Data Security

RangeForce Talent Assesses Cybersecurity Candidates' Capabilities Accurately

RangeForce
RangeForce, a cybersecurity hiring solution that uses real-world hands-on exercises to help security leaders validate and assess candidates' actual abilities, announced RangeForce Talent. This cybersecurity hiring solution uses real-world, hands-on activities to help security leaders validate and evaluate candidates' actual skills.

A recent survey says security leaders are still having trouble finding experienced personnel, with 73 percent seeing it as a source of concern. Time-to-hire is another critical consideration. After 12 weeks, 35% of respondents said positions were still empty.
Meanwhile, cybersecurity recruiting managers must make educated estimates about whether individuals will be a good fit for their team based on resumes and credentials, making it impossible to confirm their true abilities. RangeForce Talent enables security leaders and HR professionals to adopt hiring techniques that can cut through preconceptions and biases and find neglected individuals for sourcing top cyber talent.

“RangeForce Talent empowers security leaders to demystify the talent search and evaluation so they can hire with increased speed, precision, and confidence, With hands-on assessments and interactive environments that reflect the real world, RangeForce Talent equips hiring managers with rich, skill-based insights. It also enables organizations to identify promising internal prospects for cybersecurity positions.”

Jeff Orloff, Vice President of Product at RangeForce


RangeForce Talent allows organizations to assess job applicants' skills against critical frameworks such as NIST/NICE and MITRE ATT&CK with realistic challenges that cover a variety of threats using leading security tools in emulated environments that mirror existing IT infrastructure using an extensive library of content.

How does it work?
RangeForce Talent gives the data-driven insights needed to expedite hiring decisions while avoiding time-consuming and ineffective second-stage interviews. Hiring managers can use automated tests to evaluate candidates at scale and find qualified prospects before scheduling interviews. In addition, hiring managers can utilize the platform to construct evaluations tailored to each position and provide reports that summarise vital performance data as attempts, suggestions or solutions used, and time to finish.

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