Hire analysts who already did the ramp.
Every Transmosis analyst spends nine months working inside a live 24/7 Security Operations Center before they ever apply for a job. Real alerts, real shifts, real customer environments. They arrive on your floor past the part you normally pay for.
What a graduate brings
- 400+ hours of documented incident response in a production SOC
- CompTIA Security+ and CySA+, plus Deep Instinct DICE
- Experience holding a real shift on a real alert queue, not a lab
- A written readiness profile: hours logged, alert types handled, supervisor assessment
The math you are already running
You are not being asked for a new budget line. You are being offered a better version of a purchase your team already makes every time a tier-1 seat opens.
Standard contingency recruiter fee on first-year salary — roughly $15,000 to $24,000 for an L1 analyst, for a candidate nobody has watched work a queue.
Typical ramp before a new tier-1 analyst can hold a shift alone. That salary is spent whether or not the hire works out. Our graduates spent it on our floor instead.
No retainer, no placement fee, no commitment until someone you selected actually starts. You are approving an interview slot, not a purchase order.
How first look works
Three steps, and you can stop after any of them.
We send the cohort profiles
Before you spend a minute interviewing, you see each candidate's documented SOC hours, the incident categories they have actually worked, their certifications, and their shift reliability record.
You interview whoever you want
Your process, your panel, your bar. We do not screen you out of anyone and we do not send resumes to your competitors first.
You pay only if someone starts
Nothing is owed unless you hire. Terms are agreed in writing before you interview anyone, priced against what you already spend on a recruiter rather than on top of it — see the three ways to engage below.
How pricing works
Three ways to engage, borrowed from how search firms already work. The difference is what the money buys you: with us, paying earlier buys input into the training, not just priority in a queue.
First Look
The default. You see the cohort before the open market does and owe nothing unless you hire. The placement fee is agreed in writing before you interview anyone.
- Cohort profiles ahead of general release
- Documented SOC hours and incident categories per candidate
- Replacement window agreed up front
- No retainer, no exclusivity, no obligation
Reserved Seat
You reserve a seat in an upcoming cohort before it starts. Because you committed early, you tell us which platforms that analyst should be trained on — your SIEM, your EDR, your ticketing and escalation workflow — and they arrive able to work your stack, not a generic one.
- Advisory input on the tool stack the analyst trains against
- First right of refusal on the analyst in your reserved seat
- Engagement fee credited 100% against the placement fee
- Productive on your platforms from day one, not week six
Cohort Sponsorship
For teams hiring tier 1 on a predictable cadence. You sponsor several seats across upcoming cohorts and we build a curriculum module around your environment, so every analyst in the group arrives trained the same way.
- A custom training module built on your stack and your runbooks
- Seats scheduled against your hiring calendar
- Named point of contact through the whole cohort
- Best per-analyst economics of the three
The SOC our analysts train inside
They are not practicing in a lab. They are defending real companies.
Transmosis is the only cybersecurity training program in the world that puts students into paid on-the-job training inside a live Security Operations Center. The SOC belongs to our sister company, eSure.AI, which sells AI-driven endpoint security to Government & Enterprise and defends those customers 24 hours a day.
The alerts our analysts triage are real alerts from paying eSure.AI customers. The escalations are real escalations, the shift handoffs are real handoffs, and a missed detection has a real consequence for a real business. That is what separates 400+ documented hours of incident response from 400 hours of simulation.
Nine months, three phases
Foundations and certification first, then supervised triage, then a paid junior analyst seat on the live floor working real shifts against real customer environments.
Enterprise detection stack
They work the tooling a modern SOC actually runs — AI-driven endpoint detection from Deep Instinct, SIEM alert triage, and documented escalation procedures — not a vendor’s scenario library.
Certified and assessed
CompTIA Security+, CySA+ and Deep Instinct DICE, plus a supervisor’s written assessment of how they actually performed on shift.
Our strongest graduates stay on as junior analysts at eSure.AI for six to twelve months after the program. We hire our own output before anyone else gets the chance — which is the most honest quality signal we can give you.
Who this is built for
Two different problems, the same answer.
MSSPs and MDR providers
- Analyst headcount is coupled directly to the revenue you can take on
- Tier-1 attrition is structural, not a hiring-manager problem
- Every week a seat sits empty is coverage your customers paid for
- You need people who have already proven they will show up for a night shift
In-house security teams
- A genuine 24/7 rotation takes roughly eight analysts once you count nights, weekends, holidays and attrition
- The tier-1 seat is the one that keeps reopening
- You carry the ramp cost in salary, not in an invoice, so it never gets measured
- You would rather develop someone than keep renting senior contractors
Straight answers
The four questions every security leader asks on the first call.
How many analysts can you actually supply?
Cohorts are deliberately small and admission is selective, so we will tell you the real number before you plan around it. We would rather give a handful of teams genuine first look than overpromise volume to everyone.
What does "400+ hours" actually mean?
Logged hours on the eSure.AI production queue during the paid on-the-job phase of the program — triage, escalation and incident response against live customer environments, with a supervisor signing off on performance.
Are these career changers or new graduates?
Mostly career changers in their thirties to fifties coming from adjacent technical roles — help desk, sysadmin, network support. They are paying their own way through a nine-month program, which tends to select for people who finish things.
What if the hire does not work out?
We agree a replacement window in writing before you interview anyone. We are not trying to win one placement; we are trying to become the place you call the next time a tier-1 seat opens.
Want first look at the next cohort?
One short conversation establishes what you hire for and when. There is nothing to sign and nothing owed unless you hire someone.
Contact us