Technical Recruitment Support
Stop guessing whether candidates can actually do the job. We bring 20+ years of hands-on expertise to your technical hiring process.
Find Technical Talent That Actually Delivers
Hiring cybersecurity and IT professionals is hard. Resumes are full of buzzwords. Candidates interview well but can't perform. HR teams lack the technical depth to evaluate real skills.
SeqSarv provides technical expertise to your hiring process—ensuring you identify candidates who can actually do the job.
What We Deliver
Technical Interview Facilitation
We conduct or support technical interviews that reveal true capabilities.
Interview Services
- Technical interview design and question development
- Live interview facilitation (solo or alongside your team)
- Hands-on lab and scenario-based assessments
- Interview scoring rubrics and evaluation criteria
- Post-interview technical assessment reports
- Candidate comparison and ranking
Interview Domains
- Security operations and SOC analyst roles
- SIEM engineering (Splunk, Sentinel, QRadar)
- Vulnerability management and assessment
- Security architecture and engineering
- Network security and firewall administration
- Cloud security (AWS, Azure, GCP)
- Incident response and threat hunting
- GRC and compliance roles
- Linux/Windows systems administration
- DevSecOps and security automation
Skills Assessment Development
Custom assessments tailored to your specific technical requirements.
Assessment Types
- Written technical assessments
- Practical lab exercises
- Scenario-based problem solving
- Configuration and troubleshooting challenges
- Log analysis and investigation exercises
- Architecture design exercises
Deliverables
- Assessment questions and scenarios
- Scoring rubrics and answer keys
- Difficulty calibration and timing
- Candidate instructions
- Evaluator guides
Candidate Screening & Evaluation
Pre-interview screening to filter candidates before your team invests time.
- Resume technical review
- Initial phone screen (technical questions)
- Skills verification against job requirements
- Certification validation
- Red flag identification
- Recommendation reports
Team Structure Advisory
Building a security team? We help you define roles and requirements.
- Role definition and job description development
- Skills matrix and competency frameworks
- Team structure recommendations
- Career ladder design
- Training and development planning
- Compensation benchmarking input
Why SeqSarv for Technical Recruitment
20+ years of hands-on technical experience means we know what good looks like—and we can spot candidates who talk a good game but can't deliver.
- Interviewed and evaluated hundreds of security and IT professionals
- Built and led technical teams across federal and enterprise environments
- Understand the gap between certification knowledge and real-world skills
- Know which questions reveal actual experience vs. memorized answers
We've Been on Both Sides
As a hiring manager, we know what technical leaders need. As a practitioner, we know what skills actually matter day-to-day. As a consultant, we've seen what separates high performers from underperformers.
Interview Question Domains
We develop questions and assessments covering:
| Domain | Example Topics |
|---|---|
| SIEM / Security Operations | SPL queries, correlation rules, alert triage, use case development |
| Vulnerability Management | CVSS scoring, prioritization, remediation workflows, Tenable/Qualys |
| Network Security | Firewall rules, packet analysis, segmentation, IDS/IPS tuning |
| Incident Response | Investigation methodology, log analysis, containment, root cause |
| Cloud Security | AWS/Azure security services, IAM, logging, misconfiguration detection |
| Compliance | FISMA, FedRAMP, NIST frameworks, control implementation |
| Systems Administration | Linux/Windows hardening, scripting, troubleshooting |
Process
Step 1: Requirements Review
- Understand the role and technical requirements
- Review job description and must-have skills
- Identify nice-to-have and growth areas
- Align on evaluation criteria
Step 2: Assessment Design
- Develop interview questions or assessment exercises
- Create scoring rubrics
- Calibrate difficulty and timing
- Prepare evaluator materials
Step 3: Candidate Evaluation
- Conduct or support technical interviews
- Score and document candidate performance
- Provide written assessment reports
- Recommend or rank candidates
Step 4: Hiring Support
- Answer technical questions from hiring team
- Provide input on offers and negotiations
- Support onboarding planning if needed
Confidentiality & Ethics
- All candidate information handled confidentially
- No conflicts of interest (we don't place candidates for commission)
- Objective, criteria-based evaluations
- Legally compliant interview practices
- Bias-aware assessment design
Engagement Models
| Model | Description | Best For |
|---|---|---|
| Interview Support | Participate in your interview process | Active hiring, need technical depth |
| Assessment Development | Create custom technical assessments | Standardized hiring process, multiple roles |
| Full Screening | End-to-end technical candidate evaluation | High-volume hiring, critical roles |
| Advisory | Team structure and role definition consulting | Building new teams, reorganization |
Ready to Get Started?
Schedule a free 30-minute consultation to discuss your needs and explore how SeqSarv can help.