About
A staffing firm run by people who have done the jobs
Pacific Cloud Cyber places technical, administrative, finance, and sales and marketing professionals with companies across the United States, recruited from an international talent pool.
Who we are
We screen technical people against how the work is actually done
A staffing firm that has never worked a ticket queue or triaged an alert at two in the morning can only match keywords. That is how a candidate who reads perfectly on paper turns out, in week three, not to be able to do the job.
Pacific Cloud Cyber sits inside a group of companies that run managed IT and cybersecurity for a living. The standard a candidate is measured against is the standard those teams hire to, which is a materially different thing from a recruiter with a requirements list.
The same discipline carries into the other three practices. An accounts payable specialist is screened on a reconciliation, an executive assistant on a live inbox and a real calendar conflict, a sales development representative on a call that does not go to plan — not on how confidently any of them describe it.
The group
Part of Koine Cyber
Koine Cyber invests in the future of technology companies, moving organizations forward on two fronts: their technology and process, and their people. Pacific Cloud Cyber is the People practice.
Your Network Security
Managed IT and network security, based in Wisconsin.
How we work
What we hold ourselves to
A shortlist, not a stack
If we send you six resumes it is because six people cleared screening, not because six were in the database. Volume is not a service.
Security is not an afterthought
A remote hire is an access decision as much as a staffing one. Device posture, connectivity, and workspace privacy are checked before placement, not after an incident.
We stay after the start date
Placement is the middle of the engagement, not the end of it. We check in through onboarding and beyond, and we replace rather than re-sell.
Straight answers on both sides
Clients hear when a requirement is unrealistic. Candidates hear when they are out of the running. Neither is comfortable; both save everyone a wasted search.
Tell us about the role you cannot fill.
Describe what the person needs to do, the hours you need covered, and what good looks like in ninety days. We will come back with a plan and a shortlist, not a pitch deck.