Implementation &managed services.
One practice that designs, implements and runs security, and staffs the team around it. Sourced from the network that knows who is actually good.
Eight lanes, one accountable practice.
Network Security
Segmentation, perimeter and zero trust, designed once and run day to day.
Cloud Security
Posture, workload and identity coverage across the clouds you actually run.
Exposure Management
A live picture of what is reachable, what matters and what gets fixed first.
Offensive Security
Penetration testing and adversary simulation that ends in fixes, not a report.
IAM
Access that matches the job, from joiner to leaver, human and machine.
GRC
Governance, risk and compliance run as an operating rhythm, not an annual scramble.
AI Security
Guardrails for the AI your teams already use and the AI you ship.
Staff Augmentation
Vetted senior operators from the room, one seat or a whole block.
A network, not a resume database.
Recruiters search job boards. This desk searches a room it already runs. The bench is built from the network that already knows who is good, who is available, and who is overselling. Three things hold on every engagement, no exceptions.
Vetted by the seat
Every candidate is vetted by a practicing CISO before you see them.
Senior only
Every engagement runs through a senior operator who has held the seat. No juniors learning on your dime.
Sourced from the room
The candidate pool comes from a salon circuit that runs in the markets where security budgets live, not from a resume crawl.
Name the gap. See who fills it.
Six ways into the desk. Open a tile and the panel carries the full detail: what the role covers, how the vetting runs, how deployment moves, and how the engagement is shaped. If your gap spans more than one, say so on the call. The desk staffs single seats and whole blocks.
Vetted security engineers and analysts.
The hands-on layer of a security program: the people who build it, tune it, and run it.
- SOC and detection analysts.
- Cloud and infrastructure security engineers.
- Identity and access engineers.
- GRC and compliance analysts.
- Application security engineers.
- Incident response hands.
Every candidate is vetted by a practicing CISO before you see them. A practitioner reading a practitioner, not a recruiter matching keywords.
The search starts warm. The network already knows who is good and who is available, so the first names come from standing relationships, not a cold crawl.
Fractional specialists.
Senior skill at the fraction you actually need.
A named specialist, a set slice of their week, a defined lane: architecture reviews, compliance programs, cloud hardening, detection tuning. The seniority of a full-time hire without the full-time seat.
Same bar. Vetted by a practicing CISO before you see them.
Fractional starts fastest because nothing has to be uprooted: no relocation, no counteroffer season, a scoped lane instead of a full seat.
Monthly engagement, scoped by days per week. Convertible when the lane becomes a seat.
Need fractional leadership rather than a fractional specialist? That is the Virtual CISO practice.
Request a fractional shortlistCybersecurity staffing and contract-to-hire.
Prove the fit before the offer.
The candidate joins on contract. Your team sees real work, real velocity, and real chemistry before anyone talks about an offer. When it is proven, convert. When it is not, the contract ends cleanly.
The same CISO vet runs before the contract starts, not after the conversion.
Contract paper moves faster than offer paper. This is the shape for a gap that cannot wait for a hiring committee.
Team augmentation.
A block of capability, not a single seat.
- Staffing a SOC rotation.
- An audit-readiness push that needs GRC hands now.
- A remediation sprint after a pen test.
- The build-out your roadmap promised before your headcount arrived.
Every member of the block clears the same bar. A block is only as strong as its least vetted member.
Blocks assemble from people the network has already read, not a fresh search per chair.
Scoped duration, defined outcomes, one point of accountability. Scale the block up or down as the work moves.
Scope a team blockExecutive search.
Security leadership, found by security leadership.
CISO, deputy CISO, and head-of seats across security engineering, operations, and GRC. The search runs through the room where these people already talk: Alchemy hosts the salon circuit where security leaders meet, so a search here starts with relationships, not cold outreach.
A peer read. A practicing CISO evaluating whether a leader can hold the seat, brief a board, and lead through an incident. Things a resume cannot carry.
Leadership searches are won by access, not volume. Starting inside the network shortens the distance to people who are not answering recruiters.
Candidate identity verification and hiring-fraud screening.
The person you interviewed is the person who logs in on day one.
The desk treats hiring itself as an attack surface. Identity verification and hiring-fraud screening run through vetted partners, confirming the person, the history, and the credentials are real before a placement reaches your systems.
This layer is offered on every placement, delivered through vetted partners, and it rides alongside the CISO vet, not instead of it.
What happens before you see a name.
Most shortlists are search results. This one is a judgment call, made by someone qualified to make it. Four gates, in order, every time.
The name comes from the circuit: salons, dinners, and the working relationships around them. Known work beats claimed work. Nobody enters the pipeline from a keyword match.
A practicing CISO interviews every candidate before you see them. The questions come from running real programs: what this person has actually built, tuned, broken, and fixed. A practitioner reading a practitioner.
Identity verification and hiring-fraud screening through vetted partners. The person, the history, and the credentials check out before an offer is ever drafted.
You do not get a stack of resumes. You get a short list, and each name arrives with the reason it is there: why this person, for this gap, at this moment.
Every gap has a shape. Match yours.
Pick the sentence that sounds like your week. The desk answers with the shape that fits and what it commits you to.
Contract now, search in parallel.
A vetted contractor or a team block holds the ground while the permanent search runs. The work stops piling up in weeks, not quarters, and the permanent hire walks into a program that never went dark.
a scoped contract term. Nothing about the parallel search obligates the permanent hire to come from it.
Fractional specialist.
A named senior, a set number of days per week, a defined lane. You buy the skill, not the seat, the desk, or the benefits line.
monthly, scoped by days per week. Convertible if the lane grows into a seat.
Contract-to-hire.
The candidate proves the fit on contract: real work, real velocity, real chemistry. Conversion is earned, not assumed.
a contract term with a conversion path. The offer conversation happens only after your team has seen the work.
Team augmentation, and executive search where the team needs its leader.
The block carries the work while the org chart catches up: scoped duration, defined outcomes, one point of accountability.
a scoped block you scale up or down as the work moves.
Executive search, run through the room where security leaders already talk.
And if the seat itself should be fractional, that is the Virtual CISO practice: leadership on demand from a practicing CISO.
a dedicated search engagement, confidential when the seat is sensitive.
The bench comes from the room.
A salon nearly every week. Security leaders, founders, and investors in the same room, in the markets where security budgets live. The people who run security programs are in that room, and so are the people who will staff yours. When the desk searches, it starts inside a network that already knows who is actually good. The same network serves both sides of the table: enterprises staffing a program, vendors staffing the team that builds one.
See upcoming eventsStraight answers, before the call.
The questions every staffing conversation reaches, answered now so the 30 minutes go to your gap instead.
A practicing CISO. Not a sourcing team with a checklist. The person reading the candidate runs security programs and holds the seat today, so the read is a practitioner's, not a recruiter's.
That is what contract-to-hire exists for. Your team sees real work before any offer, and conversion is earned, not assumed. If a contract is not working, it ends cleanly.
Yes. Team augmentation places a block: a SOC rotation, an audit push, a remediation sprint, with scoped duration and one point of accountability.
No. Alchemy is cyber-only, and the staffing desk inherits that: deep in the buyers, budgets, and back channels of one industry instead of shallow across ten.
A 30-minute call and a one-page proposal. Bring the gap, leave with a path. No decks about our decks.
Four practices. One partner.
Staffing rarely travels alone. The hire joins a program, the program needs tools, the tools need buying right. One firm holds the whole chain.
Bring the gap. Leave with a path to fill it.
A 30-minute call, a straight read on the seat you need and the shape that fits, and a one-page proposal. No decks about our decks.