ALL ROLES / CYBERSECURITY ENGINEERS
Hire a cybersecurity engineer who closes the gaps before someone finds them
Cloud and identity hardening, vulnerability management, logging and alerting, security reviews of what your team ships. A dedicated security engineer from Latin America who works inside your engineering team, on your hours.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
How it works
How do I hire a cybersecurity engineer?
You do one thing: interview. We handle everything else.
Post the role
5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.
Review your matches
3 to 5 matches in 48 hours.
Interview and hire
We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.
WHY TEAMS TRUST CLOUDTASK
What you get with every hire
One owner for security work
A dedicated engineer who learns your systems and fixes things, not a report of findings that lands on a team with no time to act on it.
Same day as your engineers
Latin America and the Caribbean overlap the US working day, so a security review, an access change or an alert gets handled with the people who own the system.
Checked against your stack
Your cloud provider, identity platform, logging tools and code pipeline. Verified per candidate against the stack you name.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire. Security work cannot wait for a second search, so the guarantee covers the case where the fit is wrong.
WHY CLOUDTASK
Staffing with numbers behind it
10,000+
hires placed
since 2016
85%
still in seat
past 90 days
24 months
replacement guarantee
on Managed Staffing
12
countries
across Latin America and the Caribbean
PRICING MODEL
Managed Staffing.
Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.
Pay
One all-in monthly rate
Per person. That is the number, and there is nothing added to it.
In the monthly rate
- Sourcing from the CloudTask staffing and recruiting company
- Screening and vetting
- Matching coordination
- Worker payments
- Compliance and employment administration
- Onboarding support at day 0, 7, 30 and 60
- Ongoing check-ins with the hire and with you
- Time and activity tracking, on by default
- Performance escalation
- 24-month replacement guarantee. Replacements not capped.
- Health benefits available on request
- Equipment benefits available on request
Stays with you
- The work itself
- Priorities and direction
- Who you hire
$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.
Start your searchPRICING MODEL
Direct Hire.
Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.
Pay
20% to 30%
Of first-year base salary. One time, quoted per role, paid when they accept.
In the fee
- Sourcing from the CloudTask staffing and recruiting company
- Screening and vetting
- Shortlist of matched candidates
- Interview coordination
- Offer support
- 6-month replacement guarantee. One replacement, same job description.
Yours when they accept
- Employment and payroll
- Compliance and employment administration
- Ongoing management
- Time and activity tracking
- Health benefits and equipment benefits
$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.
Start your searchHow CloudTask compares
Run the numbers. We did.
The same role, three ways to fill it.
Swipe to compare
| US Direct Hire | Staffing Agency | ||
|---|---|---|---|
| Time to First Interview | 48 hours | 3 to 6 weeks | 2 to 4 weeks |
| Payroll & Compliance | Included on Managed Staffing | You manage | Included in rate |
| Vetting Process | Human + AI verified | You screen | Recruiter screened |
| Candidate spam | Screened out before you see a profile | Common | Low |
| Tool Verification | Verified per candidate | Self-reported | Rarely verified |
| Free Replacements | 24 months on Managed Staffing, 6 months on Direct Hire | None | Variable |
Testimonials
Trusted by teams that hire with us
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LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.
David Barrett CEO, Expensify -
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.
Tim Zheng CEO, Apollo.io -
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.
Carl Carell CRO and Co-founder, GetAccept
SKILLS
Top capabilities to look for in a cybersecurity engineer
Certifications show someone studied the field. These are the capabilities that decide whether your systems are actually harder to break into next quarter.
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Cloud security
IAM policies, network rules, encryption and secure defaults on AWS, Azure or Google Cloud, and finding the misconfigurations that cause most cloud incidents.
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Identity and access
Single sign-on, multi-factor authentication, least privilege and access reviews. Most breaches start with a credential, so this is where the work pays off first.
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Vulnerability management
Scanning, triage and patching on a schedule, with a clear sense of which findings are real risk and which are noise.
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Logging, detection and alerting
Getting the right logs into your SIEM, writing detections that fire on real attacks, and tuning alerts until people stop ignoring them.
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Application and pipeline security
Secure code review, dependency and secret scanning in CI, and threat modeling a new feature with the developers who are building it.
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Incident response
A written plan, practiced before it is needed, and a calm head when something happens: contain, investigate, communicate and fix the cause.
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Compliance evidence
Implementing and documenting the controls behind SOC 2, ISO 27001 or HIPAA, so an audit is a matter of collecting evidence rather than a scramble.
