Why Cybersecurity Talent Is So Hard to Find — And What We Can Do About It

If you’ve tried hiring for cybersecurity roles lately, you already know:
It’s not just tough — it’s brutal.

You post a role.
You wait.
You get applications that don’t match what you need.
Meanwhile, threats don’t wait, and your cyber team’s stretched thin.

But why is it so hard to find (and keep) great cybersecurity professionals? Let’s break it down

  1. Demand Is Skyrocketing — Supply Is Not

The cyber threat landscape is growing faster than the talent pipeline.

  • Ransomware, AI-driven attacks, supply chain vulnerabilities — the stakes are rising.
  • Yet according to (ISC)², there’s still a global shortage of over 3.4 million cybersecurity professionals.

Even entry-level roles struggle to get traction — because the bar is often set too high for the available talent.

  1. Too Many Job Descriptions Are Unrealistic

We’ve all seen it:
“Must have 10 years of experience with a tool that launched 5 years ago.”

🛑 Laundry lists of certifications
🛑 Unrealistic expectations for junior roles
🛑 Vague titles like “Cyber Ninja” that don’t reflect actual responsibilities

If your JD reads like a cybersecurity fantasy novel, you’re pushing away great candidates.

  1. Cybersecurity Is Broad — Not Every Role Looks the Same

Cyber isn’t one job. It’s dozens:

  • Threat hunters
  • GRC specialists
  • Cloud security architects
  • AppSec engineers
  • SOC analysts

Most job ads blur those roles together, making it harder for candidates to self-identify as the right fit.

  1. The Best Talent Is Already Employed — and Picky

Top-tier cyber pros aren’t applying — they’re being poached.
They care about: ✔ Purpose-driven work
✔ Cutting-edge challenges
✔ Leadership buy-in
✔ Flexibility and balance
✔ Growth & learning

Money matters — but it’s not the only motivator.

  1. Lack of Early Career Pathways

Many orgs want “ready-made” talent but don’t invest in developing it.

  • Where are your interns, apprenticeships, or junior pipelines?
  • How do you support non-traditional backgrounds?

We can’t solve the skills gap if we don’t build bridges for new entrants.

 

So, What Can We Do?

If you’re struggling to hire cyber talent, consider:

  • Auditing your JDs for clarity, realism & inclusivity
  • Investing in internal development — upskill, don’t just replace
  • Offering flexibility & purpose — not just perks
  • Building relationships with talent before you’re hiring

Hiring in cybersecurity isn’t a sprint — it’s a strategy.

What have you found to be the biggest challenge in finding or attracting cyber talent?
Let’s swap ideas and solutions in the comments