Our client is a global cybersecurity solutions provider headquartered in the United States with development hubs across North America, EMEA, and APAC. Specializing in endpoint security, advanced threat detection, and zero-trust architecture, the company delivers cutting-edge solutions to Fortune 500 clients, financial institutions, and defense contractors. The firm had experienced exponential growth after securing a Series D funding round and required rapid talent acquisition to support new product verticals and meet expanding enterprise contracts.
Business Challenge
Despite high market demand, the client struggled to fill niche roles in secure software development, vulnerability research, and cloud security engineering. Internal recruitment pipelines were limited in reach, and the existing talent acquisition team lacked bandwidth to meet urgent hiring targets. Additionally, the company needed permanent hires who not only had deep technical certifications (CISSP, OSCP, CEH) but also demonstrated long-term alignment with the company’s remote-first work culture and rapid innovation pace.
- 30+ open technical roles across three global regions with hiring deadlines under 90 days
- Low applicant-to-hire ratio due to limited reach in passive talent pools
- Need for cleared and certified professionals in compliance-heavy roles
- High candidate drop-off during technical interview stages
Pulivarthi Group’s Solution
Pulivarthi Group deployed a dedicated industry-specialized staffing team consisting of technical recruiters, client success managers, and sourcing analysts. After a deep-dive consultation, we identified hiring bottlenecks and implemented a three-pronged strategy:
- 1. Strategic Talent Mapping: Our team conducted in-depth market research to identify certified talent across key geographies with experience in security-specific tech stacks such as Python, GoLang, Kubernetes, and AWS/GCP. We engaged passive candidates via custom outreach campaigns aligned with the client’s employer branding.
- 2. Skill-Centric Vetting: Candidates were evaluated on both domain knowledge and situational judgment through customized assessments, live coding sessions, and behavior-based interviews. We pre-screened for certifications like CISSP, OSCP, and AWS Security Specialty to ensure job-readiness.
- 3. Retention-Centric Matchmaking: Cultural fit and long-term commitment were assessed using behavioral scoring rubrics, and we ensured alignment between candidates’ expectations and client’s hybrid or remote work policies, compensation bands, and growth plans.
Key Results
- 42 permanent hires made within 90 days, across engineering, DevSecOps, and compliance roles
- Time-to-fill reduced from 68 days to 36 days on average
- Retention rate: 97% at the 12-month mark
- Cost-per-hire savings: 25% compared to traditional agency model
- 80% of hires were from passive candidate pools not reached through traditional job boards
Client Testimonial
“Pulivarthi Group became an extension of our hiring team. They delivered candidates who weren’t just technically exceptional but committed for the long haul. Their understanding of cybersecurity staffing is unmatched.”
– VP of Talent Acquisition, Global Security Software Company
Permanent Roles Filled
- Cloud Security Engineers
- Application Security Architects
- Senior Penetration Testers
- Zero-Trust Policy Engineers
- Security Compliance Analysts (ISO 27001, FedRAMP)
- DevSecOps Engineers (Terraform, CI/CD Security)
Services Delivered
- Permanent staffing & pipeline development
- Customized technical assessment creation
- Security certification validation & background checks
- Remote onboarding support
- Candidate experience & retention advisory
