Advisory Leadership and Tactical Execution, Staffed to Match How Your Program Actually Runs
Healthcare security and GRC programs don’t fail from lack of ambition. They fail from lack of coverage.
A health system’s CISO leaves mid-cycle, and the program loses its voice at the leadership table while HITRUST and SOC 2 deadlines keep moving anyway. A health tech company lands the enterprise deal that requires a security review, and the person who was supposed to own the GRC platform is also running product, so evidence stops getting logged and the deal stalls.
Different companies, same root failure. The advisory work and the tactical work both have to keep happening, and most organizations don’t have a full-time person sitting at the intersection of the two, nor should they need one for every gap that opens up.
Hiring your way out of this is slow, and the healthcare-specialized security and GRC talent market is thin. A generalist staffing firm sends someone who has never mapped a control to the HIPAA Security Rule. You lose the ramp-up time you didn’t have.
We staff at both altitudes, so you’re not paying for a strategist when what’s stalled is tactical, or leaning on a task-runner when what’s missing is a voice the board trusts.
Provider organizations typically need short-duration, high-trust leadership cover. An interim or virtual CISO holds program continuity through a transition, backed by tactical bench strength for the backlog underneath it, assessment queues, control testing, vendor reviews, without you having to solve a retention problem the current talent market makes hard to solve.
Health tech organizations typically need a blend. Someone sets the direction and keeps a specific initiative, a SOC 2 cycle, a HITRUST readiness push, an enterprise deal’s security review, on schedule, paired with an analyst who lives inside the GRC platform you’ve already invested in, Drata, Vanta, or otherwise, so evidence keeps moving and the project actually closes.
Roles we place:
Three ways we place people: Full-time placement for the duration of the engagement, short-term surge assistance for a defined event, or permanent recruitment when you want the role to stand on its own. Separately, engagements can be structured inside RITHM alongside your other services, or billed in defined blocks of hours, whichever fits how you already buy.
Your security leadership seat doesn’t sit empty between hires. You get tactical hands on the backlog without carrying headcount you can’t backfill in a market that makes it hard to keep people.
Your certification or audit timeline doesn’t slip because nobody owns the GRC platform day-to-day. Someone is accountable for the initiative finishing, not just the tasks inside it.
Healthcare-anchored talent that doesn’t cost you weeks of ramp time explaining your own regulatory calendar to them.
Competitors lead their staffing practice with the virtual CISO. That’s a real market, but the gap in healthcare is one level down. The people organizations actually can’t hire are the operators, the analysts who run the assessment queue, the vendor reviews, the evidence collection, the audit prep. That work is continuous, it’s where programs stall, and it’s what we staff, alongside the leadership layer, not instead of it.
Our talent is vetted and healthcare-specialized, so people can start fast. Exact timing depends on role and model. Talk to an advisor for current availability.
An interim CISO fills the leadership seat full-time during a transition. A virtual CISO provides fractional executive security leadership, short-term or ongoing. We offer both.
Yes, permanent recruitment is one of our delivery models.
Depending on what fits your existing commercial relationship, engagements can run inside RITHM or be billed in defined hourly blocks.
Yes, we’re tool-agnostic and plug into the platforms you already run, including your GRC platform of record.
Schedule a 30-minute conversation to walk through your current gaps, provider or health tech, and identify where the right placement unlocks the most time.
