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Tag: ServiceNow candidates

The ServiceNow Job Nobody Trained For Is The One Everybody Now Needs

Posted on by Dan Wells

In the last fortnight ServiceNow patched three vulnerabilities in its AI Platform that each scored a perfect 10.0, none of which required authentication to exploit. In the same window it expanded the AI Control Tower to govern AI across any system in the enterprise, whoever built it. I think those two events point at the same career opportunity, and at a profile the market is short of.

What happened

The advisory came out on 27 August. CVE-2026-18885 allowed arbitrary code execution. CVE-2026-18886 allowed privilege escalation through improper access control. CVE-2026-74820 was a SQL injection flaw against the underlying database. All three scored 10.0, none required authentication or user interaction, and all three were rated low complexity. A fourth, a sandbox escape, scored 8.7.

ServiceNow patched hosted instances directly and released hotfixes for self-hosted deployments across Xanadu, Yokohama, Zurich and Australia.

Separately, coverage in early September described the AI Control Tower being expanded to discover, observe, govern, secure and measure AI deployed across any system, not just ServiceNow’s own. I have not pinned the exact announcement date, so take the timing loosely. Alongside that, this year’s acquisitions tell a consistent story: Armis for asset visibility, Veza for identity governance, and Sweep, which ServiceNow confirmed as completed on 1 September, for a governance layer spanning ServiceNow, Salesforce and HubSpot.

Read those together

ServiceNow is becoming the place enterprises govern all their AI. Which makes the ServiceNow platform itself a very high-value target, and makes the person who secures it a very hard person to replace.

The role that is forming

There is a gap opening between two established professions and it does not yet have a settled job title.

Security teams own vulnerability management but frequently lack depth on the ServiceNow platform itself. Platform teams own the instance but sit inside IT service management, where security advisories are not the daily rhythm. Advisories land in the space between and both sides assume the other has it.

The people who can occupy that gap need three things at once: real hands-on platform knowledge, enough security literacy to read an advisory and work out what it touches in a specific configuration, and enough standing to force an out-of-cycle change when it matters. That is an unusual combination. My expectation is that scarcity of that kind gets priced eventually, though I am not going to pretend I can show you a published benchmark for a role that does not yet have a settled title.

It is also getting broader. When agents hold credentials and act autonomously inside your environment, they become identities that need governing like any other. The controls we built over two decades for human insider risk mostly have not been applied to them, because attention has been on the productivity gain. Somebody has to close that, and it will not be a pure security person or a pure platform person.

How to move towards it

1. Start with what you already have. If you are a platform person, you are closer to this than a security generalist is. Platform depth is the harder half to acquire. Security literacy on top of real ServiceNow experience is a shorter journey than the reverse.

2. Learn the machine identity side. The Zurich release documentation covers capability for securing machine-to-machine integrations, including the Vault and Machine Identity consoles. Check the release notes for what is in your version, then get hands-on. This is the concrete, learnable part of the agent governance problem, and it comes up far less often in conversations than the strategy layer does.

3. Read the advisories, properly. Not the headline. Go and understand which components each CVE touched and why. Doing that four times will teach you more about the platform’s attack surface than any course, and it costs nothing.

4. Build one governance story. How you handled access, auditability, or the decision not to automate something. Even small. Hiring managers are nervous about exactly this and hardly any candidate raises it unprompted.

5. Learn to talk about risk in business terms. The question that decides these interviews is some version of: an agent takes a wrong action against customer data at 2am on a Sunday, what happens? If you can answer that with a clear account of accountability, detection and rollback, you are ahead of nearly everyone.

A realistic word on timing

I am not going to tell you this is an easy pivot or that a certification unlocks it. It is a genuinely senior profile and it usually forms out of an architect or senior developer who has been pulled into governance work informally and then made it their identity.

What I will say, and I want to be clear this is my read rather than a measured finding, is that the demand side is visible in what ServiceNow is buying and building, while the supply side looks thin to me from where I sit. If that is right, it is a good window. If I am wrong about the supply side, the worst case is that you have gone deep on security and governance skills on a platform that is becoming the enterprise control plane for AI, which is not a bad place to be wrong.

If you are three or four years into ServiceNow and wondering where to go deep, this is the most defensible direction I can point you at.

Thinking about your next move? We speak to ServiceNow professionals across the UK, Europe and North America every day and we are happy to give you an honest read on your profile, whether or not you are actively looking. Start a conversation.

Sources: ServiceNow security advisory, 27 August 2026 · SecurityWeek, 31 August 2026 · ServiceNow newsroom

Updating your ServiceNow hiring strategy for 2024

Posted on by Dan Wells

Updating your ServiceNow hiring strategy for 2024 Linking Humans

2024 is going to be a busy year for growing ServiceNow teams, so here are 5 ways you can get your hiring strategies in order. 

