Hire remote SOC analysts, screened on a real alert

Why alert triage breaks first

Alert volume does not wait for a hiring cycle. When a queue outgrows the people watching it, the first casualty is the boring work: low-severity alerts that never get looked at, tickets closed without notes, and a shift handover that assumes the next person will catch up. Senior people end up triaging because nobody else can, and the work they were hired for slides.

MSSPs feel this across every client tenant at once. Internal teams feel it on one. Either way the fix is the same shape: more competent hands on the queue, on a schedule you control, without a US salary line for each one. That is the seat we fill.

What you get when you hire remote SOC analysts

You get a contractor who works your account and only your account. They sit in your rotation, take your handovers, follow your playbooks, and report to your SOC lead like anyone else on the team. Tier 1 triage, Tier 2 investigation, Tier 3 hunting and escalation ownership: we scope the seat to the level you actually need before we recruit against it.

The contract sits with us. You pay one monthly invoice, we pay the contractor, and we carry the contracting and compliance obligations in their country. Nobody is added to your payroll under this model, and nobody is shared with another client. If you want a whole shift rather than a seat, the same arrangement covers a dedicated team.

Five gates, and one of them is a live alert

Every candidate clears five gates before you see them. Identity and work history. Language proficiency, tested rather than assumed, because a handover note has to be readable at 3am. Role-specific skills testing. Reference checks. Workspace and security posture, including what the machine and the connection look like where they work.

For SOC seats, the skills gate is an alert. We hand the candidate something that looks like the work: the raw detection, the surrounding telemetry, and no answer key. We read what they escalate, what they dismiss, and how they write it up. We sit inside a group that runs security operations, so the people setting that bar do this work themselves.

This makes us slower to source than a firm that forwards resumes, and that is deliberate. The intake is heavier at the front so the interview stage is short. You spend your time talking to analysts who can do the job instead of filtering a stack of people who cannot.

The budget math on a 24/7 rotation

Coverage is a multiplication problem. One analyst does not cover nights and weekends; a rotation does, and a rotation takes several people. That is where a US-only hiring plan usually stops and the queue stays uncovered. A senior or Tier 3 seat through us runs $3,500 to $4,500 a month, all in: the contractor, the contracting and compliance work, and the people management around the seat.

We recruit in the Philippines and Southeast Asia, Latin America, Eastern Europe and South Africa. That rate is strong and competitive in those markets. The model works on the gap between labour markets, not on paying anyone badly, and the practical result is that your coverage plan gets costed against a much larger pool of qualified analysts.

This is a poor fit for short bursts of work. If you need someone for three weeks of overflow, or a body to sit in a US office, or an incident response retainer you call when something is already burning, look elsewhere. The model is built for a seat you intend to keep filled for a year or more.