Cybersecurity Hiring Gaps Stall Entry-Level Workers and Future CISOs

Summary

The article argues cybersecurity hiring stalls the career ladder: entry-level roles demand excessive experience, mid-career staff lack advancement and board access, and burnout worsens retention. It recommends realistic job criteria, deputy CISO pathways and clearer CIS

Key points

• A May 2026 career analysis citing Lightcast data reported a 10% surplus of entry-level candidates, while employers continue to request experience that junior applicants may not have.
• CyberPath research found entry-level vacancies often demand two or three years of experience, while required certifications can cost A$3,000 to A$4,000.
• An IANS and Artico Search survey found 43% of middle managers were considering leaving their employer, while 31% intended to stay; the article identifies career progression as a strong factor in job satisfaction.
• An IANS, Artico Search and CAP Group benchmark found 95% of surveyed CISOs regularly update boards, but only 60% engage with the full board, limiting access to experience expected of future leaders.
• The article cites workforce research linking burnout to retention challenges and argues that unfilled roles and limited mentoring can intensify the strain on existing staff.
• It recommends separating day-one requirements from skills that can be taught, creating deputy CISO roles with board exposure, and matching CISO authority and protections to the role’s accountability.

People

Countries

Industries