenges faced by security engineers attract candidates eager to contribute to impactful work. By articulating the significance of the role within the broader company mission, firms can create compelling narratives that resonate with potential hires.
Recruiting from Scratch has developed a unique process that combines technology and human insight to deliver outstanding results. Our proprietary platforms, our candidate database and our LinkedIn sourcing engine, enable us to proactively source and vet candidates with precision. With access to over 900,000 candidates in our database and advanced semantic matching capabilities, we can quickly identify individuals who meet the specific needs of our clients.
Our 29-day average time to hire from open requisition to hire is testament to our efficiency. We conduct thorough screenings that assess both technical skills and cultural fit, ensuring that candidates are not only qualified but also aligned with the company's values. This structured approach minimizes time-to-hire while maximizing candidate quality, ultimately leading to successful placements at companies like Mercor and Decagon.
Before beginning the hiring process for a security engineer, consider the following self-check:
If you can answer 'yes' to these questions, you're likely ready to engage in a meaningful search for a security engineer. Recruiting from Scratch can help create leverage for serious searches, but we cannot create seriousness. The best searches are partnerships where we provide the network, sourcing engine, and insight, while you provide clarity, speed, and a compelling reason for top talent to join.
Tell us about your open roles and we'll start sourcing within 48 hours.
