CASHFLOW POSITIVE AUTOMATION
Cybersecurity Specialist
Runs security review on client builds and owns internal security posture.
Senior band
Complex role. Senior experience in security review and posture required.
01 · What you own
- Security review on every client build before handover.
- The access model: who touches client systems, and how it is revoked.
- Internal security posture across the studio's own stack.
- The incident response plan, tested, not just written.
- Security answers clients' teams ask during qualification.
02 · Your first 30/60/90 days
Run a full access audit on one active client engagement: every credential, every integration, every revocation path. Deliver a written report and close the three worst findings.
03 · What we look for
- You have run reviews on systems that handle real customer data.
- You can explain a finding to a non-technical founder in one paragraph.
- You default to least privilege and can show where you enforced it.
- You have been on the receiving end of an incident and learned from it.
04 · What this is not
- Not compliance paperwork. We care about actual exposure.
- Not a solo castle. You work inside the build process, early.
05 · Where this leads
Head of Security across ventures as client volume and data surface grow.
06 · Leadership Is Earned, Not Assigned
Leadership at Black Swan Ventures Group is not a function of tenure, title, or sales performance. It is evaluated separately, continuously, and much more strictly than the job itself.
Being excellent at your job does not entitle you to lead people. A closer who breaks every record in the company has no more claim to a Head of Sales seat than someone who has never made a cold call, because the two jobs measure different things. One measures output. The other measures judgment, composure under pressure, and the ability to make other people better. An entry-level hire with strong emotional intelligence and zero sales experience has a real path to leadership. A top performer with poor judgment does not, no matter how much revenue they close.
If you're good at your job, you stay good at your job, and you get paid more for it. That is a complete outcome here, not a consolation prize.
Every employee has the right to choose who they report to, and the right to raise a dispute about leadership they believe is toxic or unfit. We do not tolerate toxic leadership in any form. If someone is highly skilled but cannot work productively under the standing leadership structure, they report directly to the founder until a fit is found, not to someone they cannot work with.
Leadership roles are held under more scrutiny than any other position in the company, not less. They can be lost. They are not permanent once granted.
07 · Who We Hire
We hire for skill and judgment, not background, age, gender, or neurotype. We are actively friendly to hiring people who are neurodivergent, including ADHD, autism, and other learning or attention differences, and to candidates who don't present as conventionally social in an interview. None of that is a disqualifier here, and in several of our functions it's a genuine advantage. Diverse teams across age, gender, background, and cognitive style build better companies. We built this hiring process to actually reflect that.
06 · Logistics
You are in UTC. This role runs 13:00-21:00 CET. You overlap by 8 hours: 11:00 to 19:00 your time.
Strong overlap