So Who's Line Is It Anyway? Recruiter Panel

This Hire Ground panel brings together recruiters Kirsten Renner and Lauren Scheer to walk through how security job searches and recruiter conversations usually unfold. The discussion starts with the difference between in-house recruiters, who work for one employer, and agency recruiters, who represent several and can help candidates explore options. The panelists then outline a typical hiring path: an intake with the hiring manager, a short screening call, technical and behavioral rounds, and final interviews. Timelines vary widely, from a couple of weeks to several months.

Much of the conversation focuses on résumés. The speakers advise tailoring each application to the posted requirements, separating must-haves from nice-to-haves, and keeping the document concise with a clear summary at the top. They warn that applicant tracking systems can garble fancy layouts, and that recruiters often look up candidates on LinkedIn, so a complete profile helps. For interviews, they recommend researching the company, preparing thoughtful questions, and setting up somewhere quiet for video calls. On pay, they suggest raising expectations early, noting that posted salary ranges may depend on location and that bonuses, equity and benefits also matter.

The closing advice centers on communication. Candidates should follow up when they hear nothing, since delays often come from volume rather than disinterest, and should address gaps in a short note to the recruiter instead of skipping a role. The panel also suggests asking hiring managers how they have promoted members of their team, and telling recruiters early about camera or other accommodation needs so expectations are clear on both sides.