Case Study
A custom approach for cybersecurity startups recruiting HR leaders.
All Case StudiesDeep Instinct relies on technology professionals to develop, market, sell, and implement the world's first Deep Learning cybersecurity platform. As the company expanded its North American footprint, it needed an HR leader to support the company's rapid-scale growth.
Deep Instinct utilizes advanced Deep Learning capabilities to proactively keep its customers protected from cyber attacks. Its predictive threat prevention platform focuses on prevention as opposed to traditional detection and response solutions.
With significant headcount growth planned for North America, Deep Instinct's Israel-based CHRO determined it important to have a local HR presence in country. It needed a Director of Human Resources.
Being a start-up with limited resources, the Director would need all-encompassing HR experience. Scaling headcount in this type of environment requires several skill-sets: recruiting and managing geographically dispersed employees, knowledge around employment law and benefits, the ability to interact with executives at a peer level, and experience working for a fast-paced technology firm. The Director would also need to quickly bridge the gap between the Israel-based C-suite and employees in North America.
Based on the discovery call conducted by Pinpoint, a recruitment strategy was designed to focus on two types of professional profiles:
With relatively few cybersecurity companies based in NYC, Deep Instinct was open to an experienced HR executive from technology companies outside of the security space. A Sr. HR leader could come up to speed quickly on industry standards.
Given the tight-knit nature of the cybersecurity industry, a Sr. HRBP from a security start-up would presumably have been exposed to similar challenges and implemented a rapidly scaling HR program.
Pinpoint presented the Custom Search Form™ to Deep Instinct's CHRO. By collaborating with clients on this process we achieve three main objectives:
Pinpoint's recruiters qualified candidates and communicated Deep Instinct's value proposition with messaging created collaboratively with Deep Instinct's CHRO.
Right from the start I felt I was working with a professional from a different league. Mark asked very specific and thorough questions, pointed out potential gaps in the profile we created for the Director HR search, and then pinpointed a few very worthy candidates that all made it through the interview process. I felt I could trust Mark with my time; he communicated every step of the way and created a wonderful recruitment experience for me and the candidates.
Pinpoint understood Deep Instinct's challenge and needs. Instead of recruiting off a job description and wasting time presenting HR professionals that did not meet Deep Instinct's specific requirements, Pinpoint knew what questions to ask based on experience filling similar searches for early-stage startup clients.
With Deep Instinct's CHRO fully entrenched as a partner in the creation of Pinpoint's Custom Search Form, Pinpoint was positioned to conduct the search efficiently. A select number of qualified candidates were presented for interviews — resulting in countless hours saved as the CHRO only interviewed relevant candidates. Relevancy is based on skills, budget, location, motivation for change and a fit based on the candidate's desired career progression.
The position was filled and both the new hire and CHRO are very pleased with the result.
