For modern organizations, there’s a growing need to hire the right cybersecurity talent. Threats are becoming more sophisticated. Regulatory pressures are increasing. Without the necessary protection in place, companies are going to suffer. Everything has got to be secure, these days. From your WP plugins, to your cloud solution. And your knowledge of OSINT and compliance needs to be top notch.
There’s just one issue: the demand for skilled professionals far outpaces supply.
Whether the aim is to build an in-house security team or look to bolster existing capabilities, attracting – and retaining – the right talent is no easy task. This guide explores the top cybersecurity hiring challenges facing businesses in 2025. Yet rather than leaving you to deal with these on your own, it details practical strategies to overcome these challenges.
The Talent Shortage Is Real
It’s no secret that cybersecurity roles remain some of the hardest to fill across all industries. According to a recent study, there’s a global shortage of around 4.8 million skilled cybersecurity professionals. Simply put, the demand for skilled professionals in this field far outstrips supply.
It’s not simply a numbers issue. It’s also about locating candidates with the right combination of technical ability and practical experience.
Solution
First, start by broadening your talent pipeline. A four-year degree shouldn’t be mandatory. Instead, consider candidates from bootcamps or those with cybersecurity certifications like CompTIA Security+ and CISSP. You could even opt for internal upskilling programs.
While not an immediate solution, another route is to establish partnerships with educational institutions or invest in apprenticeship schemes. This allows you to develop talent early.
Competition Is Driving Salaries Sky-High
The previous challenge extends into this one. Due to the scarcity of qualified professionals, top candidates often receive multiple offers from desperate organizations. The result: salary expectations rise accordingly.
It’s a particular issue for smaller businesses. When competing with larger firms and tech giants, they’re likely to be priced out.
Solution
Okay, you might not be able to compete on salary alone. That’s where you need to fight back in other areas like culture, flexibility, and opportunity. You could place an emphasis on hybrid or remote work for example, or professional development opportunities for career progression.
Another tip is to highlight the mission-driven aspect of cybersecurity. Don’t underestimate how many candidates are drawn to roles where they can make a real impact.
Skill Requirements Are Constantly Changing
The threat landscape evolves quickly in the world of cybersecurity. That means your team must evolve at the same rate.
Cloud security, identity management, threat intelligence – skills in these areas are increasingly in demand. The issue is that few candidates have a complete skillset out of the gate, particularly with how fast this field is advancing.
Solution
Be realistic about your expectations. That means, when creating job descriptions, forget about putting together a long list of niche requirements. This is an easy way to scare off otherwise strong applicants.
What should you focus on instead? Start with core competencies and a willingness to learn. From there, build a culture of continuous training and support internal growth. This should include offering certifications and learning platforms to keep skills current.
Hiring Processes Are Too Slow
Due to the points listed above, top cybersecurity talent doesn’t stay on the market for long. That means if you’re not quick enough, you are going to miss out. Many candidates lose candidates to competitors because of unclear communication and slow interview processes.
Solution
It’s simple: streamline your recruitment process. Begin by pre-qualifying candidates quickly and follow this up by scheduling interviews without unnecessary delays. You should also keep candidates informed throughout the process. That added communication can keep them engaged and interested.
In a competitive market, responsiveness is key to securing top talent.
In-House Might Not Be the Right Fit
It may seem strange from the outside, but some organizations invest months into hiring cybersecurity roles they can’t realistically support. Reasons for this range from a limited budget to a lack of internal expertise to guide hires. This can cause employee burnout, high levels of turnover, and poor results for your security efforts.
Solution
Consider outsourcing select security functions. An example includes using managed detection and response services. MDR providers supply 24/7 monitoring, incident response, and expert threat analysis. These benefits are gained without you needing to build a full security operations center in-house. This allows your internal team to zone in on strategic goals while still achieving a strong security posture.
Outsourcing doesn’t eliminate the need for internal security roles. However, it can reduce the pressure and fill key gaps as your team matures.
Conclusion
Solving cybersecurity hiring challenges successfully requires strategic thinking, internal investment, and a willingness to adapt. By rethinking how you approach these challenges, you can secure the right talent and keep your organization protected.