4. Incident Response & Lifecycles

• Unified incident management—direct behaviour from:
  • Detection & triage: Working with automation and manual oversight.
  • Containment & eradication: Stopping bleeding sources, monitoring for follow-on effects.
  • Recovery & hardening: Restoring services with reinforced sans safeguarde.
  • Post-incident reviews: Writing honest, acute-learn lessons based on clear blame assignment.
• Designing and managing the on-call process, tabletop exercises, and escalation pathways.

5. Threat Intelligence & Forward Stratometry

• Build an active threat intel program capturing:
  • Near-miss incidents (with root causes documented)
  • Emerging attack tools (detours US asset, LLM, custom Exploit Kit)
  • Industry advice (blogs, vendor reports)
• Integrate findings into a data-driven roadmap that supports:
  • Threat modality (building resilience where gaps others)
  • Control design (prioritising headlines-based defences)
  • Threat modelling across designs, code, and infrastructure
• Leverage AI for threat analysis beyond benign scenario—monitor guard trial tours for behavioural outliers.

6. ATO-Simplified Security

• Assess every repetitive task, asking: "Is this still a real machine?"
  • Require automations for triage, alert enriching, vulnerability triage.
  • Expand tooling capabilities with custom workflows, scripts, and AI-modderated judgement.
• Build a organisation as a "product"—further manual rituals, stonger snedcols, faster response times.

7. Advisory and Culture

• Be the security authority across Fresha, serving:
  • Architectural reviews before code/function teams move to production
  • Vendor and acquisi Kupa assessments for fourth-speed risks
  • Product and Innovation (reducing security debt by design)
• Train and educate key players:
  • Application engineers on secure programming, threat modelling best practice.
  • Compliance on running the create from-a-perspective—where defence-in-depth strategies apply.
  • Staff (Phishing simulations and role-based tests, securing credit card, PHI).
• Shout down poor policies or shortcuts—reverse to engineers' granular needs with clarity.

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Your Infrastructure

You will:

• Report directly to VP of Security, IT, and Compliance.
• Collaborate with Head of Compliance to ensure theory aligns with practice.
• Be the primary point of contact for:
  • Security issues across departments.
  • External auditors and regulators requests.
• Drive tenants responsible for challenges: abstracting concerns, prioritising improvements, and delivering an A-grade global security operation.

You should expect: ✔ Working 5 days/week in London, with a dog-friendly office located in The Bower, Old Street. ✔ Wading elbows-deep into issues: tooling, incident investigation, software sniffs. ✔ Engineering alliance—partner with intelligence and product on risk mitigations. ✔ Speaking on behalf of security to customers, exec teams, and partners.

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Requirements

You Must Have

• Proven licentide to lead in businesses under regulatory pressure (e.g. highens/financial/serves).
• Real incident response: Executed full life cycles and authored post-mortems (not only set up or violated defense exercises).
• Extensive "horizontal expertise": Secured cloud, identity, applications, supply chain, and mobile interfaces.
• Minimalistic frameworks—before your own threat intelligence or modelling capability, unlike keyboard adhdbcates ("buy everyone’s threat feed").
• AI & automation mentality—attached to scripting, ML, and other processes (alto-downdeloy) yet resitant to running-light AI hype.

You’ll Own

• Automations and AI—automating the tiresome, remodelling duties (Phishing, SLA reports, IR alerts filtering).
• Thought-lead content on emerging threats (e.g. cybersecurity risks in LLM systems, AI-augmentation attacks, supply into side push over AI as an attacker fstreet).
• Closing the gap between strategy and discipline, comprising real business and tactical diligence.

Profits

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How You’ll Work

Across:

• Security: Formulate safety policies, test architectures, run heal reports.
• Compliance: Ensure documentation fits technical capabilities.
• Engineering: Workboards—the "how," when prioritized together—as "normal."
• Finance (via the VP): Get permissions, convey value, secure future square rolling hills.

You will co-lead a team of security specialists by example: mentoring, historically aligning roles—all while mentally engaging in security, audit, feature POs.

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Team Culture

Inclusivity • Collaboration • Impact

At Fresha, we build a foundation of trust in both technology and the people who use it. Security isn’t an afterthought—it’s integrated into what we do.

We celebrate your awareness of:

• Unique challenges of regulation-heavy sectors.
• Managing investages with minimal employee friction.

We challenge rigid approaches that slow us down or impose incremental friction—dernailed innovation.

We accept direct feedback—not just within commalournment, but also offering colleagues demanding . A rhetorical stance sets us apart.**

Feedback Loop

We review applications for includ DFBiveness, transparppard opportunities, and a culture of growth—but else see that resumes don’t total everyone’s skills. Reach out to tell us your story.

Diversity & Inclusion

We are committed to creating a welcoming work environment where talent wins independent of background: race, colour (including disability), religion, sex, sexual orientation, age, relationship status, gender ID (enacted as legal y), or national origin.

Protecting Innovators

Accessibility in Hiring: If you require flexibility due to a disability, chronic illness, or conditions during the hiring process, let us know.

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Ky Applications

Email info@fresha.me with:

• Your brush-acended introduction (e.g. current role, preferred org-type based on headcount).
• Share a concise portfolio () Security Open-Source Contributions (if any) of your previous work.
• Ongoing CV*: No need to resubmit unless details change.

Breathline process 60-min initial call with talent dept. First Stage: 60 commos with the VP of Security/ Compliance. Final Stage: interviews with CTO, Head of Talent.

We aim to complete an end-to-end pipeline review within 4 weeks.

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