Hire the best talent in cyber business functions

The cyber ecosystem doesn’t rely on technical profiles alone: it needs people who can sell, explain, train, manage products and secure projects legally. Cybermatch, a recruitment firm specialised in cybersecurity, helps software vendors, consulting firms and companies hire the business functions that keep the sector running.

A pre-sales engineer who doesn’t understand what they sell, a product manager disconnected from real threats or a trainer who recites slides immediately lose credibility with an expert audience. That is precisely what makes these hires difficult: finding profiles who are at ease in their core profession, whether sales, product, legal or training, and solid enough on cyber fundamentals to be credible.

This is our added value on these roles: our roots in the cyber community let us identify profiles recognised by their peers, and our recruiters, who come from the cyber ecosystem, check the soundness of candidates’ technical discourse, something a generalist recruiter cannot do. You receive candidates who can hold the conversation with a CISO as well as with a pentester.

• Cybersecurity pre-sales and sales engineer
• Cyber business developer and account executive
• Cybersecurity product manager and product marketing manager
• Trainer and security awareness consultant
• Cyber lawyer, DPO and product compliance consultant

Every shortlisted candidate has an in-depth interview with a recruiter specialised in the field; optionally, a tailored technical test chosen for your role, with no dependence on a single platform, or your own internal tests complete the assessment. Here is what we look at:

• Technical credibility: the ability to explain a threat, an architecture or a regulation without reciting a brochure, and to admit what they don’t know
• For sales and pre-sales profiles: understanding of the cyber buying cycle (CISO, CIO, procurement, legal), public tenders and ANSSI qualifications
• For product managers: reading the competitive landscape, working with research and development teams, prioritising based on field feedback
• For trainers and awareness consultants: teaching technical and non-technical audiences alike, keeping content up to date
• For lawyers and DPOs: command of the GDPR, NIS 2, DORA and the Cyber Resilience Act applied to real products and contracts

Gross annual ranges observed in France in 2026, excluding bonus and benefits, compiled by Cybermatch from its own searches and public market studies. Paris and regulated sectors sit at the top of the ranges.

For sales roles, the base salary doesn’t tell the whole story: variable pay commonly reaches 50% to 100% of base at software vendors. Few public studies isolate these roles in cyber; the ranges above are benchmarks to be adjusted according to company size and target market.

1. Scoping (a few days): scope, technical environment, expected level, target salary, attractiveness pitch. We tell you frankly whether the role is realistic at the planned salary.
2. Multi-source research and direct approach (two to three weeks): identification of candidates currently in post through multi-source research, followed by personal contact, in France and neighbouring French-speaking countries.
3. Qualification: in-depth interview with a recruiter specialised in the field and, optionally, a tailored technical test or your own internal tests.
4. Shortlist within three to four weeks: two to four candidates presented with their background, the recruiter’s assessment, test results where applicable, motivations and conditions.
5. Interviews, offer and follow-up: support through to signature, reference checks with the candidate’s consent, review at the end of the probation period.

Structuring your sales, product or legal team in cyber? Tell us about your needs: we will get back to you quickly, in complete confidence.

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