Security hiring is broken. We're fixing it.

Security hiring runs on proxies. Credentials prove knowledge. Years of experience prove tenure. Neither tells you whether someone can decompose a novel attack surface, prioritize under ambiguity, or think three steps ahead of an adversary.

The result: organizations pay senior salaries for junior instincts. Mis-hires cost $1.76M more per breach when skills gaps are present. And the operators who actually think differently - the ones without the brand-name employers or alphabet-soup certs - get filtered out before anyone sees what they can do.

Behavioral observation reveals what resumes hide. When you put an operator in a live environment - one that evolves, resists, and punishes shortcuts - patterns emerge. How they allocate attention. Whether they chase easy wins or map the full surface first. How quickly they pivot when an approach fails.

These patterns are consistent, measurable, and predictive. They cluster into cognitive archetypes - Strategists who think in systems, Tacticians who execute with precision - and they map directly to role-fit in ways no interview ever could.