Though some of the challenges of hiring in the last couple of years are beginning to diminish, the ServiceNow sector is still a skills-short market. Trends like the “Great Resignation” and an increasing demand for global, remote work are leading to massive turnover for all kinds of companies.

Since your ServiceNow practice can’t thrive without the right employees, it makes sense for every business leader to think about how they can improve their hiring strategy in this new landscape.

Ensuring you have the right plan in place can help you attract the most sought-after talent, improve your chances of employee retention, and strengthen your employer brand.

Here are some of the hiring strategies generating powerful results for ServiceNow companies.

 

1. What do ServiceNow candidates want?

The first step in ensuring you can successfully hire and retain ServiceNow resources is knowing what your candidates really want from their employer. In the last couple of years, the evolving workplace has led to the development of new priorities for many staff members.

Today’s employees still want to get the salary they deserve, but they also want:

  • Empathy: A focus on respect, empathy, diversity, and inclusion will be crucial to attracting candidates in any environment. Showcasing your empathetic side will help you to attract employees who share the same values as your business.
  • Flexibility: Today’s employees want more flexible roles. With the rise of cloud technology, most ServiceNow jobs can be more hybrid, remote, or flexible than they once were. Some companies are even exploring concepts like the 4-day work week.
  • Development: Your employees want to see a future with your company, and a path for them to improve and enhance their skills. Have meetings with your team members to identify their current and long-term goals, and how you can help them reach them.

 

2. Should I use a  Specialist ServiceNow Recruiter?

Recruiters are one of the most valuable tools you’ll have in your hiring strategy, particularly when they specialise in the ServiceNow industry. An experienced ServiceNow recruiter will be able to help you identify the most important things your candidates are looking for when you’re writing your job descriptions and interviewing potential employees. 

Recruiters can also save you significant time in collecting applications from a diverse range of backgrounds. Their existing presence in the industry means they already have access to various environments where they can find people to fill your talent pipeline.

With a recruiter, you’ll also have access to support and guidance to help you with everything from improving the interview experience, to making your job listings more impactful.

Just remember, to get the most out of your recruiter, you’ll need to walk the line between clarity and flexibility. It’s important to be clear about the things you really want from your candidate, but don’t get lost in the search for the perfect unicorn employee. 

3. Does my Employer Brand Stand out?

In today’s digital world, employers have endless opportunities to learn more about their potential candidates by looking at their social media profiles and personal brand. However, it’s worth remembering your candidates also have the same opportunity to evaluate you.

Before considering whether to accept a job offer or even send in an application, most of today’s candidates will research your brand. It’s important to make sure your offer and E.V.P. (Employer Value Proposition) stand out. 

Start by assessing your current employer brand, and what you communicate to potential staff members. Are you active on social media, constantly sharing valuable information about your company culture and the growth of your team members? Do your employees talk positively about you on social channels and review sites?

Next, consider your job offer and how it compares to roles available from your competition. Are you delivering the same level of flexibility for your new candidates? What can you provide that your team members can’t get elsewhere? Remember, organisations that implement a successful employer brand cut their cost-per-hire in half! 

Your ServiceNow recruitment professional will be able to help you with cultivating the right employer brand.

4. Upgrading the Candidate Journey

In today’s changing landscape, employers need to make sure every stage of the candidate journey is as convenient and engaging as possible to avoid losing the attention of top talent. With the help of your ServiceNow recruitment agency, look at every touchpoint you’ll have with your candidates, and how you can update them to suit the current trends.

For instance, are you posting your job listings on social media, so they’re easy to find, and making sure it’s easy for your candidates to learn more about the role on your website? When candidates apply for a role, how will you interview them?

Video and remote interview processes are becoming increasingly common, particularly for remote and hybrid roles. You may also need to think about:

  • Following up with candidates: How will you keep your candidate engaged by following up and providing insights into their progress?
  • Onboarding: How will you onboard your team members when you decide who to hire, and how can you make them feel like part of the team as quickly as possible?
  • Diversity: How will you ensure you’re making hiring decisions without bias, and you’re respecting the concept of diversity, equity, and inclusion?

5. Planning a Comprehensive Recruitment Strategy

Finally, it’s worth remembering that being prepared will save you a lot of time, effort, and money in today’s skills-short market. Rather than just rushing to fill gaps in your ServiceNow team when someone leaves your workforce, it’s worth thinking about your long-term talent strategy.

Work with your recruiter to build a talent pipeline, filled with diverse professionals from different environments, who can add something valuable to your team. When creating this pipeline, don’t just think about the skills you need now, but the expertise you may need in the future.

A good talent pipeline will mean you always have somewhere to turn to access crucial talent when your company needs it most. 

Here at Linking Humans, we have been helping companies with delivering permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe and North America. We take pride in providing the best possible people to take your business forward.

If you would like to speak to us, then use the “Request call back” at the top of this page or find more ways to contact us here.

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