Cybermatch Executive

Hiring a CISO, a head of SOC or CERT, an R&D director, a VP of Sales or the leader of a cyber company is not handled like hiring an expert. Cybermatch runs these searches through direct approach, with a committee of more than 50 exceptional profiles, CISOs, executives and top-level experts who are all active practitioners, to assess candidates, and with end-to-end confidentiality.

Four committee members have agreed to be named publicly; the others take part under confidentiality. See how the committee works.

We cover every leadership role related to cybersecurity, on the end-user side as well as at software vendors, service providers and investment funds: governance, operations and technology, general management and growth.

• Governance and security: CISO and group CISO, deputy CISO, cybersecurity director, VP Security, head of cyber risk and compliance, operational resilience lead (DORA, NIS 2)
• Operations and technology: head of SOC, head of CERT or CSIRT, head of cyber defence, head of detection & response, security CTO, R&D director, VP Engineering, head of product security
• Leadership and growth of cyber companies: CEO, COO, subsidiary managing director, VP Sales and sales director, head of alliances and partnerships, marketing director, head of operations and delivery
• External governance: independent directors and members of cyber advisory boards

The talent pool is small. France has a few thousand CISOs in post, a few hundred heads of SOC or CERT, and a handful of VPs of Sales or R&D directors who have already grown a cyber offering. A minority of them have run a function at group level, faced an executive committee or been through a major crisis. These people don’t answer job ads and only change jobs for a specific project, presented by someone who understands their profession.

The role is exposed. A poorly matched leader is costly: for a CISO, credibility with the executive committee and regulators; for a head of SOC, team stability and on-call cover; for a VP of Sales, a year of pipeline; for an R&D director, a roadmap that slips. The recruitment process must therefore assess leadership qualities (decision-making, communication, crisis management) as much as depth of expertise, and discreetly verify what the CV claims.

Confidentiality is absolute. A departure announced too early weakens both the hiring company and the one losing its leader: security set-up, sales team or product roadmap. We work under a non-disclosure agreement, without advertising, and only reveal the client’s name to shortlisted candidates.

1. Scoping (one week). Interviews with the CEO, the CIO or the audit committee, review of the organisation and its cyber maturity, definition of the remit, reporting line and target salary. We produce a scoping note, validated before any approach.
2. Mapping and direct approach (two to three weeks). Systematic identification of matching profiles in France, Belgium, Switzerland, Luxembourg and Monaco, with a personal and confidential approach by a Cybermatch partner.
3. Peer assessment. Every shortlisted candidate meets a committee member who holds or has held an equivalent role: a group CISO for a CISO, a head of cyber defence for a head of SOC or CERT, a software company executive for a VP of Sales or an R&D director. Role play, lessons from real cases, governance or management questions. A written opinion accompanies every file.
4. Personality assessment. Personality, motivations and working styles are measured with a recognised predictive tool, to shed light on fit with the company culture, the expected management style and the ability to hold an exposed role. Every candidate receives their feedback.
5. Shortlist (four to six weeks). Three to five candidates, each presented with their background, the committee’s assessment, their motivations and their conditions.
6. Due diligence and closing. Reference and background checks with the candidate’s consent, support through the negotiation, follow-up during the probation period and a three-month review.

Observed timelines: a shortlist in four to six weeks and a signature in eight to twelve weeks; the start date then depends on the notice period. We never take on more searches than the committee can seriously assess.

• A committee of more than 50 exceptional profiles: CISOs, executives and top-level experts, all active practitioners, who assess candidates as peers, not as recruiters.
• The only recruitment firm that is a member of Hexatrust and the Alliance pour la Confiance Numérique, and official HR partner of Forum InCyber and the European Cyber Cup: we live in the ecosystem we recruit from.
• Recruiters specialised by discipline: we can tell governance talk from a real understanding of risk.
• French-speaking coverage: France, Belgium, Switzerland, Luxembourg, Monaco, with the regulatory specifics of each market.

When a search justifies it, for example for a role based outside our countries of operation or for a search across several markets, Cybermatch Executive can work in collaboration with Opera International, an executive search firm with which we formalised a partnership at Forum INCYBER in April 2026, as well as with members of the Talentor network, present in more than 34 countries across five continents.

