Josh Fullmer

At a fast growing company, hiring is everyone’s mission. Building a culture of Recruitment is top of mind for Semperis This week, I ran sessions for leaders on: ✨ Building talent pipelines ✨ Defining ideal candidate profiles ✨ Getting hands-on with LinkedIn Engaged discussions. Practical takeaways. When leaders embrace recruiting, great teams get built faster. How are you involving your business leaders in the hiring process?

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The Hardest Cybersecurity Roles to Fill Right Now Despite record demand for security talent, some roles remain almost impossible to hire for. The gap isn’t at the entry level—it’s at the experienced and specialized tiers. Here are the toughest roles to fill in 2025: 🔹 Mid-Level Security Engineers & Architects – 2–10 years of experience is the biggest shortage. 🔹 SOC Analysts – burnout + high pressure = constant turnover. 🔹 Cloud Security Engineers – securing AWS, Azure, GCP takes rare certifications + skills. 🔹 Identity & Access Management (IAM) Specialists – hybrid technical + governance expertise. 🔹 GRC Specialists – compliance (SOC 2, HIPAA, NIST, CMMC) is highly niche and competitive. 🔹 Application Security Engineers – developers who also live in the security world. 🔹 Cybersecurity Leadership (CISO, Managers) – few leaders can balance tech + business + risk strategy. Takeaway: The real shortage isn’t just about headcount—it’s about specialized experience. Companies that adapt by investing in training, opening pathways from adjacent fields, and focusing on retention will win the cybersecurity talent race. Curious—what roles are you struggling the most to fill right now? #CyberSecurity #Hiring #TalentGap #CISO #CloudSecurity #Compliance #Staffing #Midwest

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Hiring for CMMC compliance? Don’t fall into the “unicorn trap.” In recent months, I've talked to many C level decision makers and it seems like most companies in the DIB are trying to find that perfect candidate who: ✅ Knows NIST 800-171 inside and out ✅ Has security engineering expertise ✅ Can write documentation and manage audits ✅ Bonus: Has already passed a CMMC assessment 🙃 Here’s the reality: Those candidates are rare, and most are already tied up with C3PAOs or top primes. What is realistic? 🎯 Building a CMMC team, not just a CMMC hire. Pair strong GRC professionals with hands-on tech leads and support them with the right tooling (documentation platforms, scanning, asset inventories, etc.). 🔍 Look for transferable experience. Candidates with NIST 800-53 or FedRAMP backgrounds often make excellent transitions into CMMC environments, they just need support with some specifics. Many candidates I speak to with experience in both tell me that CMMC is less complex than FedRAMP so an opportunity to cross train seamlessly may exist here. 📚 Invest in training. A smart, curious hire with the right baseline skills will often outperform a “perfect fit” who gets bored in 3 months and wants a new challenge. CMMC is a journey, your team should grow with it. #CMMC #Hiring #CyberSecurityTalent #GRC #InfoSec #DoDCompliance #NIST800171 #CyberWorkforce #CMMC2 #SecurityRecruitment

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🎤 We are Live! 🎤 In this week's episode of CyberBytes: The Podcast, I welcomed Bob Kruse, the recently appointed CEO at Arms Cyber on to the show. In this episode, Bob really didn't hold back, and we covered ALOT from: 💡 Bob's humble career beginnings in logging and commercial fishing to working in institutional banking before transitioning into tech sales 💡 How he co-founded Revelstoke, a cybersecurity automation startup, in 2020 and successfully scaled it with exit. 💡ArmCyber’s Unique AMTD Technology 💡The rise of new ransomware techniques and what this means for security and plenty more Full Episode Link Below: 📹 https://lnkd.in/eG4TREvB #cyberbytes #ransomware #armscyber

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🚨 Big news! 🚨 The CrowdStrike Falcon® platform is now FedRAMP High Authorized—meeting the highest security standards to protect U.S. government agencies, public sector organizations, and critical infrastructure. 🔒 With this designation, agencies can strengthen cyber resilience and stop breaches with a unified, AI-native cybersecurity platform. Stronger security. Simplified compliance. Mission-ready. Learn more about how Falcon protects mission-critical systems. ⬇️ 🔗 Read the blog: https://lnkd.in/ga-6Xamg #FedRAMP #Cybersecurity #CrowdStrike #StopBreaches

