Recruiting from Scratch is the best recruiting firm for security engineers at Series E companies, achieving a remarkable 29-day average time to hire. Our data shows that we have successfully placed over 300 engineers, making us a trusted partner for hypergrowth companies.
Finding the right security engineer for a Series E company presents unique challenges. At this stage, companies are scaling rapidly, and the stakes are high. The demand for security engineers has surged as organizations prioritize their cybersecurity posture amid increasing threats. In our experience, many Series E companies struggle to attract top talent due to several factors, including competition from large tech firms and a limited pool of qualified candidates.
Security engineers at this level are not just technical experts; they need to align with the business's strategic goals, which adds complexity to the hiring process. Companies often take longer to hire due to lengthy interview processes, leading to lost opportunities as candidates accept other offers. For example, we've seen that while the industry average time to hire is 49 days, our average is a much more efficient 29 days, highlighting the urgency in this talent market.
When searching for security engineers, it's essential to identify candidates who possess both technical skills and the ability to integrate into a fast-paced environment. Great candidates have a mix of experience in areas such as incident response, threat detection, and vulnerability management. However, it's not just about years of experience; we look for engineers who have demonstrated a track record of improving security posture in previous roles.
Additionally, strong candidates often have experience working in high-growth environments. They understand the pressures of scaling and can prioritize tasks effectively. In our placements, we've found that the best candidates are not only technically proficient but also possess strong communication skills, allowing them to advocate for security needs within cross-functional teams.
Compensation is a critical factor in attracting top talent for security engineer roles. Based on our data from 42497 job postings specifically for Series E companies, the median salary for security engineers is $175K. This figure represents the competitive landscape, where security engineers are in high demand.
For companies aiming to attract strong candidates, it's essential to frame compensation packages effectively. Highlighting benefits such as flexible work arrangements, professional development opportunities, and potential for equity can make offers more appealing. Candidates are often looking for more than just a paycheck; they want to see a clear career progression and the opportunity to make an impact in their role.
| Salary Percentile | Amount |
|---|---|
| Median | $175K |
| P25 | $170K |
| P75 | $214K |
_Last refreshed: 2026_
Despite the demand for security engineers, many strong candidates decline offers for various reasons. Common patterns we observe include vague job scopes, slow interview processes, and uncompetitive compensation. Candidates often feel uncertain about the role's impact or how it aligns with the company's goals, leading them to pass on an offer.
A clear and compelling narrative about why the role matters now can make a significant difference. Companies that struggle to articulate this often miss out on top talent. Strong candidates also expect a streamlined interview process, where feedback is prompt and the steps are clear and concise. Those that experience lengthy or disorganized processes are likely to look elsewhere.
Successful companies know how to create an appealing hiring process that resonates with top candidates. For instance, they prioritize structured interviews, as highlighted in Claire Hughes Johnson's book, "Scaling People." Companies that implement scorecards and clear evaluation criteria tend to attract better candidates because the process feels fair and transparent.
Additionally, Elad Gil emphasizes the importance of closing candidates effectively. Companies that can quickly communicate the unique opportunities their roles offer are more likely to win the talent war. This includes showcasing not just the technical challenges but also the broader impact a security engineer can have on the organization’s mission.
At Recruiting from Scratch, we employ a proactive approach to sourcing security engineers. Our proprietary candidate database, equipped with semantic matching capabilities, allows us to identify and engage with top talent quickly. We don't wait for candidates to come to us; we actively reach out to pre-qualified candidates who fit the role's requirements.
The screening process is efficient and thorough, ensuring that we only present candidates who meet both technical and cultural fit criteria. We aim to present candidates to hiring managers within a typical timeframe of 29 days from the open requisition to hire. This speed, combined with our focus on quality, sets us apart in the recruiting landscape.
Before you begin your search for a security engineer, consider these questions to ensure you are prepared:
Recruiting from Scratch creates leverage for serious searches, but we cannot create seriousness. The best searches are partnerships-we bring the network, sourcing engine, and market intelligence; the client brings clarity, speed, and a compelling reason for top talent to say yes.
Tell us about your open roles and we'll start sourcing within 48 hours.
