Two SOC Manager Hiring Prospects: A Tale of Contrasting Approaches and Attitudes

Recently, I had the opportunity to interact with two candidates in order to hire for SOC Manager position, and their contrasting attitudes and career trajectories provided valuable insights into the industry.

A) The first candidate was a seasoned professional with a stable career history. Over the years, he had not jumped between companies but instead built a solid foundation in a few organizations. His commitment was also evident in the list of some well known industry-specific certifications like CISSP,CISM,CISA,ISO27001 and few other certifications which he had earned, which showcased his dedication to staying current with the latest in cybersecurity. When I reached out to him, he greeted me warmly, responded thoughtfully, and showed genuine interest in the conversation. His professionalism left a very positive impression on me and I immediately made my mind that I should not leave this candidate and even if I have to fight within my ecosystem, I will do it. Below is the conversation sequence for your reference.

Me: I tried calling him but for some reason call didn't got picked up. So I dropped a WhatsApp message to him with below text.

"Dear <Name of the candidate>, I am from Purplesynapz labs, looking to hire a SOC manager profile. I got your profile from some source, would you be interested in it"

Candidate: Hello Sanjeev Good evening, Thanks for reaching out to me and I will be happy to go forward. I have a meeting currently and can we connect after 30 min.

Me: I said Ok & waited for his revert. In between i got engaged in some other meeting and didn't notice that 30 min are already over and he called me exactly after 30 min. In continuation of that discussion, we had a long conversation and I found him to be a gem of a person. Pushed his profile for Manager position and is almost in the final stage of selection.

B). On the other hand, the second candidate presented a extreme contrast. Upon contacting him, I barely had the chance to introduce myself before he interrupted to ask about the budget. His immediate focus on compensation, without any consideration for the role or the organization, was off-putting. This individual had changed jobs frequently, with seven to eight companies listed on his resume over a span of 12 years. Despite his lack of commitment, he demanded an exorbitant salary and seemed uninterested in any position that did not meet his financial expectations. Additionally, his qualifications included a CISSP certification marked as "in progress," raising doubts about his authenticity. It appeared that he listed this credential to increase his chances of getting calls, despite not yet having earned it. I just thought of contacting him because he had some certifications like CEH, ISO27001 ,some firewall specific certification, and considering his CISSP was in progress, I thought he can be a good bet for us to hire and cater project needs. Below are the sequence of conversation for your reference.

Me: I called him, introduced myself and told him the reason of call and position for which its all about.

Candidate: Which company it is for.?

Me: I told company name

Candidate: What is their budget.?

Me: I said they are open for right talent.

Candidate: My current CTC is XYZ LPA, looking for some XYZ percent of hike, if company can offer me ,i am fine else i am not interested.

Me: I immediately said they can offer anything, only they want right resource with good attitude and technically sound. (LOL)....I said, will come back to you once i get their go ahead.

(Call over and interview over)

I am sure these kind of people are literally exploiting the market. Please stop entertaining and stop your damage, if you are hiring manager.

This experience highlights a growing concern in the industry:

The disparity between genuine, qualified candidates and those who prioritize monetary gain over professional growth. While luck may occasionally favor such individuals, it is the industry that ultimately suffers, as companies inadvertently reward candidates who lack credibility and long-term commitment, maybe because of project needs or some other reasons.

Key Learnings:

• A candidate's attitude and how they conduct themselves during initial interactions speak volumes about their professionalism and suitability for a role.
• Stability in one's career, combined with a focus on long-term growth within a few organizations, often leads to deeper expertise and reliability.
• Certifications Should Reflect True Capability: Holding relevant and current certifications is crucial, but falsely advertising incomplete qualifications can damage a candidate's credibility.
• A candidate's immediate focus on salary rather than the role or organization indicates a transactional mindset that may not align with long-term organizational goals.
• The hiring of candidates who prioritize short-term gains over professional integrity can harm the industry

Be careful and be cautious, clean cybersecurity industry.