A global talent pool, at a fraction of US cost.

Pacific Cloud Cyber is a staffing and recruiting firm that places two kinds of people: technical professionals (IT, cybersecurity, software development, and project management) and administrative professionals (executive assistants, accounts payable and receivable, customer service, and related support roles). We recruit internationally and place candidates with companies in the United States.

On the technical side: service desk technicians, systems and network administrators, cloud engineers, SOC analysts, security and GRC analysts, software developers, DevOps engineers, QA engineers, project managers, and business analysts. On the administrative side: executive and virtual assistants, accounts payable and accounts receivable specialists, bookkeepers, payroll administrators, customer service representatives, data entry specialists, and sales and marketing support.

We recruit internationally rather than from a single local market. That is the point of the model: it turns a pool of a few dozen available candidates into a pool of thousands, so a hard-to-fill role stops being a hiring freeze.

On our core model, staff augmentation, the professional is engaged as an international contractor through Pacific Cloud Cyber. They work as part of your team and to your priorities, but the contract is with us: you pay Pacific Cloud Cyber one invoice, and we pay the contractor and carry the contracting and compliance obligations in their country. You get the team member without taking on a worker in a jurisdiction you do not operate in. Direct placement is the exception, and a narrow one: for Tier 3 technical roles and management seats we will run the search and let you bring the person onto your own payroll instead, priced per search. We do not offer it below that level.

For senior and Tier 3 technical roles — SOC analysts, security engineers, senior systems and network engineers — you are looking at $3,500 to $4,500 a month. That is the all-in monthly rate you pay Pacific Cloud Cyber, and it covers the contractor, the contracting and compliance work, and the people management around the seat. Administrative and junior technical roles sit below that band and we quote them per role. Compared with the fully loaded cost of a comparable US employee once salary, payroll taxes, benefits, and overhead are counted, it is a fraction, and that difference is what gives a budget room. Worth saying plainly: the rate is a strong one in the markets we recruit from. The model works on the gap between labour markets, not on anyone being underpaid.

Slower than a firm that forwards you resumes, and that is deliberate. Our intake is heavier at the front: we scope what the person will actually do, then recruit against it and run every candidate through five screening gates before you see a shortlist. That costs time before the first interview and saves it afterwards, because you are interviewing people who can do the job rather than filtering a stack. We will not quote you a time-to-shortlist. It depends on the role and the seniority, and a number invented to win the meeting is a number missed later.

You commit to the first 90 days of fees when the contractor starts, and that is the whole commitment. Nothing longer is signed up front. That said, the model is designed for seats you expect to keep filled for a year or more: recruiting internationally and getting someone productive inside your systems is an investment that pays back over a year and does not over a fortnight. If you need short-term or seasonal cover, we are honestly not the right firm.

Five gates before a client sees anyone: identity & work history, language proficiency, role-specific skills testing, reference checks, workspace & security posture. Screening is practical rather than conversational: candidates are tested against the tools and scenarios the job actually involves, and the elimination happens before a client ever sees a resume.

Yes, and they are a full practice rather than a sideline. Executive assistants, accounts payable and receivable specialists, bookkeepers, payroll administrators, customer service representatives, and data entry and order processing staff are all roles we place regularly.

Both are core to what we do. MSPs use us to scale a service desk, a NOC, or a SOC without adding domestic headcount; internal IT teams use us to fill a role that a local search has not been able to close, or to add coverage outside business hours.

The monthly rate covers the search itself (scoping, international recruiting, and all five screening gates), the contractor, and the people management around the seat — contracting, onboarding, invoicing and payment, time and attendance, and offboarding. A search opens with a $500 deposit, which is credited back against your first month's invoice, so completing a placement costs you nothing for the search. One thing is optional and priced separately: a secure remote workstation package, which bundles a US-hosted virtual desktop, productivity and activity monitoring, and managed endpoint security.

Two answers, and they come in the same package. The optional secure remote workstation gives the contractor a US-hosted virtual desktop rather than a personal machine abroad, so company data stays on US infrastructure and access is revocable the day an engagement ends. The same package carries productivity and activity monitoring, which reports whether your team member is at their desk during the hours you are paying for; the arrangement is disclosed to the contractor and written into their agreement. Managed endpoint security, patching, and threat detection are included in it too. It is priced separately from the seat.

Tell us early. If the fit is wrong inside the first 90 days we run the search again and waive the $500 deposit on the replacement, so you are not paying a second deposit to start over. We will not put a number on how long a replacement takes, because it depends on the role and we would rather under-promise than miss a date we invented. Beyond the guarantee window the contractor is still engaged through Pacific Cloud Cyber, so keeping the seat filled stays our responsibility rather than a new search you commission.

Pacific Cloud Cyber places talent with companies across the United States, and recruits candidates internationally. Pacific Cloud Cyber is fully distributed and has no headquarters. That is deliberate: every professional we place works remotely, and so does everyone here, so we are not asking clients to try a working model we have not committed to ourselves. Because both the recruiting and the roles are remote, your location is not a constraint on who we can find for you.

Yes. Pacific Cloud Cyber is part of the Koine Cyber family of technology companies, where it is the People practice alongside sister companies working in managed IT, cybersecurity, and business strategy. That means the people screening technical candidates work alongside teams that run those functions for a living.