Collaboration also works the other way round: Cybermatch can work alongside Opera International on searches that firm conducts in France, particularly when they involve cybersecurity roles. These collaborations are decided search by search, with your agreement. Cybermatch remains your point of contact and keeps control of the search, the committee’s assessment of finalists and end-to-end confidentiality.

Gross annual ranges observed in France in 2026, excluding bonus and benefits, compiled by Cybermatch from its own searches and public market studies. Packages at CAC 40 groups and in regulated sectors (banking, insurance, defence) exceed these benchmarks. For sales, R&D and operations roles (VP Sales, R&D director, head of SOC or CERT), benchmarks depend heavily on the company’s model and size: we share them at the scoping stage, based on our recent searches.

Cyber leadership payGross annual base, €k, Cybermatch 2026 benchmarks

Mid-cap and scale-upLarge group

Experienced CISO6 to 10 years

Mid-cap €90k–105k · large group €95k–140k

Group CISO / cybersecurity director10 to 15 years

Mid-cap €100k–120k · large group €140k–220k

International group CISO15 years and more

Mid-cap €120k+ · large group €180k–250k+

80120160200240250+

Some leadership roles other than CISO, such as a cyber partner at a Big Four firm or VP Sales France at a US cybersecurity vendor, exceed €250k.

See the detailed ranges

Role	Mid-cap and scale-up	Large group
Experienced CISO (6 to 10 years)	€90k–105k	€95k–140k
Group CISO / cybersecurity director (10 to 15 years)	€100k–120k	€140k–220k
International group CISO (15 years and more)	€120k+	€180k–250k+
Interim CISO (freelance)	€700–1,200 per day	€900–1,500 per day

For comparison, the CESIN study (the French club of information and digital security experts), conducted with OpinionWay in 2024 among 390 security leaders, puts the median gross annual salary of CISOs at €90,000 and the average at €96,543, with 71% receiving variable pay (CESIN 2024 study).

To fill a vacancy, prepare an audit or certification, or lead a crisis recovery, we provide interim CISOs and cybersecurity directors from the same talent pool, available within two to three weeks, for assignments of three to twelve months. A dedicated page is coming soon; in the meantime, tell us about your needs.

How much does a cybersecurity executive search cost?

Our fees never exceed 28% of the role’s gross annual salary, whereas the executive search market commonly charges 30% to 33%. They are based on a retainer paid in three instalments: at launch, when the offer is signed, and at the end of the probation period. They are shared at the scoping stage, with no hidden costs.

How long does it take to hire a CISO or cyber executive?

Allow four to six weeks for a qualified shortlist and eight to twelve weeks for a signature. Because senior executives usually have three-month notice periods, the new hire often starts four to six months after launch; an interim CISO can cover the gap.

What is the difference between an RSSI and a CISO?

Both terms refer to the person responsible for information security. “CISO” (Chief Information Security Officer) is the English-speaking usage and often signals a reporting line to executive management and a group-wide remit; “RSSI” remains the usual title in France, sometimes reporting to the CIO. The reporting line matters more than the title: an RSSI who reports to the executive committee carries more weight than a CISO buried in IT.

Do you cover sales, R&D or operational leadership roles?

Yes. Cybermatch executive search covers every leadership role in the cyber ecosystem: VPs of Sales and sales directors at software vendors or service providers, R&D directors and security CTOs, heads of SOC or CERT, heads of operations. The committee then brings in a peer from the same profession, a software company executive or head of cyber defence, to assess finalists.

Do you work outside France?

Yes, in Belgium, Switzerland, Luxembourg and Monaco, for local roles or European remits managed from France.

How do you guarantee confidentiality?

No job ad is published, the client’s name is only shared with shortlisted candidates and with agreement, exchanges with the expert committee are covered by a non-disclosure agreement, and written assessments only circulate between the client and Cybermatch.

What happens if the new hire leaves the role quickly?

Our search proposals include a replacement guarantee, the length and terms of which are specified at the scoping stage, before any commitment.

Our offices are at 11 rue de la Chaussée d’Antin in Paris, a stone’s throw from the Opéra. This is where we meet clients and candidates, in private lounges that provide the discretion these searches require.

Hiring a CISO, a head of SOC, a VP of Sales, an R&D director or a leader for a cyber company? Describe the context in a few lines; a partner will call you back within 48 hours, in complete confidence.

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