6 Questions to Consider for Your Next GRC Hire

Introduction

Hiring GRC professionals is crucial for scaling your security team and maturing your compliance posture. Any time you expand into new regions, industries, or products, your success will depend on them. Whether the next candidate lies within your current organization or elsewhere, for a potential strong fit, it’s important to find the right balance between proven success and ambition to grow.

This guide is crafted to help hiring managers navigate the process with intention and insight. It will support you through activities before, during, and after interviews. By following these insights, both your company and your candidates will benefit from a professional and thorough hiring process.

Are you hiring your first GRC manager?

Too often, the expectation for this role is to single-handedly resolve all compliance challenges overnight. However, GRC experts are not just corporate painkillers. Your first GRC manager presents an opportunity to cultivate and expand your compliance and risk program alongside your company's growth. If you have the expertise to support and guide this role, consider a candidate who has previously managed a segment of a GRC program, focusing on commercial certifications. They should be adept at setting expectations and developing a 12-month GRC roadmap encompassing audits, processes, and scope expansion.

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If you lack the internal expertise or bandwidth to guide this role effectively, it may be advisable to seek external consultation or mentorship to ensure the GRC manager's success and the program's sustainable growth. One of the key early strategic conversations should be on positioning GRC within the organization as a profit center and business driver and discussing with a potential hire how they might achieve that.

Is your GRC program expanding?

An expanding compliance program often means increased regulatory requirements, more complex risk management processes, and a greater need for coordination across various departments. Therefore, you need a professional who not only has a strong foundation in compliance and risk management but also possesses the strategic vision and business skills to scale these efforts seamlessly. Look for candidates who have a proven track record of designing and implementing comprehensive compliance frameworks that can adapt to new regulations and business needs. Strong project management skills are essential, as expanding compliance programs often involve multiple frameworks and assessment initiatives running concurrently.

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Additionally, the ideal candidate should be adept at stakeholder communication and collaboration. They need to work effectively with different teams, including legal, IT, finance, and operations, ensuring that compliance requirements are integrated into the organization’s overall strategy. Their ability to educate and influence others on the importance of compliance can help foster a culture of accountability and proactive risk management. They should possess an ability to simplify compliance requirements and convert the language into that of the teams and departments they are required to interact with, the ability to effectively “why should I care?” is imperative to success.

An expanding compliance program requires continuous improvement and innovation. The ideal candidate should be up-to-date with industry trends and best practices, and who can leverage new technologies and methodologies to enhance the efficiency and effectiveness of your compliance efforts.

Are you seeking higher operational efficiency?

When hiring a GRC professional to enhance operational efficiency amidst rising compliance costs, prioritize candidates with expertise in modern compliance tools and technology stacks. Look for individuals who have successfully implemented advanced solutions to automate tasks, monitor compliance in real-time, and reduce manual errors.

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A strong track record of cost reduction through streamlined processes and innovative solutions is crucial, along with demonstrated analytical skills to optimize workflows and identify inefficiencies. The ideal candidate should be adaptable to new technologies and possess effective project management capabilities to ensure timely and budget-conscious compliance initiatives. By selecting a GRC professional with these qualifications, your organization can effectively navigate the complexities of compliance while improving overall operational efficiency.

Do you need a customer-facing candidate? 

If your organization’s compliance program requires direct interaction with customers, it’s crucial to hire a GRC professional with strong customer-facing skills. These professionals should excel in communicating complex compliance information in a clear and understandable manner, ensuring customers feel informed and confident in your organization’s regulatory commitments. These candidates often come from a consulting background.

Such a candidate should have experience in managing customer relationships, addressing compliance-related concerns promptly, and fostering trust. As modern “Trust Agents,” they play a vital role in building and maintaining customer confidence through transparency and reliability. They proactively anticipate potential compliance issues and communicate updates effectively, reinforcing your commitment to regulatory standards.

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Are you expanding from
commercial compliance to Federal?

When hiring a compliance or GRC professional, it's important to distinguish between the requirements for commercial compliance and federal compliance. For commercial compliance, such as SOC, PCI, and ISO standards, organizations should look for candidates with a solid understanding of industry-specific regulations, proficiency in managing data security, and experience with risk management practices tailored to commercial environments. These professionals should be skilled in implementing compliance programs that protect customer data and ensure business continuity.

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On the other hand, for federal compliance frameworks like FedRAMP, CMMC, IRAP, and FISMA, the requirements are more prescriptive and complex. Organizations should seek candidates with a deep understanding of specific federal regulatory requirements, exceptional ability to interact with government agencies or accredited consultants, and experience in rigorous assessment and continuous monitoring processes, preferably within a federal entity or related organization. These professionals must demonstrate an aptitude for integrating technology with policy to manage the unique risks associated with federal regulations. Additionally, they should exhibit adaptability and a commitment to continuous learning to keep up with the evolving landscape of federal compliance, ensuring that the organization meets stringent regulatory standards and safeguards sensitive information.

Are you focused on the deployment of programmatic controls?

If your company is prioritizing the deployment of programmatic controls to enhance compliance and risk management, hiring a skilled GRC Engineer is essential. This approach requires an engineer who possesses deep experience and understanding of GRC (Governance, Risk, and Compliance) processes. They should be proficient in designing, implementing, and managing automated controls that ensure continuous adherence to regulatory requirements and internal policies. A competent GRC Engineer not only streamlines compliance workflows but also enhances efficiency and effectiveness through technology-driven solutions. Their expertise enables them to integrate automated processes that align with both regulatory mandates and your organization’s strategic objectives. By leveraging technical proficiency and GRC knowledge, GRC engineers play a pivotal role in supporting your company’s journey towards robust and sustainable compliance practices.