A tailored course, built for your situation
Sources and specific examples on hand when peers push back
Build defensible technical recruiting decisions using OWASP principles others can't challenge
$199 one-time
24-hour access provisioning
30-day money-back guarantee
Hand-built implementation playbook
12 modules. 12 chapters per module. 144 chapters total.
12 modules, each with 12 chapters (144 chapters total), text-based, plus downloadable templates and a hand-built implementation playbook delivered alongside course access.
Technical recruiters are being asked to defend candidate choices with deeper rationale than ever before
The situation this course is for
Recruiters who rely on gut or pattern matching are getting challenged. Hiring panels want to see documented alignment between candidate experience and technical bar, not just pedigree or referrals.
Who this is for
Senior technical recruiters in high-velocity, high-impact tech environments where engineering leadership scrutinizes sourcing logic
Who this is not for
Recruiters focused on non-technical roles or early-stage startups without formal evaluation frameworks
What you walk away with
- Ability to map candidate qualifications directly to documented OWASP-aligned technical controls
- Structured sourcing logic that survives scrutiny from engineering and security leads
- Repeatable rubric for justifying technical fit, not just culture or background
- Credible, source-backed responses when peers question candidate depth
- Documented evaluation patterns that persist beyond individual hiring cycles
The 12 modules (with all 144 chapters)
Module 1. OWASP fundamentals for technical recruiting
Understand how OWASP’s structure supports defensible decision-making in candidate evaluation.
12 chapters in this module
- What OWASP is and isn’t
- Core principles of threat modeling
- Mapping risk to technical requirements
- From controls to candidate criteria
- Using public exploits as benchmarks
- Sourcing for resilience not just skill
- The top five attack vectors in engineering hires
- How job descriptions leak risk
- Validating claims with public data
- Using CVEs as skill proxies
- Linking past roles to real incidents
- Screening for pattern recognition
Module 2. Building defensible job descriptions
Translate security frameworks into candidate-facing requirements without jargon.
12 chapters in this module
- From OWASP Top 10 to job spec
- Writing for technical validation
- Avoiding false signals in requirements
- What ‘experience with XSS’ really means
- Proving knowledge beyond keywords
- Candidate proof points that stick
- Using public commits as evidence
- Screening for depth in security claims
- Validating cloud configuration work
- Assessing container security experience
- Reading between the lines of resumes
- Detecting buzzword compliance
Module 3. Sourcing with structured logic
Shift from pattern matching to framework-aligned sourcing strategies.
12 chapters in this module
- Targeting roles with attack surface relevance
- Finding candidates who stopped breaches
- Using GitHub to validate claims
- Searching for CVE contributors
- Sourcing from post-mortems
- Tracking real-world exploit patches
- Prioritizing contributors over titles
- Engaging candidates with proof points
- Asking questions with known answers
- Validating claims without trust
- Building sourcing patterns from frameworks
- From OWASP ASVS to candidate fit
Module 4. Technical screening with defensible criteria
Replace intuition with consistent, auditable evaluation patterns.
12 chapters in this module
- Designing screening rubrics from controls
- Using known vulnerabilities as questions
- Asking for specific exploit examples
- Validating responses with public data
- The difference between knowing and doing
- Detecting rehearsed answers
- Protecting against credential inflation
- Using attack chains in interviews
- Scoring proof over assertion
- Documenting evaluation logic
- Avoiding bias in technical validation
- Sharing scoring with hiring managers
Module 5. Candidate feedback with grounding
Deliver feedback rooted in standards, not opinion.
12 chapters in this module
- From ‘not a fit’ to specific gaps
- Mapping feedback to OWASP categories
- Explaining why XSS expertise matters
- Using real incidents as context
- Communicating risk understanding
- Showing missing pieces in logic
- Giving engineering teams clarity
- Avoiding vague development plans
- Using public breaches as examples
- Tying feedback to learning paths
- Maintaining consistency across roles
- Documenting for future reference
Module 6. Hiring panel navigation
Lead discussions with authority grounded in public frameworks.
12 chapters in this module
- Anticipating technical objections
- Responding to ‘but they worked at X’
- Deflecting pedigree arguments
- Using OWASP to justify depth
- Bringing data to panel discussions
- Aligning on evaluation standards
- Handling cross-team disagreements
- Escalating with evidence
- Presenting candidate lineage
- Linking decisions to security outcomes
- Gaining trust through consistency
- Becoming the reference point
Module 7. Documentation that compounds
Build reusable evaluation assets that outlive hires.