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AI where it saves a step
Summarizing logs, drafting policies and speeding up triage. Useful for speed, always checked by the engineer before anything changes in production.
HIRING GUIDE
How to hire a cybersecurity engineer
Most companies hire their first security engineer after an audit, a customer questionnaire or an incident. This guide covers what a cybersecurity engineer does, how the role differs from a SOC analyst or a penetration tester, and when a dedicated hire is not the right answer.
What does a cybersecurity engineer do?
Designs and maintains the controls that protect your systems and data: identity and access, cloud configuration, logging and detection, vulnerability management and the security checks in your software pipeline.
The job is mostly building and fixing, not only finding. A good security engineer works with your developers and your infrastructure team to make the secure way the easy way.
Cybersecurity engineer, SOC analyst or penetration tester?
A SOC analyst watches alerts and investigates them, usually in shifts. A penetration tester attacks your systems for a defined period and writes up what they found. A cybersecurity engineer builds and runs the defenses both of them depend on.
If you have no dedicated security person yet, the engineer is usually the first hire. Monitoring and testing are easier to add, internally or from outside, once someone owns the controls.
When should you not hire a dedicated cybersecurity engineer?
When you need round the clock monitoring. One person cannot cover every hour of every day, and a managed detection and response provider is the honest answer for that. When you need an independent audit or a signed penetration test report, that also has to come from an outside firm.
It is also the wrong hire when the work requires a US security clearance or US persons only. A hire outside the United States is not an option there, whatever the skills.
Should I outsource cybersecurity instead?
Outsourcing fits specific services: 24/7 monitoring, periodic penetration tests, audit attestation and incident response retainers. Those are designed to be bought from outside.
The day-to-day work of hardening systems, reviewing changes and fixing findings is different. It needs someone who knows your environment and sits with the people who change it, which is what a dedicated engineer is for.
What should I check in the interview?
Give them a short description of your environment and ask for the first five things they would check in their first two weeks. A good answer starts with identity, exposed services and logging, not with buying a new tool.
Then ask about a finding they had to get fixed by a team that did not want to fix it. Security engineers who cannot persuade other engineers end up writing reports nobody acts on.
Red flags in cybersecurity engineer candidates
A product as the first answer. When you describe your environment and ask what they would check first, a candidate who starts with buying a new tool rather than identity, exposed services and logging is looking for a purchase, not for the gaps.
Findings that stayed findings. Ask about a finding they had to get fixed by a team that did not want to fix it. A story that ends with the report being sent tells you they have written reports, not closed gaps.
Every finding is critical. If they cannot explain how they decided which scan results were real risk and which were noise, your developers will soon stop reading what they send.
Certifications instead of evidence. A candidate who answers questions about their work with the certifications they hold, rather than controls they built, incidents they handled and findings they got fixed, has shown study, not ability.
Security as a gate. Listen to how they talk about developers. Someone who describes the job as blocking releases, rather than making the secure way the easy way, will be worked around by the people they need.
Which certifications matter?
Certifications such as Security+, CISSP, OSCP or cloud security certifications show study and vocabulary. They are useful as a filter, not as proof of ability.
Evidence of controls they built, incidents they handled and findings they got fixed tells you more. Ask for specifics and check that the answers match the tools you run.
How much does it cost to hire a cybersecurity engineer?
It depends on seniority, the specialty (cloud, application, detection), the language requirement and the country the person works from, and any single number describes one scenario and calls it a price.
What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.
Why hire a cybersecurity engineer in Latin America?
Overlap. Security changes touch production, access and your developers' work, and Latin America and the Caribbean share most of the US working day, so reviews and fixes happen with the system owners present.
The second reason is communication. Security depends on explaining risk clearly to people outside security, in English, and we screen that live on a call.
How does CloudTask hire for this role?
You send the environment, the stack, the priorities and the hours you need covered. We source against that brief and come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the stack you named.
You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.
FAQ
The fine print, in plain terms.
What is the difference between a security engineer and a SOC analyst?
Can a remote cybersecurity engineer access our systems safely?
Can one engineer cover 24/7 monitoring?
How fast can a cybersecurity engineer start?
What is the $299 for?
Why is there no number on the monthly rate?
Who is the legal employer?
How does tracking work, and can I turn it off?
What happens if the person does not work out?
Is there a platform or subscription fee?
Ready to hire?
3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.