North Bastion
Reliable. Relentless. Ready.
When the alarms go off, when the breach begins, it won’t be software that saves you.
It’ll be the people inside your walls.
The North Bastion Difference
We Don't Just Find Talent.
We Find Operators
Anyone can run a LinkedIn search.North Bastion was built for companies who can’t afford to bet on the wrong people.We place cybersecurity professionals forged by real-world pressure — the kind of operators who don’t fold when the breach comes.Every candidate is vetted like we’re hiring them for our own front line. Because in a siege, the wrong person inside your walls is a liability you can't afford.
SecOps, Not SOPs
Operators, Not Paper Pushers.
Anyone can draft a brief; few can stop a breach that threatens your license.We vet every SecOps operator as if they’re prepping for trial — not filing spreadsheets.At North Bastion, we deliver SecOps professionals who:
- Protect attorney-client privilege with real-time monitoring and on-demand forensics
- Preserve critical evidence through live incident-response drills
- Harden your SOC against phishing, ransomware, and extortionBecause when your practice is targeted, theory won’t save your reputation — execution will.
How We Deploy
Your Next Cyber-Operator, Hand-Picked
Mission Deep-Dive
30-minute call to map your critical assets, threat profile, and skillset gaps.Curated Candidate Shortlist
We hand-pick 2–3 battle-tested experts, complete with verified work histories and live skills demos.Handshake & Handoff
You interview and hire directly—no middlemen, no surprises. We handle all intro logistics.
No resume floods.
No guessing games.
No wasted time.
Why Law Firms Trust Us
When the Breach Hits, Your Practice Stands.
Most SecOps vendors vanish once the contract is signed.
North Bastion stays on guard, stays engaged, and stands behind every operator we embed in your SOC.Because we don’t just fill seats — we fortify firms against reputational ruin.
One Ransomware Email. One Ruined Reputation.
Insurer Says Law Firm's $1.5M Cyber Loss Isn't Covered
Law360, April 2025
A mid-size practice fell victim to a sophisticated email-compromise scheme and lost over $1.5 million in client funds. When they turned to their cyber carrier, the policy’s exclusions left them personally on the hook—for both the lost money and the looming malpractice and regulatory fines.Your firm could be next.Stop the nightmare before it starts.
- Hire SecOps Operators who hunt threats in real time
- 24/7 Incident Response with live-fire breach drills
- Client Data Lockdown: forensics, phishing drills & rapid containmentBecause when a hacker strikes, theory won’t save you—execution will.
Our Operators Are Certified and Battle-Tested
The Skills Behind the Stronghold
Every candidate we deliver brings real-world certifications, field-proven expertise, and the instincts to defend when it matters most.We don't just match resumes to roles.
We deploy trained defenders.
Certified in designing and managing enterprise-level cybersecurity programs.
Proven leadership in securing large, high-risk organizations.
CISSP Verifed
Trained in offensive security and real-world penetration testing.
Skilled at finding and exploiting vulnerabilities before attackers do.
OSCP
Certified Ethical Hacker.
Masters in simulating cyberattacks to strengthen your systems before real adversaries strike.
CEH
Advanced threat detection and rapid response.
Trained to identify breaches in real-time and neutralize threats before damage spreads.
SOC Analyst Level II+
Experienced in adversary simulation.
Specialized in testing your defenses by thinking and attacking like real-world threat actors.
Red Team Operations
Experts in breach containment and post-attack recovery.
Mitigating damages and restoring operations quickly under pressure.
Incident Response
Builders of hardened systems, not just patchers.
Designs security into infrastructure from the ground up.
Security Engineering
Specialists in securing multi-cloud environments at scale.
Protects your critical assets across cloud platforms.
Cloud Security (AWS/Azure)
Book a call.Tell us what you’re defending.
We’ll bring you the people who can hold the line.
Take the First Step
Your Operators Are One Call Away.
Let's talk about what you need fortified.
No spam. No "sales calls."
Just a real conversation with real operators.
Enlist with North Bastion
We’re Only as Strong as Our People.
Elite cyber-defenders wanted.
North Bastion — Terms of Service (2025)---1. Scope of Services
North Bastion (operated by NickG LLC) provides cybersecurity and security operations (SecOps) talent acquisition services exclusively for law firms. Our role is limited to sourcing, vetting, and introducing candidates for direct employment by the client.- We are not an employer, co-employer, staffing agency, or Professional Employer Organization (PEO).
- We do not assume fiduciary, legal, or managerial responsibility over placed candidates post-hire.2. Confidentiality
Both North Bastion and the Client agree to maintain strict confidentiality regarding:- Candidate information.