12 chapters in this module
- Creating candidate evaluation templates
- Standardizing proof requirements
- Archiving sourcing logic
- Linking roles to threat models
- Building internal knowledge bases
- Sharing frameworks across recruiters
- Onboarding new team members
- Scaling defensible practices
- Reducing rework in future roles
- Improving quality over time
- Maintaining rigor at scale
- Documenting what works
Module 8. Security-aware sourcing
Target roles and experiences that directly reduce organizational risk.
12 chapters in this module
- Understanding attack surface by role
- Prioritizing hires with incident exposure
- Sourcing for configuration resilience
- Finding candidates with audit experience
- Validating compliance knowledge
- Assessing cloud security depth
- Screening for logging and monitoring
- Prioritizing defense-in-depth thinkers
- Detecting checklist compliance
- Looking beyond certifications
- Valuing cross-system understanding
- Building long-term security posture
Module 9. Staying current with evolving threats
Integrate new OWASP updates into sourcing and evaluation.
12 chapters in this module
- Tracking changes to OWASP Top 10
- Updating job descriptions accordingly
- Retraining sourcing patterns
- Sharing updates with engineering
- Reassessing past candidates
- Validating knowledge of new risks
- Using recent breaches as examples
- Adjusting screening questions
- Maintaining relevance over time
- Anticipating next-year requirements
- Future-proofing evaluation logic
- Building a learning habit
Module 10. Cross-functional credibility
Earn trust from security and engineering teams through shared language.
12 chapters in this module
- Speaking the language of security
- Using terms with precision
- Asking informed questions
- Contributing to threat models
- Improving collaboration with teams
- Being invited to planning discussions
- Shaping role requirements early
- Influencing team composition
- Gaining input on technical direction
- Becoming a thought partner
- Elevating recruiter impact
- Demonstrating strategic value
Module 11. Candidate experience with integrity
Deliver a respectful, transparent process grounded in fairness.
12 chapters in this module
- Explaining evaluation standards
- Reducing ambiguity in feedback
- Setting clear expectations
- Avoiding misleading job titles
- Being honest about technical bar
- Respecting candidate time
- Providing meaningful next steps
- Sharing frameworks for growth
- Helping candidates improve
- Maintaining reputation
- Building long-term networks
- Recruiting with purpose
Module 12. Institutionalizing defensible recruiting
Embed proven practices into team norms and playbooks.
12 chapters in this module
- Creating team-wide standards
- Documenting decision logic
- Training other recruiters
- Onboarding with consistency
- Measuring improvement over time
- Reducing disagreement in panels
- Aligning with engineering expectations
- Improving time-to-hire
- Increasing offer acceptance
- Reducing regretted attrition
- Scaling quality without trade-offs
- Becoming the model team
How this maps to your situation
- When a hiring panel questions your candidate choice
- When updating a job description for a security-critical role
- When sourcing for a role with direct attack surface implications
- When justifying a hire to engineering leadership
Before vs. after
Before
Making hiring judgments based on pattern recognition and referrals
After
Grounding every technical candidate recommendation in OWASP-aligned, source-backed logic
What's included with your purchase
- 12 modules with 12 chapters each (144 chapters)
- Downloadable templates and worked examples for every module
- Hand-built implementation playbook delivered alongside course access
- 30-day money-back guarantee
Delivery and format
- Course and learning environment access provisioned within 24 hours of purchase
- Hand-built implementation playbook delivered alongside course access
Format: Text-based modules and chapters in the Art of Service learning environment, plus downloadable templates and worked examples for every chapter, plus the hand-built implementation playbook delivered alongside course access.
Time investment: Approximately 3 hours per module, designed to be completed alongside current workload.
If nothing changes
Continuing to rely on intuition in a world that demands evidence will reduce influence and increase scrutiny on hiring decisions.
How this compares to the alternatives
Unlike generic recruiting courses, this program is built for technical evaluators who must defend decisions using public frameworks. No theory, just actionable lineage from OWASP to candidate proof points.
Frequently asked
Is this course only for security roles?
No. It's for any technical recruiter who must justify candidate fit using deeper logic than pedigree or referrals, especially in roles where security, resilience, or compliance matter.
How is the course structured?
12 modules, each containing 12 chapters (144 chapters total).
Will I need to know OWASP deeply to start?
No. The course starts with foundational concepts and builds to advanced application in recruiting decisions.
$199 one-time. Approximately 3 hours per module, designed to be completed alongside current workload..
Within 24 hours your account in the learning environment is provisioned and the tailored implementation playbook is delivered alongside it.
30-day money-back guarantee·
144 chapters·
Hand-built playbook included·
Account access within 24 hours