What does hiring data show about where cyber teams hire from?

For example, in the Israeli market, MOVES shows it company by company. At Cyera, the largest single sources between April 2024 and July 2026 were Unit 8200 (28 hires), other IDF units (22) and Microsoft (16). The 369 hires came from 202 different employers, and Unit 8200 alone was 7% of them (the Cyera map).

Should a cyber search filter by university?

Be careful with it. In the Israeli market, for example, 15% of the team at Cyera and at Wiz studied at the Open University, about twice the share at the big employers (7–8%). A university filter can drop people these companies actually hire.

How are the MOVES numbers on this page counted?

A hire is the first Cyera role of someone currently at Cyera, and the source is the last real employer before Cyera. People who joined via Otterize, Shape AI, Trail Security and Ryft are not counted as hires. The same rules are listed under "How we count" on each MOVES map.

Do I need Boolean strings for a cyber role?

No. You write the role in plain language, the way you would explain it to a colleague. The query and the shortlist are built behind the scenes.

AI sourcing for cyber security companies

What Vort sourcing does on a cyber role

Vort sourcing reads the role the way you write it, in plain language, and checks every candidate against every requirement, must-haves and nice-to-haves alike. Each score comes with a receipt: a quote, a source and a live phone number. About half of recruiter requirements cannot be answered from a public profile, so the engine reasons from public signals beyond it: code and projects, answers and expertise, company data (stack, scale, funding), writing and research, and talks and communities. Every inference shows its evidence: the source, and why it follows.

Across customer searches since June 2026, Vort sourcing takes a median 17 minutes from a new role to the first shortlisted candidate, and 80% of candidates come with a verified phone or email in one click. Candidates come from public web sources, and nothing is scraped from behind a login wall. The product is built with EU and Israeli privacy law in mind: opt-in by default, a candidate consent portal and a data-subject-request flow. Formal certifications (SOC 2, ISO 27001) are on the roadmap and not yet held.

What hiring data shows: an example from the Israeli market

Cyber teams hire from a wider field than a title search covers, and MOVES, the public talent map published by Vort sourcing, shows it company by company, for example in the Israeli market. At Cyera, 403 people joined in Israel between April 2024 and July 2026 and only 32 left. 369 were hired from 202 different employers, and 34 arrived via acquisitions, which are not counted as hires (the Cyera map). The largest sources were Unit 8200 (28), other IDF units (22) and Microsoft (16), followed by Palo Alto Networks, Wix, Fiverr and Moon Active with 10 each. Unit 8200 alone was 7% of Cyera hires.

In that example, most cyber hires are engineers, not researchers. At Cyera, 4 in 10 hires are software engineers, and only 8 are security researchers. The team grew 5× in two years, from 94 to 480 people, and about 6% left in 2025, likely more, because leavers update their profiles last.

Degree filters miss people these teams hire

A search that filters on a short list of universities can miss many of the people young cyber companies actually hire. In the Israeli market, for example, MOVES found 2× the Open University share at Cyera, Wiz and Island compared with the big employers: 15% vs 7–8%. At Cyera, among profiles that list education, Tel Aviv University comes first (22%), the Open University second (15%) and the Technion last (5%). At the chip companies the picture is the opposite: they hire mostly Technion graduates (all MOVES maps).

Hiring counts in cyber also need care with acquisitions. 39% of Palo Alto Networks' "hires" since 2024 are CyberArk employees who updated their employer after the acquisition, which is why MOVES does not count acquisitions as hires. Across a fixed basket of 13 large cyber employers, hires per quarter went from 345 in Q1 2025 to 409 in Q1 2026, acquisitions excluded.

Vort is an AI sourcing platform that reasons over every public signal on a candidate: describe the role in plain language and get a ranked shortlist with a reason for every candidate and a verified phone or email. How it works end to end is on how AI sourcing works. The team behind the product is on About, and privacy and integration questions are in the FAQ.

What does hiring data show about where cyber teams hire from?: For example, in the Israeli market, MOVES shows it company by company. At Cyera, the largest single sources between April 2024 and July 2026 were Unit 8200 (28 hires), other IDF units (22) and Microsoft (16). The 369 hires came from 202 different employers, and Unit 8200 alone was 7% of them (the Cyera map).
Should a cyber search filter by university?: Be careful with it. In the Israeli market, for example, 15% of the team at Cyera and at Wiz studied at the Open University, about twice the share at the big employers (7–8%). A university filter can drop people these companies actually hire.
Does Vort sourcing hold SOC 2 or ISO 27001?: Not yet. Both are on the roadmap. The product is built with EU and Israeli privacy law in mind: opt-in by default, a candidate consent portal and a data-subject-request flow.
How are the MOVES numbers on this page counted?: A hire is the first Cyera role of someone currently at Cyera, and the source is the last real employer before Cyera. People who joined via Otterize, Shape AI, Trail Security and Ryft are not counted as hires. The same rules are listed under "How we count" on each MOVES map.
Do I need Boolean strings for a cyber role?: No. You write the role in plain language, the way you would explain it to a colleague. The query and the shortlist are built behind the scenes.