New Solo Recruiting Agency Idea: Cybersecurity

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I’m going to start a series of solo recruiting agency ideas. Not that I’m looking to start my own (although I do get an itch every now and then), I think it’s a fun concept and maybe it helps others who are looking to do so, or maybe there are other solo agency recruiters out there looking for some bits and pieces of ideas that may help.

1: Picking a niche

If I were to start a solo recruiting agency, the first thing I’d want to do is niche down.

Although I work at a large agency now, niching down is arguably one of the best methods to build your book of business.

Focusing on a niche is often what separates average recruiters and recruiting firms from truly specialized, high-performing ones—especially in the competitive tech arena.

I mean think about it, if you’re a hiring manager, would you rather work with a generalist or someone who truly knows their stuff?

If you’re thinking, “I’ll just recruit for everyone,” you’re already behind. Generalist recruiters end up fighting a war on all fronts. They become white noise, offering the same broad strokes and undifferentiated services as everyone else. It’s a losing game.

The smartest move? Pick a niche and own it. When you go deep instead of wide, a few things happen:

1. You become the go-to expert. Clients seek out specialists. If you’re dialed into a single sector—like fintech sales or healthcare engineering—you’re instantly more credible than a generalist who claims to do it all.

2. You can charge a premium. Niche experts command higher fees. Companies are willing to pay for someone who speaks their language and knows where top talent hides.

3. Your marketing writes itself. Specialization is your differentiator. When you’re hyper-focused, every piece of content, every referral, every case study screams, “I’m the best in this corner of the market.” That’s magnetic.

4. You create real relationships. By living in one industry, you build deeper connections. Candidates become your friends, clients become your partners, and your referral flywheel spins faster.

5. You become more efficient. You’ll be able to build talent pipelines easier as you recruit evergreen/recurring roles and can cross-submit your candidates to different clietns.

So rather than being everything to everyone, stand out by being the best to a select few. In a world of noise, expertise cuts through. Niche down and watch your authority (and revenue) skyrocket.

Note: Of course, the niche would be the trojan horse so to speak. If I placed a Pen Tester at Client A, and I had the opportunity to place some SWEs there, of course I’d take them up on that.

How I’d pick a niche

Choosing a niche isn’t rocket science, but it’s also not a dartboard decision. If you really want to carve out a space you can own, start by playing to your strengths.

• Look at where you’ve been most successful, or where you have deep, established relationships.

• Maybe you’ve got a long history in SaaS sales or you’ve recruited exclusively for healthcare roles. That experience and network can become the foundation of your specialty.

Next, go where the demand is. Passion is great, but remember this is a business. Focus on a market that’s hungry for talent but doesn’t have enough specialized recruiters. You want an environment where you can stand out—underserved enough to create opportunity, but not so tiny that no one’s hiring. It’s a balance.

It also pays to check the competitive landscape. The dream scenario is a “blue ocean” where no one else is fishing, but if that doesn’t exist, go for “blue-ish.” If you see a lot of generalists or lackluster specialists in a certain field, that’s your signal to dive in and do it better.

Align with long-term growth. Ask yourself if the industry or function you’re eyeing will still be thriving in a year, five years, or even longer. You want to invest in a niche that’s evolving and in constant need of new talent—not something that’s on its last legs.

Finally, identify your ideal client. Whose problems are you trying to solve, and what do they really care about? When you understand your client’s pain points, goals, and language, you become the recruiter who “just gets it.” That kind of alignment positions you as a true partner, not just another vendor.

Why I’d choose Cyber Security

If you’re eyeing cybersecurity as your niche, you’re already one step ahead. Unlike many sectors that ebb and flow with market conditions, cybersecurity has near-zero unemployment. Even when the economy dips, companies can’t afford to leave digital doors wide open. That constant demand means hiring managers are more receptive to outside help, and more likely to pay for it, because they can’t just rely on the usual channels or wait around for top talent to show up on their doorstep.

This demand also translates into a better response rate when you present a strong MPC (Most Placeable Candidate). Quality cybersecurity candidates are rare, and hiring managers know they need to move fast. By putting forward highly vetted pros, you instantly stand out from the generic lists they get from less-focused recruiters. And because these roles are tougher to fill, the competition often thins out pretty quickly. If you specialize and really learn the ins and outs of cybersecurity, you’ll be able to run circles around recruiters who try to “do it all.”

