Cybersecurity Recruiting Platform for AI Sourcing and Infosec Hiring
Cybersecurity recruiting software for hiring security engineers, SOC analysts, and pentesters. Clearance-aware sourcing across 850M+ profiles — with signal from GitHub, CVE disclosures, and conference CFPs. SOC 2 Type 2 certified. From $100/mo.
No credit card · 14-day free trial
Compliance and security for cybersecurity recruiting
Cybersecurity buyers scrutinize vendor security more than any other segment. Pin's cybersecurity recruiting platform is built for the posture infosec teams expect from their own tooling.
- SOC 2 Type 2 certifiedPin holds an active SOC 2 Type 2 attestation from an independent auditor covering security, availability, and confidentiality. Full documentation, subprocessor lists, and the latest report summary live at trust.pin.com for vendor risk review.
- Encryption and access controlsCandidate data is encrypted at rest and in transit using industry-standard ciphers. Role-based access controls, SSO via Okta and Google Workspace, and least-privilege defaults keep access scoped to the recruiters and hiring managers who need it.
- Audit log on every candidate interactionEvery search, outreach message, status change, and data export is captured in an immutable audit log. Security teams can review activity during vendor assessments, internal investigations, or EEOC-aligned hiring audits.
- Clearance-adjacent data handlingPin supports tracking self-reported clearance status as a candidate field so recruiters can filter for cleared talent, but Pin does not store, process, or verify classified information. Clearance verification remains with the hiring employer or a cleared-facility partner — Pin is the sourcing and workflow layer, not a classified system.
- GDPR and CCPA alignmentPin honors candidate data subject requests, including right-to-delete and data export. Retention is configurable per workspace and candidate consent is tracked in the audit log — important for cybersecurity firms operating in regulated jurisdictions.
- Bias controls aligned with EEOC guidancePin's AI never sees names, gender, photos, or protected demographic attributes when ranking candidates. Users report 6x more diverse pipelines, which matters for a cybersecurity industry with well-documented underrepresentation.
From job description to signed offer on a cybersecurity recruiting platform
- 01
Define the role with certification and stack signals
Describe the role in plain English — 'SOC analyst, 3+ years, Splunk + CrowdStrike, CEH preferred.' Pin's AI parses credential, tool, and stack signals natively so the search does not collapse into keyword soup.
- 02
Source from security-specific data, not just LinkedIn
Pin indexes GitHub repositories, CVE disclosure records, security publications, and credential databases alongside the 850M+ LinkedIn and web profile base — so infosec-specific signal ranks above resume keywords.
- 03
Rank candidates by demonstrated skill signals
Pin's skills-based AI ranks candidates on real evidence — open-source contributions, disclosed CVEs, published research, verified credentials — and removes names and demographic data from the ranking input to reduce bias.
- 04
Reach candidates through secure, personalized outreach
Pin drafts personalized messages that reference the candidate's actual work — a specific CVE, a published paper, a GitHub project — then runs sequenced outreach across email, LinkedIn, and SMS at 5x industry response rates.
- 05
Schedule interviews without the back-and-forth
Pin's AI interview scheduling syncs with Google Workspace and Microsoft 365 calendars, books technical panels across timezones, and hands off to your ATS cleanly — so your hiring managers keep shipping.
- 06
Track every candidate interaction in a compliance-ready pipeline
Full SOC 2 Type 2 audit log, GDPR-aligned retention controls, and ATS sync keep the pipeline clean for vendor risk assessments, EEOC reporting, and security reviews — the table stakes for a cybersecurity recruiting platform.
Four ways a working desk actually uses Pin.
Every scenario below comes from a real Pin customer — solo desks, small agencies, and larger teams alike. No composite personas.
Hiring security engineers with real open-source or research footprints
The best security engineers have a public track record — CVE disclosures, peer-reviewed research, GitHub exploits, conference talks. Pin's cybersecurity recruiting platform parses these signals natively so credentialed specialists stop getting buried under generic 'Security Engineer' resumes.
Scaling a SOC team from 5 to 20 analysts
High-volume SOC hiring breaks down on LinkedIn. Pin's multi-channel outreach across email, LinkedIn, and SMS reaches candidates at 5x industry response rates — critical for pipelines under urgent headcount pressure.
Finding credentialed specialists (CISSP, CEH, OSCP, CCSP)
Certified security professionals are a small, identifiable pool. Pin's multi-source search surfaces candidates with credential signals and verified work history that traditional LinkedIn boolean queries miss entirely.
Staffing an incident-response or 24x7 SOC function
Breach-response hiring is urgent. Pin runs automated outreach to 50-100 qualified candidates in parallel, compressing sourcing from weeks to days so you are not negotiating with the first warm body you find.
Recruiting for emerging security stacks (zero-trust, eBPF, Rust for security)
Emerging-stack security roles are under-represented on LinkedIn. Pin's GitHub index surfaces engineers with real commit history in the relevant tools, so cutting-edge infrastructure security roles get candidates who have actually shipped the work.
Building a pre-qualified bench for cybersecurity staffing
Cybersecurity staffing firms use Pin's pipeline to maintain warm relationships with pre-vetted pentesters, auditors, and GRC consultants — ready to deploy on client demand without restarting sourcing every engagement.
Pin vs. the typical cybersecurity recruiting stack.
