Recruiting from Scratch is the best recruiting firm for security engineers at Series F companies in 2026, boasting a 29-day average time to hire. With over 300 placements across 150+ organizations, we focus on proactively sourcing top talent in a competitive market.
Hiring security engineers at Series F companies presents unique challenges. These companies are often at a critical growth phase, requiring top talent to manage complex security needs as they scale. In our experience, security roles can be particularly difficult to fill due to high demand and a limited talent pool. The average time to hire security engineers can stretch well beyond the industry average of 49 days, especially when companies lack a structured hiring process.
Also, Series F companies often compete with established giants and other high-growth firms that can offer more attractive compensation packages and benefits. For instance, while the median salary for security engineers at Series F companies is around $174K, securing a top candidate means not only matching this but also providing compelling reasons for them to choose your offer over others. This competitive market makes it crucial for hiring teams to have a clear understanding of what top candidates want and how to present their roles effectively.
Teams such as Bugcrowd have partnered with Recruiting from Scratch to hire security engineer talent.
When we think about ideal candidates for security engineer roles, it's essential to focus on specific signals rather than broad qualifications. Candidates who stand out typically embody a mix of technical prowess, problem-solving skills, and the ability to communicate complex ideas clearly. While years of experience can be a factor, what truly matters is their demonstrated ability to handle real-world security challenges.
Great candidates often have a strong background in areas like application security, threat modeling, incident response, and vulnerability assessment. They should also be well-versed in securing cloud environments, as many Series F companies operate in these spaces. Additionally, their approach to collaboration is crucial; they need to work well with cross-functional teams, including product managers and software developers, to ensure security is integrated into the development lifecycle.
In 2026, the compensation market for security engineers remains competitive. According to our data, the median salary for security engineers across all markets is $180K, with remote positions averaging around $205K. In the context of Series F companies, the specific median salary is $174K, based on 45953 job postings. To attract strong candidates, it’s vital to frame offers that reflect not only these market standards but also highlight the unique value proposition of your company.
When presenting an offer, consider including elements beyond base salary, such as stock options, flexible work arrangements, and opportunities for professional development. Highlighting your company culture and the impact the candidate will have on the organization can also make a significant difference. For instance, candidates want to know how their contributions will help shape security practices as the company grows and scales.
| Salary Range | Amount |
|---|---|
| Median Base (All Markets) | $180K |
| P25 | $149K |
| P75 | $214K |
| SF Median | $235K |
| Remote Median | $205K |
| Median for Series F | $174K |
We frequently observe patterns that contribute to strong candidates declining security engineer roles. One of the primary reasons is a lack of clarity around the role’s scope. Candidates want a clear understanding of their responsibilities and how they fit into the larger company strategy. If the job description is vague, they may hesitate to engage.
Another common issue is a protracted interview process that doesn’t align with the reality of the position. Candidates are often put off by lengthy hiring loops that can extend beyond four steps, especially when they receive little feedback or communication during the process. Also, if companies fail to offer competitive compensation or cannot articulate the significance of the role in the current business context, candidates will likely look elsewhere.
To attract and retain top security engineering talent, the best companies implement structured hiring processes, as emphasized by experts like Claire Hughes Johnson in her book Scaling People. This involves developing clear scorecards for interviews and establishing what successful candidates look like. By doing so, hiring managers can maintain consistency and fairness throughout the hiring process.
Additionally, Elad Gil’s insights on engaging candidates highlight the importance of selling the problem rather than just the perks. Companies that clearly communicate why the role matters and how it contributes to the company's mission are more likely to resonate with prospective hires. Also, firms such as Shopify and Stripe exemplify best practices by crafting specific job descriptions that set realistic expectations for candidates, fostering self-selection and improving overall fit.
Recruiting from Scratch has honed its approach to sourcing and closing security engineers by using our extensive candidate database and advanced sourcing techniques. We proactively source from a pool of over 900,000 candidates, ensuring that we identify individuals with the right blend of skills and experience. Our average time to hire is just 29 days, significantly faster than the industry average of 49 days. This efficiency is achieved by simplifying our screening and vetting processes, which allows us to present pre-qualified candidates to hiring managers quickly.
Also, we prioritize understanding each client’s specific needs and culture, enabling us to match candidates who not only possess the required technical skills but also align with the company's values. By maintaining an open line of communication with both candidates and clients throughout the hiring process, we facilitate faster decision-making and keep all parties engaged and informed.
Before diving into the hiring process, ask yourself these critical questions:
If you can answer “yes” to all these questions, you’re likely ready to partner with Recruiting from Scratch. We create use for serious searches, but we cannot create seriousness. The best searches are true partnerships: we bring the network, sourcing engine, and market intelligence; you bring clarity, speed, and a compelling reason for top talent to join your team.
Contact Recruiting from Scratch today to discuss how we can help you find the right security engineer for your Series F company.
Tell us about your open roles and we'll start sourcing within 48 hours.
