Radiant Cyber Solutions
Cyber professionals, built to spec.
We design cyber professionals the way you'd build a secure system — defined requirements, hands-on implementation, verified results. Then we place them on your team, ready to work on day one.
We light the path, then light the work.
Most candidates are invisible to the employers who need them — a résumé shows what you studied, never what you can actually hold. Radiant puts your career path in plain sight: a sequenced roadmap you can see the end of, a portfolio that shows the work behind every claim, and a direct line to the employers reading it.
You build the lab yourself
Nobody finishes this program having only watched a course. You stand up your own vulnerable-by-design environment, break it, harden it, and prove the delta with before-and-after scan output — so what an employer sees is evidence, not a claim.
Framework-mapped, not framework-flavored
Your track is built on the frameworks your auditor already uses — NIST SP 800-53 and the CSF, CIS Controls, ISO 27001, the SSDF — with DoD work role codes attached underneath for the seats that need them. Whatever sector you land in, the control IDs in your portfolio are the ones that will come up in review.
Every kind of system, air-gapped included
You work the full range of information systems you'll be handed on the job — enterprise and hospital networks, cloud tenants, CI/CD pipelines, OT segments, and isolated or air-gapped enclaves. Most training assumes an internet path; here you scan a system with no NIC and document the update-transfer workflow, the part that actually trips people up on classified programs.
Certs sequenced with intent
We hold you back from ISSEP until CSSLP and a cloud credential are done, because that exam assumes engineering judgment only the project path builds. Every exam you sit lands after the work that earns it.
Four steps, no mystery.
Define the seat
We start from your requisition — role, environment, clearance, and the certs that are non-negotiable.
Build the roadmap
Certifications sequenced against six project levels, so the exam follows the work instead of substituting for it.
Verify the work
Each level closes on evidence we review — scan reconciliations, hardened baselines, assessment reports.
Place and support
The candidate joins your team with their full portfolio, and we stay available through the first ninety days.
Capabilities you can hand over on day one.
Every candidate finishes the program having actually done this work in a lab they built themselves — not having read about it. The curriculum runs across the full range of information systems, from internet-connected enterprise networks and cloud tenants to fully air-gapped enclaves.
Managed detection & response
Triage what a SOC queue actually looks like — alert validation, escalation criteria, and the judgment to tell a real finding from scanner noise.
Compliance & audit
CMMC, SOC 2, and HIPAA work grounded in NIST SP 800-53 and 800-53A — assessment procedures run properly, not checklists filled in.
Cloud & identity security
Multi-account posture assessment with Prowler and ScoutSuite, IaC scanning before deploy, and least-privilege identity design that survives review.
Incident response
Containment and eradication sequencing, evidence handling, and the written record that holds up after the incident closes.
Vulnerability management
Scanning across connected, cloud, and air-gapped environments, then a single register where every finding is scored and mapped to a control.
Security awareness training
Programs written for the people who have to follow them — phishing simulation, role-specific guidance, and measurable behavior change.
vCISO & advisory
Risk articulated for a system owner rather than a fellow engineer: what the exposure is, what it costs to close, and what happens if you don't.
Seven tracks. Any sector.
These are cyber roles, not agency roles. A hospital network, a bank, a manufacturer, a city government, and a defense program all need someone who can harden a system, prove it, and explain the risk — so every track is built around that work first, using the tools and frameworks the commercial world actually runs on.
Certifications are sequenced deliberately inside each one — the exam comes after the hands-on work that makes it mean something.
SOC Analyst
Alert triage, detection tuning, and escalation judgment — telling a real finding from scanner noise in a live queue, and writing the record that follows it.
Security Engineer
Builds security into systems rather than checking it afterward — trust boundaries, control allocation, and DevSecOps pipelines that gate on real findings.
Security Officer / Compliance Lead
Owns whether a system is allowed to run: baseline enforcement, compliance scanning, formal control assessment, and the audit or authorization package a regulator, assessor, or AO will accept.
Security Manager
Runs the security program across a portfolio — policy, remediation governance, continuous monitoring, and the risk posture leadership has to answer for.
Security Architect
Designs the enterprise pattern — segmentation, identity, and zero-trust sequencing — and the reference architectures other teams have to build against.
Technical Project Manager
Delivers a scoped technical effort on schedule: milestones, dependencies, and security work planned into the build rather than bolted on at the end.
Technical Program Manager
Holds multiple projects, teams, and vendors to one outcome — funding lines, risk posture, and reporting an executive sponsor can act on.
Defense and federal work adds its own layer, so we add it as a layer: every track carries an optional public-sector module covering the Risk Management Framework, DISA STIGs and ACAS, authorization packages an AO will sign, and 8140 qualification. Each track is also coded to its DoD Cyber Workforce Framework work role, so a government hiring manager can match a candidate to a requisition without translation — and a commercial hiring manager never has to read it.
Continued engagement with industry leaders and employer partners is what shapes this list. Tracks are reviewed on a standing cadence against live requisitions and partner feedback, so the curriculum tracks the practices and skills the industry is actually hiring for — not the ones it needed three years ago. If the seat you're filling isn't here yet, tell us: early requisitions move a track up the queue.
Progress you can actually see.
Every candidate works through their roadmap in the Radiant portal — certifications, project levels, and a flagship deliverable, each one checked off against evidence. Hiring managers see the same view we do.
- →Seven role-specific roadmaps, analyst through program manager — with a federal module when the seat needs it
- →Six project levels per track, each closed out against real artifacts
- →A flagship package — full RMF authorization set or cross-environment vulnerability register
- →Live progress that hiring partners can review before an interview
Tell us the requisition. We'll develop against it.
Most hiring managers aren't short on résumés — they're short on candidates who can do the specific work the seat requires. So we start from your requisition instead of a generic curriculum: the environment, the control baseline, the clearance level, and the certs your contract actually mandates.
Then we point a candidate's roadmap at it. You review the portfolio before you ever schedule an interview.
That's the whole intake. One call, no procurement paperwork to start.
Contract-to-hire
The candidate joins on contract, does real work against your baseline, and converts when you're both certain. Most partners start here.
Direct placement
We develop against your requisition and hand you a candidate with a finished portfolio — cert path complete, artifacts reviewed.
Upskill in place
Run the same tracks for staff you already have, using your systems and authorization boundary so the artifacts are usable work.
Hiring for a seat we don't cover yet? Say so on the call — the two tracks were built from real requisitions, and we add to them the same way.
Talk to us about a roleQuestions we get first.
Most candidates move from foundational certs to a finished flagship package in nine to twelve months, depending on how much prior sysadmin or network experience they bring in. The roadmap is sequenced, not timed — a level closes when the evidence is there.
Clearance status varies by candidate and we track it in the portal. Tell us the level you need on the consultation and we'll tell you honestly who in the cohort matches and who is sponsorable.
Every project level ends in an artifact — a scan reconciliation, a hardened baseline with pre- and post-results, a POA&M, an SSP. We review those against the same criteria an assessor would apply before we mark a level complete.
Yes. The same tracks run for in-place staff, using your systems and your authorization boundary instead of a lab, so the artifacts they produce are usable work rather than practice.
Both. Most partners start with a contract engagement and convert, which lets everyone confirm fit before anyone signs a long-term commitment.
Tell us the role. We'll tell you the timeline.
A 30-minute consultation: the seat you need to fill, the clearance and cert requirements, and where our current cohort stands against them. No obligation, no pitch deck.
Thanks — we'll be in touch.
Expect a reply within one business day to confirm a time.