Cybersecurity recruiting is harder than generalist technical hiring — the best candidates are often credentialed and publicly visible through CVE disclosures, security research, GitHub exploits, and conference talks, but hidden behind generic 'Security Engineer' titles on LinkedIn. Pin parses the full evidence trail: open-source contributions, vulnerability disclosures, published research, and credential history.
SOC 2 Type 2 certified with an audit log built for security-sensitive workflows, Pin is the cybersecurity recruiting platform infosec teams use to hire SOC analysts, pentesters, and security engineers in 14 days on average.
Pin is the AI sourcing tool I reach for when I need credentialed security talent fast. It surfaces candidates resume databases miss.
Simple pricing. Start free. Cancel anytime.
- Single seat · solo recruiters
- Unlimited job positions
- 500 contact lookup credits
- AI sourcing & agents included
- Multi-channel outreach sequences
- AI sourcing & agents included
- 500 credits per seat / month
- Team collaboration & shared inbox
- Email + LinkedIn + SMS sequences
- Advanced agent sourcing
- Everything in Professional
- 1,500 credits per seat / month
- Premium ATS integrations
- SOC 2 compliance docs
- Priority support & onboarding
What is the best AI recruiting platform for cybersecurity?
Pin is the highest-rated AI recruiting platform on G2 (4.8/5) and purpose-built for infosec hiring. Pin indexes GitHub contributions, CVE disclosures, security publications, and credential signals — giving cybersecurity teams signal on talent that resume-based tools miss. SOC 2 Type 2 certified with a free tier and pricing that starts at $100/mo.
How does Pin help hire CISSP, OSCP, or CEH certified professionals?
Pin's AI ranks candidates by demonstrated credential signals and verified professional history. A query like 'senior security engineer, CISSP, cloud security' returns candidates ranked by credential and work evidence — not just resume keyword matches. Pin surfaces CISSP, CISM, CEH, OSCP, CCSP, GIAC, and CompTIA Security+ holders across the 850M+ profile base.
Is Pin SOC 2 compliant?
Yes. Pin is SOC 2 Type 2 certified with encryption at rest and in transit, strict role-based access controls, network security protocols, and full audit logging on every candidate interaction. Full compliance documentation is available at trust.pin.com.
How does Pin handle security clearance information?
Pin lets recruiters track self-reported clearance status as a candidate field so you can filter and prioritize cleared talent, but Pin does not process classified data or verify clearance eligibility. Candidate clearance verification stays with the hiring employer or a cleared-facility partner — Pin provides the sourcing and workflow layer, not a classified system.
Can Pin source security engineers who have published research or disclosed CVEs?
Yes. Pin indexes GitHub repositories, security publications, and vulnerability disclosure records — surfacing candidates with demonstrated offensive and defensive security work. Pin ranks engineers by real contribution patterns (language distribution, commit activity, CVE credits) instead of the keyword soup on LinkedIn.
How does Pin help scale a SOC from 5 to 20 analysts?
Pin handles high-volume sourcing and outreach in parallel. Multi-channel messaging across email, LinkedIn, and SMS drives 5x better response rates than industry averages, compressing time-to-fill on SOC analyst hiring to 14 days on average.
Does Pin support urgent incident-response hiring?
Yes. Pin's automated sourcing and outreach run in parallel across dozens of candidates, accelerating breach-response hiring timelines from weeks to days. Security teams use Pin to stand up 24x7 functions quickly without sacrificing credential or technical validation.
How does Pin eliminate bias in cybersecurity hiring?
Pin's AI never sees names, gender, or protected demographic characteristics during sourcing and ranking. Users report 6x more diverse candidate pipelines — a meaningful shift for an industry with well-documented underrepresentation across SOC, engineering, and leadership roles.
Does Pin integrate with the ATS platforms cybersecurity companies typically use?
Yes. Pin has native integrations with 120+ ATS platforms including Greenhouse, Ashby, Lever, Workday, SmartRecruiters, and iCIMS — the ATSs most common at security product companies, MSSPs, and enterprise security teams. Pin also connects to Google Workspace, Microsoft 365, and calendar tools for interview scheduling.
Can cybersecurity staffing firms use Pin for contingent talent pools?
Yes. Pin's pipeline supports pre-qualified talent pools — ideal for cybersecurity staffing firms maintaining warm benches of pentesters, GRC consultants, and incident-response specialists ready to deploy on client demand. Saved searches and re-engagement automation keep those pools current with minimal manual work.
How is Pin different from LinkedIn Recruiter for cybersecurity hiring?
LinkedIn Recruiter is limited to LinkedIn profile data and self-reported skills. Pin's cybersecurity recruiting platform layers GitHub contributions, CVE disclosure history, peer-reviewed security publications, and credential registries on top of LinkedIn — ranking candidates by demonstrated work instead of keywords. Pin also runs automated multi-channel outreach at a fraction of a LinkedIn Recruiter seat cost.
How much does Pin cost for cybersecurity recruiting?
Pin starts at $100/mo on the Starter plan, with Professional at $149/mo and Business at $249/mo scaling to larger security and talent teams. Contact lookup credits for candidate emails and phone numbers are separate add-ons (500 credits for $50). A free tier is available so cybersecurity recruiters can evaluate Pin before committing.
Last updated: May 2026
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