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Stu's big bold/bald hiring predictions in cyber security in 2025; 1 - The market is warming, expect more opportunities. The cyber hiring market hit rock bottom Q4 2023 through to Q2 2024 (per me and my peers in the recruiting industry). There were more opportunities in H2 of 2024 and I expect it to continue. 2 - When it comes to offers, cash is king. It feels like 90% of the market (plus) are giving up on the value of pre-IPO equity unless you're offering great cash. We can count the amount of big tech IPO's over the last 2 years on not many fingers; whilst I expect there to be more over the next 18 months, confidence is low 3 - Hiring is going to get harder The market is a pendulum. In the last 4 years we've seen two ends to the spectrum; late 2020 through early 2022 candidates held all the aces, then the pendulum swayed and employers held the cards. We're coming somewhat to an equilibrium, but the TA methods you employed in 2023 and 2024 may not work as effectively this year. 4 - Some early stage companies are making noise Some of the best minds in cyber security have been building in these last 2 years or so. MVP's have been put together, and with VC's writing checks again, a lot of these folks have got funding. Expect some of the best names in the cyber security space to join companies you may not have heard of.... yet! 5 - Remote hiring is back to being a competitive advantage vs an expectation Not every company can offer the package of a Google, Netflix, Citadel etc. but with a huge RTO push in a large number of the high paying companies, as an employer you can use this as a competitive advantage to access elite talent who have perhaps moved out of the big markets (NY, SF, DC etc). What else do you expect to be new/different/exactly the same in 2025? #CyberHiring #SecurityHiring #Trends

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🤝 Building relationships with recruiters isn't just for active job seekers! Here's why maintaining professional connections with hiring teams matters, even when you're happily employed: Market Intelligence: Good recruiters share valuable insights about industry trends, salary ranges, and in-demand skills Future Opportunities: When you do decide to make a move, you'll have trusted contacts who already understand your experience and career goals Network Growth: Recruiters often have vast professional networks and can make meaningful introductions, even if they're not job-related Pro tip: Respond to those "Are you open to new opportunities?" messages with something like: "Thanks for reaching out! I'm not looking to make a move right now, but I'd love to stay connected for the future. Feel free to keep me updated on interesting opportunities in [your field]." Think about it; a 15-minute conversation today could lead to your dream job tomorrow. That's a pretty good ROI on your time! 💯 Remember: The best time to build these relationships is BEFORE you need them. https://lnkd.in/es2J7jMp #CareerAdvice #Networking #ProfessionalDevelopment #Recruiting #CareerGrowth #Iamhiring #amazon #aws

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DOGE is really shaking things up and impacting many of our clients within the USAID and Gov Con world. However, some leaders in IT and cybersecurity see opportunity. ❕ Palantir’s Alex Karp calls it a "revolution" with unexpected wins. ❕Cisco’s Chuck Robbins sees major tech adoption ahead. This risk we are seeing with job cuts could leave security gaps and impact hiring. With these shifts, the hiring market is seeing a surge in demand for specific skills: 📌 Cybersecurity 📌 Cloud Computing & Infrastructure 📌 Data Analytics & AI 📌 Automation & DevOps 📌 Project Management What are you seeing in your industry ? Opportunity or instability?

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Skip the black hole—TEKsystems gets your cleared profile seen, supported, and hired. ✅ Why TEKsystems Is a Smarter Move ➡️ Insider Access to Hidden Roles Many government and defense contractors don’t post all openings publicly. TEKsystems often has exclusive access to roles through long-standing relationships with hiring managers. ➡️ Advocacy & Personal Branding Recruiters at TEKsystems advocate for you, helping tailor your resume, prep for interviews, and position you strategically based on what the client values—not just what’s on paper. ➡️ Faster Feedback & Visibility Applications through job portals often go into a “black hole.” TEKsystems provides real-time feedback, keeps your profile visible, and can escalate your candidacy internally. 🚨 Market Intelligence With an average tenure of 5+years, their recruiters understand company and clearance requirements, agency culture, and contract vehicles—giving you insights that help you choose the right opportunity and avoid dead ends. 🔐 Compliance & Onboarding Support TEKsystems ensures you meet all security, onboarding, and compliance requirements, which can be complex in federal environments. #RecruiterAdvantage #CareerStrategy #TEKsystems #TalentPartner

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🚀 ReliaQuest launched the industry’s first data pipeline tool that detects threats in motion. Detect threats while data moves—not after SIEM delays. GreyMatter Transit enables security teams to: ✅ Identify threats in real time, speeding up detection. ✅ Filter out noise and route critical data to the right tools. ✅ Reduce reliance on costly SIEM storage while maintaining visibility. 👉 Learn more: https://ow.ly/Pt8A30sQsum #ReliaQuest #MakeSecurityPossible

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