Bloomwiz Security · Staff augmentation
Security Staff Augmentation as a Service
Security people, embedded in your team. Practitioners working inside your team for as long as you need them, with our whole practice standing behind each one. A recruitment agency sends you a CV and takes a fee. We send you a person and stay responsible for their work.
- Named individual you interview first
- Senior review of their output
- Fractional security leadership
- Cover arranged by us
When it fits
Why companies ask for this
- The hire is approved and the role is still open
- A competent security engineer takes months to find, and the work does not pause while you look.
- You do not need the capability full time
- Plenty of organisations need a security engineer eight days a month. Hiring one for twenty is how budgets get refused.
- A deadline created a burst of work that ends
- A certification, a customer audit, a migration. Real work with a finish line, which is the wrong shape for a permanent role.
- Someone left and the knowledge went with them
- The gap needs covering now, not after a notice period and a handover that never happened.
- Your developers need security in the sprint
- Not a report every six months. Someone in the standup, reviewing the pull request, available when the question comes up.
Why us
What makes this different from a contractor
There is a practice behind the person
A question our engineer cannot answer goes to a specialist who can, at no extra cost to you. You are buying access to a team and paying for one person.
Their work is reviewed
Output from an embedded engineer passes the same internal review as our own delivery. You are not relying on one individual’s judgement with nobody checking it.
Leave does not become your problem
Cover is arranged by us.
They can build, not only advise
Bloomwiz is an engineering company. An embedded application security engineer can write the fix and raise the pull request rather than file a ticket and wait.
The engagement can flex into the rest of what we do
If your embedded engineer finds something that needs a full assessment, the team that would run it is already in the building.
Roles
Roles we place
Any security role, across offensive security, cloud, governance and operations. Tell us the role and the timeline and we will tell you what we can field and how quickly. Clarity on the requirement and on when you need the person is what decides it, and we will give you a straight answer on both at the first conversation.
- Offensive security
- Cloud security
- Governance, risk and compliance
- Security operations
- Application security
Leadership
Security leadership, on a fractional basis
Most organisations below enterprise scale need security leadership long before they can justify a full time executive. The work still has to be done: someone has to own the risk register, answer the board, set the policy, decide what gets funded and sign the customer questionnaire.
We provide that as a fractional engagement, a defined number of days a month, delivered by leadership qualified in CISM and CISA with more than twenty years running enterprise security practices.
| What it covers | Detail |
|---|---|
| Security strategy and roadmap | A costed, sequenced plan tied to the commercial drivers, not a wish list. |
| Board and leadership reporting | Risk reported in terms the board can act on, at whatever cadence they meet. |
| Risk ownership | A maintained risk register with treatment decisions and owners. |
| Policy and governance | The policy set, the standards beneath it, and the governance forum that keeps them current. |
| Budget and vendor decisions | What to buy, what to defer and what you already own that is underused. |
| Customer and audit assurance | Fronting security questionnaires, customer due diligence and audit conversations. |
| Incident leadership | The person who takes the decisions when something happens, and talks to your customers afterwards. |
It scales down when things are quiet and up when a certification, an incident or an acquisition needs it.
Structure
How engagements are structured
Full time embedded
A role you would otherwise hire for, filled now rather than in four months.
Fractional
You need the capability a few days a month and cannot justify more.
Project based
A fixed piece of work with a defined end, such as a certification or a migration.
Burst capacity
Your team exists and is overloaded. Extra hands for a defined period.
Commitments
What you get
- A named individual you interview before they start. No substitutions after you have agreed to someone.
- They report into your manager and work to your priorities, inside your tooling and your process.
- Weekly written status, so you can see what you are getting.
- Our escalation path behind them, and senior review of their output.
Our standard
What we will not do
We will not put forward someone we would not put on our own delivery. If we do not have the right person for what you need, we will tell you that rather than send the nearest available CV and hope. It costs us a placement and saves you a quarter.
Commercials
Pricing
Quoted on the role, the seniority and the length of the engagement. Terms are agreed case by case on the first call. Tell us what the gap is and we will come back with a rate and a named candidate.
FAQ
Frequently asked questions
What is security staff augmentation?
It adds security practitioners to your own team for as long as you need them, working inside your tools and processes, instead of hiring permanently or outsourcing the whole function.
What is a fractional CISO?
A fractional security leader provides a defined number of days a month of security leadership, such as strategy, risk ownership, board reporting and customer assurance, for organisations that cannot yet justify a full time executive.
Can we interview the person first?
Yes. You interview a named individual before they start, and there are no substitutions after you have agreed to someone.
What if the person is on leave or leaves?
Cover is arranged by Bloomwiz, so absence does not become your problem.
Talk to us
Not sure where to start?
A thirty minute conversation, no charge, and an honest view of what you actually need first. Most companies need less than they fear and something different from what they expected.