We're proud to announce that Renata Osei has been promoted to SOC Manager, Managed Detection — after 7 years at AllThreats, starting as an Analyst II.

Renata built the detection playbook that our MDR team now trains every new analyst on. She mentored 14 analysts across 3 years. She co-leads our BLKST ERG and pushed for — and got — a policy change that eliminated mandatory overtime for analysts without a 48-hour advance notice.

72% of senior roles at AllThreats are filled from within. Renata is why that number matters.

📖 Read her story →

Ten years. No involuntary layoffs.

We didn't over-hire during the pandemic boom because we knew the demand curves weren't permanent. We hired 12% in 2021–2022 while peers hired 30%+. It felt cautious. In 2023 when those same peers were conducting RIFs, we didn't have to.

That's not a moral superiority story. It's a financial discipline story. Conservative forecasting is how you avoid making phone calls that destroy trust.

— Marcus Kwame, CEO

AllThreats just sent me to DEF CON for the third time. Third. On the company.

I presented a talk on tracking APT infrastructure pivots using passive DNS — research I did on company time, with company resources, that now belongs to me to publish.

Afterward, Marcus texted me to ask what I got out of it. Not what the company got. What I got.

I've been here 6 years. I've been promoted twice. I turn down recruiter DMs regularly. This is why.

Unpopular opinion: recruiting is not sales.

I manage 8–12 open roles at a time. I know the people I'm hiring are evaluating me as much as I'm evaluating them. I respond to every candidate. When someone isn't moving forward, I tell them why — specifically.

Last month a candidate I declined sent me a note thanking me for the feedback. Said it was the first time a recruiter had treated them like a person in 18 months of job searching.

That shouldn't be remarkable. But it is. I'm trying to make it less so.

If you're looking for roles in cybersecurity: I post our openings here first. We pay market rates and publish the bands. I respond within 3 days. Always.

We just completed our annual pay equity audit. Results:

✓ Adjusted gender pay gap: $0
✓ Adjusted racial pay gap: $0
✓ We found 3 employees whose compensation had drifted below band midpoint. We corrected it without anyone asking.

"Adjusted" means we controlled for role, tenure, and level — the legitimate variables. We do this annually. We share results at all-hands. If anyone disagrees with how we calculated it, they're welcome to ask for the methodology.

The $0 gap isn't accidental. It requires a pay equity audit, public commitment to act on results, and a willingness to spend money correcting drift before someone escalates it.

Transparency is easier than it sounds. You just have to actually do it.