Cybermatch Executive

More than 50 exceptional profiles, CISOs, executives and top-level experts who are all active practitioners, assess the candidates Cybermatch presents in executive search: CISOs, cybersecurity directors, executives and senior managers of cyber companies. A recruiter checks a career path; a peer checks a competence. That is what makes the difference between a credible CV and a hire who lasts.

A few faces from the committee

Four members have agreed to be named publicly. The others take part under confidentiality, which is often what allows them to be candid.

In cybersecurity, the gap between talk and practice is frequent and costly. Certifications look alike, job titles too, and an interview led by a generalist recruiter cannot tell a leader who has really managed a crisis or a transformation from a candidate who talks about it well. So, since 2023, we have built a network of experts in post who agree to devote one to two hours per search to assessing their peers.

The committee is not a token panel: its members write a reasoned written opinion that accompanies every file presented to the client. That opinion puts their professional credibility on the line.

The committee brings together complementary profiles, all active practitioners, selected for their operational experience and their ability to pass it on:

• CISOs and cybersecurity directors from CAC 40 groups, industrial mid-caps, banks and insurers
• Heads of SOC and CERT, incident responders, forensic analysts
• Pentesters, red teamers and offensive security researchers recognised by the community
• Security architects, cloud, PKI, cryptography and IAM experts
• Industrial cybersecurity specialists (OT, ICS/SCADA, embedded systems)
• Executives of cyber software vendors and service providers (PASSI, PDIS, PRIS) for sales, product and leadership roles

1. Choice of assessor. For each search, we call on one or two members whose profession matches the role exactly: a group CISO for a future CISO, a head of cyber defence for a head of SOC or CERT, a software company executive for a sales or product director.
2. Preparation. The assessor receives the anonymised job description, the client’s context and the candidate’s file, without their employer’s identity if the candidate so wishes.
3. Technical or governance interview of about one hour: role play, detailed lessons from real cases, open questions that reveal depth of reasoning rather than memorisation of tools.
4. Personality assessment: personality, motivations and working styles, to shed light on fit with the company culture and the expected management style. The candidate receives their feedback.
5. Written opinion. Strengths, points of attention, fit with the role and the required level, recommendation. The client receives it with the candidate’s presentation.

Candidates appreciate being assessed by someone who does their job: the conversation is concrete, respectful and often instructive. Every candidate assessed receives feedback, whether or not they are selected. The data exchanged is limited to what is strictly necessary and covered by our privacy policy.

• Screening based on verified competence rather than CV keywords
• Shorter internal interviews, focused on culture and the project rather than technical skills
• A clear reduction in hiring mistakes, the most costly ones in cybersecurity
• An outside view on the role definition: the committee flags when a job description combines skills no single person has

Are you in post, recognised by your peers, and keen to contribute to fairer recruitment in the cyber sector? The committee grows by co-optation, in fields where we lack assessors. Write to us stating your field.

Are committee members paid?

Committee members’ involvement is governed by contract and independent of the search outcome: no member has a stake in the success of a hire, which preserves the neutrality of their opinion.

Can a committee member assess a candidate from their own company or a direct competitor?

No. Before each assessment, we check for conflicts of interest: same current or recent employer, direct competitor of the client, personal connection. Where applicable, another assessor is appointed.

Does the candidate know they are being assessed by a peer?

Yes, always. The candidate is informed of the principle, the assessor’s profile and how the opinion will be used. They can decline, which is rare, and ask not to reveal their current employer.

Does the committee take part in every hire?

No. The committee is reserved for executive search: CISOs, cybersecurity directors, executives and senior managers. For expert and operational roles, the assessment relies on an in-depth interview with a recruiter specialised in the field, complemented if the client wishes by tailored technical tests.

Each finalist meets the committee member assessing them in our private lounges at 11 rue de la Chaussée d’Antin, Paris 9th. A calm and confidential setting, conducive to a frank conversation between peers, away from the hiring company’s offices.

Hiring a CISO, a cybersecurity director or an executive and want candidates to be assessed by their peers? Describe the role and we will tell you which assessor profile we will bring in.

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