Case study: Transforming cyber security hiring for a high growth UK technology company

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Summary

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A rapidly scaling technology company headquartered in Oxfordshire was struggling to attract and secure senior cyber security and information security specialists. Multiple direct hiring attempts had failed, and several generalist recruitment agencies had been unable to make progress.

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Redshift was engaged to diagnose the underlying issues, design a targeted hiring strategy, and deliver results. Within ten weeks, five senior and scarce skill cyber security professionals were successfully hired and onboarded. This reversed months of stalled progress and enabled the organisation to move forward with its security and operational roadmap.

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​​The client is a founder led organisation operating in a technically demanding and highly regulated environment. As the company matured, the need for a centralised and strategically aligned cyber and information security capability became critical.

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The business faced several challenges:

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• Highly competitive talent market with strong demand for experienced cyber security professionals

• A niche location in Oxfordshire that limited the pool of candidates willing to commute or relocate due to housing prices and school catchment

• Lack of traction from previous direct sourcing efforts and generalist recruitment partners created some jobseeker apathy

• Requirement for strong cultural alignment, as the company’s ethos and long term mission were central to attracting the right people

 

The founder sought a partner who could understand the organisation at a deeper level and translate that understanding into a credible and compelling hiring strategy.

 

Overview

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Redshift was introduced to the founder to provide specialist support in cyber security hiring. The engagement was led personally by Daniel Dutton, bringing founder level insight, market expertise, and a systems driven approach to diagnosing and solving the problem.

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Discovery 

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We conducted a structured discovery process that included:

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• In depth conversations with the founder and senior leadership tyo identify needs & wants

• Analysis of the company’s culture, values, and long term strategic goals

• Review of previous hiring attempts and market positioning

• Identification of capability gaps and role clarity issues

• Overview of current promotional material for consistency of tone and language

 

This work created a clear picture of the organisation’s identity, its competitive strengths, and the barriers that had prevented successful hiring.

 

​Approach

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Redshift designed and executed a tailored hiring strategy built around three core pillars.

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1. Role and narrative

Each position was redefined to reflect real organisational needs, growth trajectory, and the opportunities available to high calibre candidates.

A compelling employer narrative was developed to communicate:

• The company’s mission and technical ambition

• The founder’s vision and leadership style

• The impact and autonomy available within the security function

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2. Talent acquisition

Our initial longlisting process included:

• Mapping competing businesses within a 50 mile radius

• Identifying and targeting further talent pools and competing businesses across the UK

• Identifying immediate individuals with the right blend of technical expertise, leadership capability, and cultural alignment

• Conducted direct and personalised outreach that resonated with senior professionals

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3.  Marketing support

Our in house marketing team supported the hiring campaign with:

• Professionally crafted role profiles and candidate packs

• Outbound marketing communication and digital content to outline the company’s ethos and long term goals

• Market appropriate positioning to attract scarce skill candidates

 

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Outcome

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Within ten weeks, Redshift successfully filled five senior and specialist cyber security roles, including positions that had remained unfilled for months.

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Key results included:

• All roles filled within the agreed timeframe

• High calibre candidates secured from competitive markets

• Improved employer perception, with candidates citing clarity, authenticity, and purpose in the messaging

• Strengthened internal capability, enabling the company to progress its security strategy with confidence

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The founder described the engagement as "transformative" and highlighted the difference between generalist recruitment activity and a strategic, context driven approach grounded in real understanding of the business.

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This case demonstrates the core strengths that define Redshift’s approach:

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• Founder level insight applied directly to complex hiring challenges

• Deep cyber security market expertise and access to hard to reach talent

• A systems thinking methodology that aligns hiring with organisational strategy

• Marketing supported recruitment that ensures clarity, credibility, and differentiation

• A reputation driven philosophy focused on long term value rather than transactional placements

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To find out how we can amp up your hiring process and bolster your market presence, click here

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