- Client hiring needs, strategy, and any disclosed security-related matters.Public job postings or candidate advertisements will only be made with explicit, written client authorization.3. Placement Fees- Placement fees are invoiced upon candidate's acceptance of offer.
- Fees are based on the final agreed upon annualized base salary (excluding bonus, equity, or other benefits).
- Payment terms are Net 15 days from invoice date unless otherwise specified in writing.4. Payment Terms and Late Fees- Late payments are subject to a 2% monthly interest charge.
- North Bastion reserves the right to pause all ongoing services if payment obligations are not met.5. Replacement Guarantee (if applicable)- A 90-day replacement guarantee is offered only if explicitly stated in the service agreement.
- Guarantee covers candidate voluntary resignation or termination for cause within the first 90 calendar days.
- Guarantee is void if:
- Payment terms were not met.
- Client materially changed role responsibilities without informing North Bastion.6. Client Responsibilities
Clients agree to:- Accurately describe the role, requirements, and working conditions.
- Maintain compliance with all applicable employment laws.
- Manage all day-to-day employment relations post-hire.7. Candidate Confidentiality and Non-Solicitation- Candidate profiles shared are proprietary to North Bastion.
- Clients may not share candidate profiles externally without permission.
- If a presented candidate is hired for any role within 12 months of initial presentation, full placement fee applies.8. Data Protection
North Bastion adheres to strict data protection practices, including:- Execution of NDAs where required.
- Limiting candidate data access to client decision-makers.
- Secure transmission and storage of sensitive information.9. Limitation of Liability- North Bastion is not liable for any direct, indirect, incidental, or consequential damages arising from the employment or performance of any placed candidate.
- Total liability under this agreement shall not exceed the amount of fees paid by the client for the specific placement.10. Governing Law- These Terms of Service are governed by the laws of the State of California, without regard to its conflict of law principles.11. Amendments- North Bastion reserves the right to amend these Terms of Service with 30 days' written notice.
- Continued use of services after such notice constitutes acceptance of amended terms.12. Entire Agreement- These Terms, along with any signed service agreements or proposals, constitute the entire agreement between North Bastion and the Client.---Last Updated: April 27, 2025
North Bastion — Privacy Policy (2025)---1. Introduction
North Bastion, operated by NickG LLC, is committed to protecting the privacy and confidentiality of all client and candidate information. This Privacy Policy outlines how we collect, use, store, and protect personal data.2. Information We Collect
We collect the following categories of information:- Candidate Information: Resumes, employment history, education, certifications, professional references, background checks (where authorized), and any other data voluntarily provided.
- Client Information: Firm name, contact details, hiring needs, internal security and compliance requirements.
- Website Interaction Data: When applicable, basic analytics (non-personalized) to monitor website performance.3. How We Use Information
We use collected information solely for:- Talent sourcing, vetting, and placement activities.
- Facilitating interviews and offers.
- Conducting candidate-client matching based on specific role requirements.
- Executing confidentiality and compliance agreements where required.
- Communicating updates, offers, and service-related matters.4. Data Sharing and Disclosure- Candidate data is shared only with vetted client firms during active recruitment engagements.
- Client data is never sold, leased, or shared with third parties for marketing purposes.
- Data is disclosed only if required by law, subpoena, or legal process.5. Data Storage and Protection- Candidate and client data are stored in secure, access-controlled databases.
- Data transmission uses encrypted channels where feasible (e.g., secured email or client portals).
- Access is strictly limited to authorized North Bastion personnel involved in service delivery.6. Data Retention- Candidate profiles are retained for up to 24 months post-submission unless otherwise requested.
- Client engagement records are retained for 7 years to comply with legal and accounting requirements.
- Upon request, individuals may request deletion of their personal data, subject to legal and contractual obligations.7. Your Rights
Individuals whose data we hold have the right to:- Request access to their personal data.
- Request correction of inaccuracies.
- Request deletion (where permissible by law).
