cybersecurity hiring has been difficult for years, but it's gotten worse. every company needs security people now, not just tech companies or banks. retail, healthcare, manufacturing - everyone is hiring for these roles. the problem is there aren't enough qualified candidates to go around.
part of the issue is that cybersecurity as a field changes constantly. new threats emerge all the time, and the tools and techniques to defend against them evolve just as quickly. someone who was highly skilled five years ago needs continuous learning to stay relevant. this makes experience harder to evaluate.
education doesn't quite match industry needs either. universities teach security concepts, but practical experience matters more. companies want people who've dealt with real incidents, understand how attacks actually happen, and can respond under pressure. you can't really learn that in a classroom.
certifications help, but they're not enough. CISSP, CEH, Security+ - these show commitment and baseline knowledge. but we've interviewed plenty of certified candidates who couldn't answer practical questions about securing systems or responding to breaches. certifications open doors, but they don't guarantee capability.
the talent pool is smaller than it should be because security work requires a specific mindset. good security people think like attackers. they're naturally skeptical, detail-oriented, and comfortable with constant vigilance. not everyone enjoys or excels at that kind of work.
salary expectations are high, and rightfully so. experienced security engineers command premium compensation because they're in such demand. but this creates a barrier for smaller companies or those just starting to build security teams. they can't compete with the salaries that big tech or finance offers.
junior-level security positions are rare, which makes breaking into the field difficult. most companies want senior people who can immediately handle complex threats. this leaves fewer opportunities for newcomers to gain experience, which perpetuates the shortage of qualified candidates.
remote work has helped somewhat. companies can now hire security talent from anywhere, expanding their candidate pool. but it's also increased competition. that great candidate in a smaller city now has offers from companies worldwide, not just local firms.
specialization adds another layer of complexity. security isn't one job anymore. you have application security, network security, cloud security, incident response, threat intelligence, compliance - each requiring different skills. finding someone who covers multiple areas is increasingly difficult.
burnout is common in security roles. the work is stressful. breaches happen at inconvenient times. the stakes are high. people leave the field or move to less demanding roles, which further reduces the available talent pool.
companies also struggle with defining what they actually need. job descriptions often list unrealistic combinations of skills or years of experience that few people possess. being more realistic and specific about requirements would help, but many organizations aren't sure exactly what kind of security expertise they need.
building security teams from scratch is especially challenging. the first security hire needs to be senior enough to build a program, but also willing to do hands-on work and mentor junior people when you can finally hire them. that's a rare combination.
the situation won't improve quickly. demand for security talent will keep growing as threats increase and regulations tighten. companies need to think creatively: training existing IT staff, partnering with managed security providers, or accepting that they'll need to pay premium rates for this critical talent.