Exclusive: Outdated cyber hiring practices leading to hiring problems, new data finds
Add Axios as your preferred source to
see more of our stories on Google.
Illustration: Aïda Amer/Axios
If Fortune 100 companies want to fix their cybersecurity hiring woes, they may need to start by rethinking their own job postings, according to a new report from cybersecurity firm Expel.
Why it matters: Many cybersecurity job listings still rely on outdated titles and fail to offer the flexibility or benefits that top talent expects — making it harder for major companies to attract and retain skilled workers.
By the numbers: Only 8% of available cybersecurity jobs at Fortune 100 companies offered remote work, according to the report released Tuesday and shared exclusively with Axios.
- Just 10% of listings mentioned mental health support.
- Employers filled remote and hybrid roles three times faster than in-office-only jobs.
- Expel researchers studied cybersecurity job listings at Fortune 100 companies on LinkedIn and Indeed between March 6 and March 9.
The big picture: The cybersecurity industry has long struggled with recruiting and retention. The U.S. currently has enough cybersecurity professionals to fill only 74% of open roles, according to federal data.
- The field's long hours and high-stakes environments also leave teams particularly vulnerable to burnout.
What they're saying: "We are going to have to evolve and we are going to have to find ways to manage the teams and get access to that broader talent pool," Jason Rebholz, advisory CISO at Expel, told Axios.
Between the lines: Rebholz said HR teams often lack market data on cybersecurity roles, which makes it difficult to offer competitive compensation and benefits.
- Over the last four years, he's had to seek special approval for new pay bands with each role he's hired for — underscoring just how difficult it is to navigate corporate hiring structures.
The bottom line: As more people enter the cybersecurity field, companies should consider embracing remote work, expanding mental health benefits, and modernizing job titles and pay structures to stay competitive, Rebholz said.
