This Cyber Runway Scale session explored strategic hiring for cybersecurity startups, focusing on team expansion, recruitment challenges, and building a strong company culture. Joel Hughes, of InfoSec People, discussed attracting top talent, scaling teams efficiently, and fostering diversity in the cyber sector.

On 12th February 2025, Joel Hughes, Head of Practice for Security Consulting at InfoSec People, led an engaging and insightful discussion on strategic hiring, company culture, and employee retention as part of Cyber Runway: Scale, a programme delivered by Plexal and supported by the Department for Science, Innovation & Technology (DSIT).

This founder-focused session explored best practices in recruitment and team building, offering valuable guidance for cybersecurity startups navigating the highly competitive talent market. Topics included:

• Defining company values to attract the right people
• Building an employer brand that stands out in cybersecurity
• Structuring an effective recruitment process to ensure cultural and technical fit
• Retaining top talent in a competitive and evolving industry

I attended on behalf of Cyber Tzar, the Enterprise Supply Chain Risk Management platform, to gain insights into scaling a high-performing cybersecurity team while maintaining a strong organisational culture.

Contents

Hiring and Recruitment Session 12th February 2025

This video is publicly available on the Plexal YouTube playlist for the Cyber Runway programme.

Defining a Strategic Approach to Hiring

The Importance of ‘Why’ in Hiring

Joel began the session by discussing why people commit to a company and what makes an organisation inspire long-term loyalty. He emphasised that a company’s why—its core mission and vision—creates a sense of belonging among employees, motivating them beyond salary incentives.

• Companies that lead with ‘why’ attract committed employees. Employees need to connect with the company’s purpose rather than just the product or service they offer.
• A strong company culture fuels innovation and retention. Businesses that articulate their mission effectively create a work environment where employees feel valued and driven.

Company Values: The Foundation of Culture

Company values are the guiding principles that shape the workplace and define how business is conducted. These values influence hiring decisions, company culture, and overall business strategy.

Key takeaways:

• Mission vs Vision Statements: A mission statement focuses on what a company does and how it achieves its goals. A vision statement defines long-term aspirations.
• Values Should be Clear and Evolving: Many companies start with broad values but refine them over time to align with business growth and culture.
• Make Values Visible: Organisations should display their core values prominently, whether in the office or digitally, ensuring they are integral to daily operations.

Some examples shared during the session:

• “Blunt Security exists to advance and develop the worldwide cybersecurity community, enabling better support and protection for the market.”
• “We are going to solve actual security problems people face. We are going to make money for everyone involved.”

These statements demonstrate ambition while keeping the focus on real-world impact.

Building an Effective Employer Brand

Employer Branding: Selling Without Selling

A strong employer brand is essential for attracting top talent. Joel emphasised the need to demonstrate value rather than just stating it.

Strategies to enhance employer branding:

• Use Storytelling: Highlight real employee experiences through case studies.
• Showcase Career Growth: Share examples of employees who have progressed within the company.
• Offer Tangible Benefits: Company perks such as flexible working, mental health support, and learning opportunities should be actively promoted.

Many participants shared unique employer branding initiatives, such as:

• Annual family BBQs to strengthen workplace culture.
• Regular team retreats for alignment and motivation.
• Providing work-from-home allowances to support hybrid working.

Structuring an Organisational Framework for Growth

The Role of Organisational Charts

An organisational chart (org chart) provides clarity on roles, responsibilities, and career progression. This is particularly important in growing companies where employees wear multiple hats.

Key recommendations:

• Define reporting lines early. Even if the company is small, structuring leadership roles prevents operational chaos.
• Ensure alignment with long-term growth. As the company expands, the org chart should be adjusted to reflect new leadership and operational needs.
• Keep it flexible. In fast-moving businesses, responsibilities often evolve, and org charts should adapt accordingly.

One interesting approach mentioned was Amazon’s ‘Two-Pizza Rule’, where teams should be small enough that two pizzas can feed everyone. This principle ensures teams remain agile and effective.

Effective Recruitment: Speed, Clarity, and Consistency

Optimising the Hiring Process

Hiring the right talent requires both speed and strategic planning. A lengthy or poorly structured hiring process can deter top candidates.

Joel outlined an ideal 30-day hiring process:

1. Week 1: Gather CVs, shortlist candidates.
2. Week 2: First-round interviews.
3. Week 3: Final interviews and decision-making.
4. Week 4: Offer negotiation and onboarding planning.

Key recruitment mistakes to avoid:

• Unrealistic job descriptions: Long, rigid job specs can discourage capable candidates.
• Poor feedback loops: A lack of communication between recruiters and hiring managers delays hiring.
• Overly complex interviews: Lengthy interview processes reduce candidate engagement and lead to drop-offs.

The Role of Third-Party Recruiters

Using external recruiters can provide market insights and save hiring managers time. However, Joel stressed the importance of:

• Demanding transparency and efficiency from recruiters. They should provide insights on market trends, salary benchmarks, and candidate motivations.
• Providing clear role descriptions. This ensures recruiters can accurately match candidates with company needs.
• Giving prompt feedback. Candidates should receive constructive feedback, even if they are unsuccessful.

Employee Retention: Avoiding Push Factors

The Cost of Losing Top Talent

A business is only as strong as its people. Losing key employees can impact company culture, client relationships, and operational efficiency.

Top reasons employees leave:

• Poor leadership and management. Employees don’t leave companies—they leave bad managers.
• Lack of growth opportunities. If employees don’t see a future in the company, they will look elsewhere.
• Feeling undervalued. Regular recognition and development opportunities are essential.

Strategies for Retention

Joel highlighted key steps to retain talent:

• Provide a clear career progression plan. Employees should see a path to leadership or specialisation.
• Offer ongoing training and development. Support employees in obtaining certifications and upskilling.
• Create a strong onboarding experience. A well-structured onboarding process helps new hires feel integrated and engaged from day one.

An example shared by a participant:

• “We implement a 30-60-90 day onboarding plan, co-authored by the manager and new hire, ensuring alignment and growth expectations.”

This structured approach ensures employees have a clear roadmap for their first few months, improving engagement and retention.

Final Thoughts

The Hiring and Recruitment session provided valuable insights into creating a strong recruitment strategy, defining company culture, and retaining top talent. Some of the key takeaways include:

• Start with ‘why’. A clear vision and mission attract the right employees.
• Employer branding matters. Companies must demonstrate why they are great places to work.
• Speed up hiring. A structured and efficient process improves candidate experience and ensures top talent isn’t lost.
• Invest in retention. Recognising employees, offering career growth, and maintaining a strong company culture are essential for long-term success.

By implementing these principles, organisations can build stronger, more engaged teams that drive long-term success.