Question 1

What's typically included in a security recruiting agency's fee?

Accepted Answer

Security recruiting agencies typically charge 15 to 25 percent of the candidate's first-year base salary on a contingency basis, invoiced when the hire starts. For senior director or CISO placements, fees may reach 30 percent. Retained search agreements for executive roles often split fees across milestones: one-third upfront, one-third at slate presentation and one-third at placement. Most firms include a replacement guarantee of 30 to 90 days if the candidate leaves or underperforms. Credential verification costs and background screening are usually covered within the standard fee structure.

Question 2

What types of security roles do these recruiting agencies typically fill?

Accepted Answer

These agencies recruit across the full spectrum of physical and digital security, including corporate security directors, chief security officers, threat assessment specialists, and security operations center managers. Common placements span fraud investigators, workplace violence prevention experts, executive protection officers, and security risk consultants. Many firms also fill cybersecurity-adjacent roles like information security managers and compliance officers with operational security responsibilities. Specialist agencies focus on highly credentialed positions requiring certifications such as CPP, PSP or CFE, while generalist firms handle frontline security supervisors and analysts.

Question 3

What certifications or licenses do these security recruiters typically screen for?

Accepted Answer

Top-tier security recruiters routinely screen for Certified Protection Professional (CPP) and Physical Security Professional (PSP) credentials issued by ASIS International. For investigative roles, they verify Certified Fraud Examiner (CFE) and state private investigator licenses. Cybersecurity-focused positions require CISSP, CISM or security+ certifications. Executive protection specialists need close protection training documentation, while security directors often hold Project Management Professional (PMP) credentials. Agencies also confirm active state security guard licenses, firearms qualifications where applicable, and specialized clearances including Secret and Top Secret/SCI for government contractor placements.

Question 4

How can I tell if a security recruiting agency is reputable?

Accepted Answer

Look for agencies that place candidates holding industry certifications like CPP, PSP or CFE, since credential verification demonstrates baseline competence. Reputable security recruiters maintain relationships with ASIS International chapters and understand clearance requirements for federal and defense roles. Request candidate profiles from recent placements—strong agencies will show investigators with law enforcement backgrounds or risk consultants from Big Four alumni. Ask about their vetting process for positions requiring background investigations. Fee structures typically follow contingency at 20 to 25 percent for corporate security roles, with retained search reserved for C-suite positions.

Question 5

If I apply through a security recruiter, do I lose negotiating power on my offer?

Accepted Answer

No. Reputable security recruiters strengthen your position by providing market intelligence on compensation ranges for roles like security directors, investigators and risk consultants with specific credentials (CPP, PSP, CFE). They know what competing firms pay for your clearance level and specialization. Most work on contingency fees paid by the employer—commonly 20 to 30 percent of first-year salary—so they're incentivized to negotiate higher offers. The hiring company has already budgeted for this fee separately from your compensation package, meaning your salary negotiation operates independently of recruitment costs.

Question 6

How do security recruiters verify candidates' CPP, PSP, or CFE certifications and clearance levels before submitting them?

Accepted Answer

Reputable security recruiters maintain direct relationships with certifying bodies—ASIS International for CPP and PSP, ACFE for CFE—to verify credentials through online registries or portal access. For clearance levels, they request SF-86 documentation, contact the candidate's facility security officer, or use DISS (Defense Information System for Security) verification when authorized. Most require candidates to provide certification numbers and expiration dates upfront, then cross-reference against issuing organizations before submission. Experienced recruiters also spot credential mills and expired certifications that less-informed candidates may misrepresent on resumes.

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