Fortune 100 Cybersecurity Hiring Mistakes Exposed
▼ Summary
– Companies struggle to hire cybersecurity professionals due to poorly structured job postings, not a lack of talent, according to Expel’s 2025 report.
– Only 8% of cybersecurity job listings offered remote work, despite remote roles attracting significantly more applicants and filling faster than on-site roles.
– Just 10% of cybersecurity job descriptions mentioned mental health support, missing an opportunity to address burnout and attract talent.
– Cybersecurity roles paid less ($152,700 average) and offered fewer equity incentives compared to adjacent IT security and observability jobs.
– While AI was mentioned in 46% of cybersecurity job postings, no senior leadership roles required AI experience, revealing a strategic gap.
Fortune 100 companies struggling to fill cybersecurity roles may be their own worst enemies, according to new research revealing critical hiring missteps. A deep dive into thousands of job postings exposes how outdated practices and missed opportunities are driving qualified candidates toward competing fields.
Remote work remains a glaring disconnect between employer preferences and candidate demand. While just 8% of cybersecurity listings advertised remote options, these positions attracted significantly more applicants, 43% of remote roles received over 100 applications, compared to only 11% of on-site jobs. Hybrid and remote positions also filled nearly three times faster, suggesting inflexible work policies could be costing companies top talent.
Mental health support is another overlooked area in recruitment. Despite cybersecurity’s reputation for high-stress workloads, only 10% of job descriptions mentioned wellness initiatives. Experts recommend explicitly addressing “cyber strain” and highlighting benefits like counseling services, flexible schedules, and burnout prevention programs to attract professionals wary of unsustainable environments.
Compensation trends reveal cybersecurity roles lagging behind comparable tech positions. While the average salary of $152,700 seems competitive, it trails IT security ($160,800) and observability roles ($165,400). Equity offerings show a similar gap, just 4% of cybersecurity postings included stock options, far below the 15% rate for observability jobs. Without better incentives, skilled candidates may opt for adjacent fields with stronger financial perks.
Degree requirements are loosening, with only 23% of listings mandating a four-year education. This shift toward skills-based hiring could widen the talent pool, but vague phrasing like “degree preferred” might still deter non-traditional applicants. Clear language emphasizing certifications and experience over formal education could help bridge this gap.
AI’s uneven presence in job descriptions hints at a strategic blind spot. Though 46% of cybersecurity roles referenced AI, leadership positions completely ignored it, zero director-level postings required AI expertise. This disconnect suggests executives may underestimate how foundational AI has become to modern security operations.
The rise of observability roles presents another challenge. With higher pay, better equity packages, and flexible work arrangements, these positions are drawing interest from security professionals. While not a direct talent drain, the trend signals that cybersecurity must evolve its value proposition to remain competitive.
For companies struggling to hire, the solution isn’t just more applicants, it’s smarter recruitment strategies. By addressing remote work preferences, wellness support, compensation gaps, and emerging skill demands, organizations can turn the so-called “talent shortage” into a pipeline of engaged, high-quality candidates.
(Source: HelpNet Security)
