Senior security leadership without the executive headcount.
A certified, senior practitioner embedded with your leadership team — strategy, board reporting, vendor management, regulator conversations, and the harder calls that come with the role.
Why vCISO
A CISO is a leadership role — not a tooling decision.
Mid-market organizations face the same regulatory burden as enterprises with a fraction of the headcount. The role requires judgment, gravitas in front of regulators and boards, and the ability to translate threat and likelihood into language a CFO will defend.
A vCISO retainer gives you that capability — at the price of a senior engineer, not an executive. Same practitioner from kickoff through every quarterly board meeting. No bait-and-switch to a junior delivery team after the contract closes.
What you get
Senior practice. Board-ready outputs. The harder calls.
Six recurring deliverables that compose the retainer. Cadence is calendared up front so the program runs whether or not anyone asks for it.
Annual security strategy, prioritized roadmap, budget input. Reviewed quarterly with leadership and reset against business reality.
Board memos and slide decks in language directors actually read. Pre-meeting prep with the GC and CFO so the conversation is productive.
A living risk register, scored and treated. Risks are escalated, accepted, mitigated, or transferred — never allowed to drift.
Tier model, due-diligence cadence, and contract clauses. Critical-vendor deep-dives on demand when something material changes.
Drafted responses to regulator inquiries, customer security questionnaires, and prospect security reviews — without distorting your engineering team's calendar.
On-call as the senior practitioner during incidents. Decisive, calm, and coordinated with counsel, insurance, and external IR if needed.
How we engage
Trial month, then operate, then review.
A short trial proves the fit before any retainer commitment. Then a calendared rhythm runs the program for as long as the relationship lasts.
A defined-scope first 30 days. Risk register snapshot, current-state assessment, and a draft 12-month plan. You decide if the fit is right before any retainer commitment.
Recurring leadership rhythm — weekly check-ins, monthly executive update, quarterly board memo. Calendared, not on-demand. The program runs whether or not anyone asks.
Strategy reset, plan refresh, retainer scope adjustment based on what actually moved the needle. Honest conversation about what changes for the next year.
Compliant. Secure. Growing efficiently.
One working session and a 90-day plan. Senior practitioners, modern tooling, transparent pricing — no procurement cycles, no compliance theater.