- Object to processing or request restrictions.All such requests can be sent to [email protected].8. International Data Transfers
North Bastion’s operations are based in the United States. If accessing our services outside the U.S., you consent to the transfer of information to and within the United States.9. Changes to This Privacy Policy
We may update this Privacy Policy from time to time. We will notify clients and candidates of material changes and provide the updated version on our website.10. Contact Us
If you have any questions or concerns about this Privacy Policy or our data practices, please contact:NickG LLC / North Bastion
Email: [email protected]---Last Updated: April 27, 2025
Why 20% More Mid-Sized Law Firms Are Racing to Fill SecOps Roles
In the last twelve months, mid-sized U.S. law firms have posted 20 percent more SecOps roles than ever before—driven by high-profile breaches and mounting compliance pressures. Yet, with only six certified candidates available for every ten openings, firms are racing to shore up their defenses before the next cyber incident hits. If you lead IT or operations at a 75–150-attorney practice, these data-backed hiring trends aren’t just statistics—they’re a wake-up call. Read on to discover the three critical shifts reshaping SecOps recruiting in law firms and how you can get ahead of the curve today.
20% Jump in SOC Analyst Postings
Between April 2024 and January 2025, mid-sized law firms saw a 20% quarter-over-quarter increase in Security Operations Center (SOC) Analyst job postings. Our dataset tracked an average of 15 monthly SOC Analyst roles in Q2 ’24, rising to 18 in Q3, 22 in Q4, and peaking at 26 in Q1 ’25—a clear signal that firms are scrambling to staff up as breaches and compliance demands soar.What this means for your firm:Lean IT teams under pressure. Without dedicated SOC headcount, firms face longer detection and response times, leaving sensitive client data exposed.Competitive candidate market. As more firms compete for the same talent pool, qualified analysts receive multiple offers, driving up salary expectations and lengthening hire cycles.Budget reallocation. Many firms are redirecting discretionary funds toward cybersecurity headcount, but without a pipeline, those budgets sit unused.Actionable takeaway:Create a ready-to-deploy candidate slate. Build relationships with top SOC analysts—use expanded sourcing (remote, fractional candidates) before roles go public.Leverage quick-start SOC options. Partner with a niche MSSP or offer a “Shadow SOC” trial to demonstrate immediate value.Optimize your job posting. Highlight remote flexibility, professional development (e.g., cert reimbursements), and clear career paths to stand out in a crowded market.By proactively addressing this hiring surge, you’ll avoid the scramble—and secure the talent your peers are already chasing.
60% Zero Trust Adoption by Q1 2025
By the end of Q1 2025, roughly 60% of mid-sized law firms (75–150 attorneys) have begun deploying Zero Trust frameworks—up from less than 30% a year earlier. This rapid uptake reflects growing recognition that traditional perimeter defenses are insufficient for protecting sensitive client data and meeting stricter compliance mandates.What this means for your firm:Perimeter security is dead. The days of trusting “inside” traffic are over—attackers often lurk within once they breach a firewall.Compliance pressure is mounting. Regulators and clients now expect continuous verification of every user and device—Zero Trust is becoming table stakes for HIPAA, SOX, and ethical obligations.Resource allocation shifts. Firms must invest in identity management, micro-segmentation, and continuous monitoring rather than simply buying the latest antivirus.Actionable takeaway:Run a Zero Trust readiness assessment. Map your critical assets, user roles, and trust boundaries—identify your biggest gaps in 1 week.Implement strong identity controls. Enforce MFA on all accounts and adopt least-privilege access policies to limit lateral movement.Deploy micro-segmentation & continuous monitoring. Break your network into secure zones and feed logs into an XDR platform for real-time threat detection.Adopting Zero Trust now not only hardens your defenses but also signals to clients and regulators that your firm takes cybersecurity seriously.
6 Certified Candidates per 10 Openings
Between April 2024 and April 2025, our dataset found that for every 10 SecOps job postings at mid-sized law firms, only 6 candidates hold the required certifications (CISSP, CISM, GIAC, etc.). This talent squeeze is tightening timelines and driving up costs across the board.What this means for your firm:Longer hire cycles. With fewer qualified applicants, roles stay open 30–45 days longer, leaving your defenses understaffed.Salary inflation. Competing for scarce, certified talent forces firms to increase offers by 10–20%, blowing past initial budgets.Training burden. To fill gaps, firms must hire under-certified candidates and invest in certification sponsorship—delaying time-to-value.Actionable takeaway:Broaden your candidate profile. Accept near-certified talent (e.g., Security+ holders) and fast-track them through a certification bootcamp.Build a bench. Maintain a rolling pipeline of 15–20 pre-vetted candidates so you can pull from active profiles when a need arises.Offer certification incentives. Partner with training providers to reimburse exam fees and offer paid study time—making your firm more attractive than competitors.
Click the Request Your Free Shadow SOC Snapshot button below to instantly schedule your complimentary scan. In under 48 hours you’ll get a concise PDF showing your top three exposure points, risk ratings, and recommended next steps—perfect for partner meetings or compliance reviews. No obligation, no hard sell.