Hiring for Business Email Compromise (BEC) investigations requires a strategic approach to find candidates with specialized cybersecurity skills and investigative abilities. To successfully recruit for these roles, focus on identifying professionals with a strong background in digital forensics, email security protocols, and threat intelligence. The ideal candidate will combine technical expertise with analytical thinking and clear communication skills. A thorough interview process that includes technical assessments and scenario-based questions will help you evaluate candidates effectively. With BEC attacks becoming increasingly sophisticated, finding the right talent is crucial for protecting your organisation.
Business Email Compromise investigations present unique hiring challenges because they sit at the intersection of cybersecurity, forensic analysis, and fraud detection. BEC attacks have grown increasingly sophisticated, with perpetrators using advanced social engineering tactics to impersonate executives and trick employees into transferring funds or revealing sensitive information.
The specialised nature of this role means traditional recruitment approaches often fall short. Unlike general IT security positions, BEC investigators need specific experience with email security infrastructure, chain-of-custody procedures, and digital evidence handling. They must understand both the technical aspects of email systems and the human psychology behind social engineering attacks.
Adding to the difficulty is the current talent shortage in cybersecurity. With BEC attacks on the rise, demand for qualified investigators has increased dramatically, creating a competitive marketplace where top talent can be selective about opportunities.
The urgency of responding to BEC incidents also means these professionals must be able to work effectively under pressure while maintaining meticulous attention to detail—a rare combination of skills that further narrows the candidate pool.
When hiring for BEC investigation roles, prioritise candidates with a blend of technical expertise and investigative aptitude. The most valuable skills include:
Technical skills:
Soft skills:
Look for candidates who have practical experience investigating BEC incidents rather than just theoretical knowledge. The ability to reconstruct attack timelines and identify compromise indicators is particularly valuable. Candidates with backgrounds in digital forensics consulting who have supported Business Email Compromise cases will often have the right blend of skills for these roles.
Finding qualified BEC investigation specialists requires looking beyond traditional recruitment channels. The most effective sources include:
Specialised cybersecurity job boards that cater specifically to security professionals rather than general IT roles. These platforms attract candidates with the niche skills needed for BEC investigations.
Professional networks and forums where cybersecurity experts gather to discuss emerging threats and techniques. Building relationships in these communities can help you identify passive candidates who aren’t actively job hunting but might be open to the right opportunity.
Digital forensics consultancies often employ professionals with direct experience in BEC investigations. These individuals may be looking to move from consulting to in-house roles for better work-life balance while still applying their specialized expertise.
Industry conferences and events focused on cybersecurity, digital forensics, or fraud prevention provide excellent networking opportunities to meet qualified candidates face-to-face.
Specialised recruitment agencies with expertise in cybersecurity can access networks of pre-vetted professionals with BEC investigation experience. These agencies understand the technical requirements and can help assess candidates’ practical capabilities.
Consider also looking at professionals from adjacent fields, such as email security specialists, fraud investigators, or digital forensic analysts who could transfer their skills to BEC investigations with some additional training.
For organisations struggling to find the right talent, exploring specialised recruitment solutions can significantly reduce the time to hire qualified BEC investigation specialists.
Effective interviews for BEC investigation roles should assess both technical knowledge and investigative thinking. Structure your interview process with these elements:
Initial screening: Begin with a conversation about the candidate’s experience with email systems, security protocols, and previous BEC investigations. Look for clear understanding of how BEC attacks work and how to investigate them.
Technical assessment: Include practical exercises that simulate real BEC investigation scenarios. For example:
Scenario-based questions: Present realistic BEC scenarios and ask candidates to walk through their investigative approach. Good questions include:
Problem-solving evaluation: Assess how candidates think by asking them to solve problems in real-time. Look for logical reasoning, methodical approaches, and the ability to explain their thought process clearly.
Throughout the interview, pay attention to how candidates communicate technical concepts. The best BEC investigators can translate complex technical findings into clear explanations for non-technical stakeholders. This skill is essential when briefing executives or potentially working with law enforcement.
Also assess candidates’ ability to work under pressure, as BEC investigations often involve time-sensitive situations where financial losses may be ongoing.
Attracting and retaining top BEC investigation talent requires a competitive compensation package that recognises their specialised skills. While every organisation has budget constraints, focusing solely on salary can limit your talent pool. Consider these key elements:
Competitive salary: Research current market rates for BEC investigators in your region, as compensation varies significantly by location. Be prepared to offer above-average salaries for candidates with proven experience in successfully resolving BEC incidents.
Flexible working arrangements: Many cybersecurity professionals value work-life balance, especially those coming from high-pressure consulting roles. Offering remote work options, flexible hours, or hybrid arrangements can be a significant draw.
Professional development opportunities: Top BEC investigators want to continually enhance their skills. Budget for ongoing training, conference attendance, and access to advanced tools and technologies they can use to build their expertise.
Career progression: Outline clear advancement paths within your organisation. The best candidates want to know they won’t stagnate professionally. Consider how a BEC investigator might progress to senior investigator, team lead, or move into related cybersecurity leadership roles.
Access to tools and technology: BEC investigators need access to sophisticated forensic tools to perform effectively. Highlight investments in cutting-edge technology and opportunities for them to build labs and lead projects.
Incident response bonuses: Consider performance bonuses tied to successful investigation outcomes, such as funds recovered or incidents resolved.
Remember that hiring for these roles should focus on finding candidates who align with your organisation’s culture and approach to cybersecurity, not just meeting salary demands. The right combination of compensation, flexibility, and growth opportunities will help you attract investigators who can protect your organisation from increasingly sophisticated BEC threats.
Hiring the right talent for Business Email Compromise investigations requires a strategic approach that acknowledges the specialised nature of this cybersecurity function. Focus on finding candidates with the right blend of technical skills, investigative thinking, and communication abilities rather than simply matching keywords on a CV.
Take time to develop comprehensive job descriptions that accurately reflect the role’s responsibilities and avoid generic cybersecurity language. Be specific about the types of investigations candidates will conduct and the tools they’ll use in your environment.
Look beyond traditional talent pools by networking in specialised cybersecurity communities and partnering with recruiters who understand the nuances of this field. Consider candidates from adjacent specialties who demonstrate strong analytical skills and adaptability.
Design your interview process to test practical skills through scenario-based assessments that mimic real BEC investigations. This approach reveals far more about a candidate’s capabilities than theoretical questions alone.
Finally, create compensation packages that recognise the high demand for these specialists while also emphasising professional growth opportunities and work-life balance. Organisations that invest in building supportive environments for BEC investigators typically see higher retention rates and better investigation outcomes.
At Iceberg, we understand the challenges of recruiting for specialised cybersecurity roles like BEC investigators. Our global network includes professionals with proven experience in email security and digital forensics, allowing us to connect you with qualified candidates faster than traditional recruitment methods. If you’re struggling to find the right BEC investigation talent, contacting our team could help you access pre-vetted candidates with the exact skills you need.
