CyberSolace / Hiring Assurance
Know more before you hire.
Independent assessment for IT and cybersecurity candidates you have already shortlisted.
A good interview shows how someone presents. It may not show how they prioritise, explain risk, or exercise judgement with access to your systems. We give your hiring team role-specific evidence before it makes the appointment decision.
The hiring decision
A confident conversation is only one piece of evidence.
The UK government has warned of IT workers seeking roles under false identities, while the FBI has documented deepfakes and stolen identities in remote job applications. For roles with privileged access, a proportionate live identity check belongs alongside the capability assessment.
For a role with access to sensitive systems, the question is whether a candidate can make sound decisions in your environment. Many hiring teams do not have a senior IT or security specialist available to test that in depth.
CyberSolace adds an independent security perspective to the shortlist you already have. We agree what matters for the role, assess against it, and make clear what has been demonstrated and what remains uncertain.
Three assessment questions
What we examine.
The scope follows the role, its access, and the decisions the person will need to make.
01 / ASSESSMENT
Can they do the work?
Role-specific scenarios reveal how candidates investigate, prioritise, and explain technical trade-offs. We look for practical reasoning rather than rehearsed answers to generic questions.
02 / ASSESSMENT
How do they work?
Structured questions explore communication, ownership, collaboration, and judgement when information is incomplete. We agree job-related criteria with you before the assessment.
03 / ASSESSMENT
Are they who they say they are?
We confirm the candidate is the person who applied and that their stated certifications stand up, using checks proportionate to the role. Anything unresolved stays visible.
A clear route to a decision
From shortlist to evidence.
You bring the role and the candidates. We agree the assessment, see them in action, and provide evidence that supports your decision.
For a shortlist of three, the engagement typically takes two to three weeks, subject to candidate availability and agreed checks. Each candidate brief follows within two working days of their final interview.
STEP 01
Define the role
We agree the responsibilities, access level, relevant scenarios, and a job-related scorecard.
STEP 02
See candidates in action
Candidates complete a structured technical and ways-of-working assessment, with reasonable adjustments where needed.
STEP 03
Confirm identity and certifications
During the live assessment we confirm the candidate is the person who applied and verify their listed certifications with the issuing bodies. Anything unresolved stays visible in the evidence brief, alongside the checks your HR team still needs to complete.
STEP 04
Review the evidence
You receive a concise brief and, where relevant, a shortlist comparison. Your organisation makes the appointment decision.
STEP 05
Check in after 90 days
Around 90 days after the appointment, we check in with you on onboarding priorities and any gaps identified during the assessment.
The output
A brief for the decision meeting.
The deliverables are agreed before assessment begins. The aim is to separate what a candidate demonstrated from what needs attention or still requires checking.
Every assessment is led by a senior CyberSolace consultant with hands-on security leadership experience.
CyberSolace / role-specific evidence brief
Candidate evidence
Observed strengths, gaps, and the basis for each judgement.
Shortlist comparison
A consistent view when more than one candidate is assessed.
Verification status
Completed checks and any matters still open.
Starting priorities
Practical onboarding and access considerations for the person appointed.
Where it helps
For roles that shape your security.
Especially useful where you need technical depth or an independent second opinion before appointing someone with broad access or significant responsibility.
Your first specialist
An IT or security hire who will build a function as well as do the work.
Technical leadership
A Head of IT, security lead, or GRC manager whose decisions reach senior leadership.
Remote access roles
Engineers and analysts who will work with sensitive systems from outside your offices.
An independent view
A second opinion alongside your recruiter, hiring manager, or CISO.
Fair by design
A process candidates can understand.
We agree observable, job-related criteria before assessment starts. Comparable questions and reasonable adjustments help each person show what they can do. Acas guidance provides a useful reference for fair interviewing.
Verification is a separate, proportionate step. The requested information, purpose, access, and retention should be clear to candidates. The ICO’s recruitment and selection guidance sets out the data-protection context.
We assess the shortlist supplied by you or your recruiter. We do not source candidates or earn placement fees. You remain responsible for the hiring decision and statutory employment checks.
Common questions
Before we begin.
Do you find candidates for us?
No. You or your recruiter provide the shortlist. CyberSolace adds independent technical and security assessment to your existing hiring process.
Do you make the hiring decision?
No. We provide structured evidence and an independent view. You decide whom to appoint.
Which roles can you assess?
We can scope assessments for IT infrastructure, cloud, security operations, security engineering, GRC, and technical leadership roles. We agree the expertise needed for each role before starting.
Which checks do you carry out?
We confirm identity during the assessment and verify certifications with the issuing bodies. References, degree checks, right-to-work and other background screening stay with your HR team. Our brief lists anything for them to follow up.
How long does it take?
Typically two to three weeks for a shortlist of three, depending on candidate availability. Each brief arrives within two working days of the final interview.
What does it cost?
We agree a fee for the defined scope before assessment begins. Contact us to discuss the role and request a proposal.
The next step
Hiring for an IT or cyber role?
Tell us about the role before you make an offer. We can scope an independent assessment around the access, decisions, and working context that matter to your organisation.