Finally, it’s impossible to ignore the ongoing drumbeat of high-profile breaches that cost companies millions—sometimes billions—of dollars. There’s no question that security is always in demand and always evolving, which sets you up for long-term success. When you plant your flag in a niche where the stakes are high and the talent is scarce, you become not just another recruiter, but a trusted partner who helps clients sleep better at night.

Cybersecurity By the Numbers

Cybersecurity isn’t just a buzzy term—it’s a data-backed powerhouse of opportunity. For starters, the unemployment rate for cybersecurity pros is famously near zero, a unicorn status in today’s market. Every company with an online presence (so, basically all of them) needs these experts, and that’s not slowing down anytime soon.

In fact, global spending on cybersecurity is set to skyrocket over the next five years, with some forecasts projecting well over $400 billion in annual investments by 2027. Organizations are throwing serious cash at securing their systems, which means budgets for hiring talent in this space aren’t just healthy—they’re often top priority. It’s an industry that literally can’t afford to cut corners.

Then there’s the pay. The average cybersecurity salary in the U.S. hovers around $100,000, with plenty of specialized roles climbing into the $150,000+ range. For recruiters, that translates into stronger fee potential and a chance to consistently place high-level talent. When the demand is off the charts, the budgets are robust, and the salaries are impressive, you’ve got a recipe for a niche that practically begs you to step in and own it.

How I’d Start Business Development

One of the best plays in a tight candidate market is the MPC (Most Placeable Candidate) approach. Think of it like being a sports agent: find a standout cybersecurity engineer and uncover their pain points, career goals, and must-haves. Armed with that intel, you package them up—resume, highlights, and all—and proactively market them to companies that need their skill set. This cuts through the usual noise of job boards and helps you stand out as someone who delivers top talent on a silver platter.

Next, it’s time to put LinkedIn to work. Zero in on companies with 50 to 250 employees—these are often in a growth phase but might not have a full-blown HR team. That translates to fewer hoops to jump through and a bigger need for external recruiting help. It’s as simple as researching these targets, connecting with decision-makers, and presenting your specialized expertise in cybersecurity hiring.

Finally, don’t ignore the “old-school” method of hunting for posted jobs. When you see a relevant cybersecurity opening online, find the poster on LinkedIn and reach out directly. A personal message—backed by your knowledge of the industry—can quickly open doors. These methods might seem basic, but in a world where everyone’s going through the same job portals, being personal and proactive makes all the difference.

Here’s how I’d MPC

Let’s use a penetration tester for example. I’d pitch them on why this is a good idea for them as it is me as I’d be acting as their sports agent, looking for a job for them while they can sit back and relax.

Here I’ll go over:

• Comp preferences

• Industry

• Company size

• Hybrid vs Remote

• Timeline to make a move

• etc.

First, I’d start out by talking to a great pen tester. I created a resume on chatgpt real quick for the purpose of this exercise.

Step 2: Next I’m going to source Pen Tester Jobs on LinkedIn

Here’s a match. I just went on linkedin jobs and typed in penetration tester and “US”. For this example let’s just pretend our candidate is local.

In this listing, the HM is listed directly on the posting, making my job easier.

From there, I’ll use a free tool called apollo.io to scrape his email on his profile.

Bam! Here’s his email. From there, I’ll send an email to him that includes:

• My candidate’s resume

• The posting ID

Something like this,

“Hi John,

I’m a Sr. Recruiter that specializes in the Cyber Security space. I’ve placed candidates at companies like X, Y, and Z.

I saw you posted this job on LinkedIn (Link). I’m working with a Strong Penetration Tester experienced with X, Y, and Z.

Would you be opposed to meeting on X or Y dates to discuss his background?

Regards,

Rando”

From there, I would rinse and repeat.

Of course, the hiring manager won’t always be posted online (because of recruiters like us reaching out too much). You can read my guide on how to find HMs on LI here.

So there you have it, how & why I’d start a solo agency with Cyber Security as my niche. Of course I’d need to figure out the administrative parts like an LLC, if I want a VA, etc, but at least this would be my foundational gampelan.