CyberSentry assesses our client's specific candidate requirements on many levels. Before we begin evaluating prospects, we will ensure that we have a thorough knowledge of the client's requirements. For instance, we'll look at the sorts of projects the requisition is for, the applicants' daily requirements, what kind of backgrounds would best match the unique technological environment, what type of personality the receiving team prefers, soft skills vs. complex abilities.

CyberSentry employs a dynamic resource screening method that combines onshore and offshore resources to provide a precise and cost-effective recruiting strategy. Our unique resource acquisition methodology provides highly experienced individuals who keep costs down. The onshore/offshore methodology used by CyberSentry allows us to quickly discover and obtain resources to fulfill our clients' ever-changing demands. We use all major job boards, social media, a vast internal database, networking, referrals, and more to find viable talent for our recruiting requirements. Furthermore, once we have a thorough understanding of our client's specific technological requirements and wants, we recruit ahead of time to ensure that qualified people are accessible when our customers' needs evolve. Our recruitment phase includes: Phase I - Screening with a technical manager Phase II - Personality diagnostic screening Phase III – Ongoing recruitment exercise

Only high-quality applicants are presented to our clients for consideration at CyberSentry. We do this by giving all candidates an all-around comprehensive review. A comprehensive technical screening, reference checks, background checks, and drug testing are all part of the applicant evaluation process. We also detail all of our candidates' work authorization paperwork, references, educational history, social media profiles, and portfolio examples. Client rejections after onboarding are relatively unusual at CyberSentry due to our increased degree of inspection recruiting process.