Kiyansh Group places vetted contract, contract-to-hire, and direct cybersecurity professionals across AppSec, cloud security, SOC, and IAM — all senior, all US-based, with no offshore hand-off after the interview. We screen candidates on the actual work they will do, not on keyword-matched resumes. If you need someone who can threat-model a service or triage a real alert queue in their first week, this page explains how we find and qualify them.
Tell us what you need →Cybersecurity is not one job, and staffing it as if it were is how teams end up with a SOC analyst trying to run a Terraform security review. We fill four distinct tracks and match people to the one they can actually do. AppSec engineers do threat modeling, secure code review, SAST/DAST triage, and work embedded with developers. Cloud security engineers handle posture management, IAM policy design, and detection in AWS, Azure, or GCP. SOC analysts and detection engineers run alert triage, write detections, and do incident response. IAM engineers own identity lifecycle, SSO/federation, privileged access, and directory work.
Every candidate we submit is senior and US-based, and the person you interview is the person who does the work — we do not swap in a different or offshore resource once the contract starts. Engagements are contract, contract-to-hire, or direct placement, and we place on both private-sector and government-adjacent work, including as a sub-vendor to MSPs and prime vendors when you need cleared or compliance-scoped talent under an existing program.
Resume spam is the default in security staffing, and it wastes your interview slots. We screen before you ever see a profile. That starts with a role-specific technical conversation run by someone who understands the domain — not a recruiter reading a checklist — covering the actual stack and problems the candidate claims to have solved. We probe for depth: an AppSec candidate should be able to walk through a real threat model and explain why a given finding is or isn't exploitable, not just name a scanner.
For hands-on tracks we use practical exercises tied to the work. AppSec candidates review a code sample and identify real vulnerabilities versus noise. Cloud security candidates reason through a misconfigured IAM policy or a detection gap. SOC candidates triage a sample alert and explain their escalation logic. We verify claimed experience against what they can actually demonstrate, check certifications are current, and confirm authorization and availability up front so nothing falls apart at offer stage. You get a short slate of people who have already been pressure-tested, with our honest notes on where each is strong and where they are not.
We screen against the stack each role really uses, and we're specific about it. AppSec: threat modeling (STRIDE), secure code review, SAST/DAST/SCA tooling such as Semgrep, Burp Suite, and Snyk, plus fluency with OWASP Top 10, ASVS, and SDLC integration. Cloud security: native tooling across AWS (GuardDuty, Security Hub, IAM), Azure, and GCP, CSPM platforms like Wiz or Prisma Cloud, infrastructure-as-code review in Terraform, and frameworks including CIS Benchmarks and the shared-responsibility model.
SOC and detection: SIEM and EDR platforms such as Splunk, Sentinel, or CrowdStrike, detection engineering, and MITRE ATT&CK as a working vocabulary, not a poster. IAM: Okta, Azure AD/Entra, SAML/OIDC, SCIM, and privileged access tooling like CyberArk. On certifications, we treat them as signal, not proof — OSCP, GWAPT, or CSSLP for AppSec; the AWS or Azure security specialty and CCSP for cloud; GCIH or GCIA for SOC; and CISSP where the role or a compliance requirement calls for it. We confirm the cert is current and, more importantly, that the person can back it up in the technical screen.
Contract suits surge work, a specific project, or a coverage gap. Contract-to-hire lets you evaluate someone on real work before converting. Direct placement fits permanent roles where you want a vetted pipeline without running the full search yourself. As a sub-vendor to MSPs and prime vendors, we also supply security talent into existing programs and government engagements under your paper.
On timing, we give you honest numbers rather than a same-day promise we can't keep. For common tracks — SOC analysts, cloud security engineers, mid-to-senior AppSec — expect a qualified, screened slate within roughly one to two weeks, sometimes faster when the requirement is clean. Highly specialized or cleared roles take longer because the qualified pool is smaller and we won't pad the slate to look fast. We'd rather send you three people who fit than ten who don't.
US-based, and the person you interview does the work for the full engagement. We don't run a bait-and-switch where a senior name gets replaced by an offshore team after signing. If a role has clearance or on-shore compliance requirements, we screen for those up front.
We run a role-specific technical screen and practical exercise before you see a candidate — code review for AppSec, IAM policy or detection reasoning for cloud and SOC. A domain-literate person runs it, not a keyword-matching recruiter, so the slate you get is short and already pressure-tested.
For common tracks like SOC, cloud security, and mid-to-senior AppSec, a screened slate typically lands within one to two weeks. Specialized or cleared roles take longer because the qualified pool is smaller — we give you a realistic timeline instead of padding the slate to look fast.
Tell Kiyansh Group what you're building or defending, and we'll send a short slate of vetted, US-based cybersecurity engineers who can do the work from week one.
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