Cybersecurity Hiring Trends: Why Junior Talent and Key Skills are Driving the Market

The cybersecurity landscape is in perpetual motion, driven by an ever-evolving threat environment and the increasing reliance of businesses and individuals on digital infrastructure. This dynamic reality translates directly into a robust and growing job market for cybersecurity professionals. While headlines often focus on the demand for seasoned experts, a recent survey by ISC2, a leading nonprofit professional organization focused on cybersecurity, sheds light on a critical and often underestimated segment of the workforce: junior and intermediate-level employees. The findings suggest that strategic investment in these early-career professionals is not just beneficial, but essential for building resilient and effective cybersecurity teams.

Despite facing global economic uncertainties, the cybersecurity industry demonstrates remarkable strength and resilience. The ISC2 survey, which gathered insights from 929 hiring managers across key global regions including Canada, Germany, India, Japan, the UK, and the US in December 2024, revealed a strong positive outlook for hiring in 2025. A significant three-quarters (75%) of surveyed hiring managers indicated plans to expand their cybersecurity teams. This intent is further underscored by the fact that nearly 90% of respondents reported having open positions within their organizations at the time of the survey. Interestingly, the report highlighted that roles at the early-career stage are relatively quicker to fill compared to more senior positions, suggesting a pool of emerging talent ready to enter the field.

This focus on junior and intermediate talent represents a potential shift in hiring strategies, moving beyond the intense competition for experienced professionals to cultivate talent from within and at the entry points of the career pipeline. Understanding what hiring managers are looking for in these emerging professionals is key for both job seekers aiming to enter the field and organizations seeking to build future-proof security teams.

What Skills Are Employers Prioritizing?

While technical prowess is undoubtedly crucial in cybersecurity, the ISC2 survey reveals that hiring managers are placing significant emphasis on a blend of technical and non-technical, or 'soft', skills. For entry- and junior-level roles, the ability to collaborate, think critically, and solve complex problems is seen as foundational. The top five skills prioritized by hiring managers for these positions are:

• Teamwork: Cybersecurity is rarely a solo endeavor. Effective security relies on collaboration within the security team, across IT departments, and with other business units. The ability to communicate effectively, share information, and work cohesively towards a common goal is paramount.
• Problem Solving: Security incidents are complex and often require creative and analytical thinking to identify root causes, understand attack vectors, and develop effective countermeasures. Junior professionals need to be able to approach challenges logically and systematically.
• Analytical Thinking: This involves the ability to process information, identify patterns, and draw logical conclusions. In cybersecurity, this is essential for analyzing logs, identifying suspicious activity, understanding threat intelligence, and evaluating risks.
• Data Security: A fundamental technical skill, understanding data security principles, including data classification, encryption, access controls, and data loss prevention, is non-negotiable for protecting sensitive information.
• Cloud Security: As organizations increasingly migrate to cloud environments, knowledge of cloud security concepts, platforms (like AWS, Azure, GCP), and best practices is becoming a core requirement across many roles.

The inclusion of teamwork, problem-solving, and analytical thinking at the top of this list is particularly telling. It suggests that while technical skills can be taught and developed on the job, foundational cognitive and collaborative abilities are highly valued attributes in new hires. This highlights the importance for aspiring cybersecurity professionals to cultivate these skills alongside their technical training.

The Growing Importance of Certifications

In a field that demands demonstrable knowledge and skills, professional certifications play a significant role. The ISC2 survey strongly supports this, with a striking 89% of hiring managers indicating they would consider hiring an entry- or junior-level candidate who holds an entry-level cybersecurity certification, even if they lack other professional experience. This underscores the power of certifications as a credible indicator of foundational knowledge and commitment to the field.

When asked to rank critical attributes for entry-level hires, IT/cybersecurity certifications (47%) were prioritized even higher than IT experience (44%) and relevant education (43%). This finding might surprise some, but it reflects the industry's need for individuals who possess specific, validated skill sets that certifications often provide. Certifications offer a standardized benchmark of competency, which can be particularly valuable when evaluating candidates with non-traditional backgrounds or limited work history.

The certifications most frequently required or preferred by security managers for entry- and junior-level positions include:

• CASP+ (CompTIA Advanced Security Practitioner): While often considered more intermediate to advanced, its inclusion here suggests a desire for candidates with a solid understanding of technical security concepts and skills across various domains.
• Security+ (CompTIA): Widely recognized as a foundational certification, Security+ covers core security concepts, threats, vulnerabilities, architecture, design, risk management, and cryptography. It's a common entry point for many in the field.
• CC (ISC2 Certified in Cybersecurity): This is specifically designed as an entry-level certification, providing a global benchmark for foundational cybersecurity knowledge. Its inclusion by ISC2 in their own survey is expected but also validates its relevance.
• CySA+ (CompTIA Cybersecurity Analyst): This certification focuses on defensive security, covering threat detection, analysis, and response. It's suitable for roles like security analyst or threat intelligence analyst.
• CISA (ISACA Certified Information Systems Auditor): This certification is focused on information systems auditing, control, and security. Its appearance on a list for *entry-level* roles highlights a significant disconnect, as the CISA typically requires five years of professional experience in related domains.

Addressing the Certification-Experience Paradox

The inclusion of certifications like CISA on a list for entry-level hires points to a potential challenge in the hiring process. Requiring a certification that mandates significant prior professional experience for a junior role creates a paradox that can frustrate job seekers and limit the talent pool. This disconnect suggests that some job descriptions may not be accurately reflecting the realistic expectations and qualifications for entry-level positions.

Hiring managers and HR departments have a crucial role to play in bridging this gap. Refining job descriptions to align required certifications with the actual experience level of the role is essential. For instance, entry-level roles should realistically target certifications like Security+, CC, or CySA+, while more advanced certifications like CISA or CISSP should be reserved for positions requiring commensurate experience. Furthermore, being transparent about career development trajectories within the organization and offering structured training and mentorship programs can attract promising candidates who may not tick every box on day one but have the potential to grow into needed roles.

Organizations that are willing to invest in upskilling and reskilling new hires, providing pathways to obtain relevant certifications and experience on the job, are better positioned to build sustainable talent pipelines and address the cybersecurity skills gap effectively.

How Managers Are Finding Entry-Level Talent

Identifying and recruiting entry-level cybersecurity professionals requires looking beyond traditional sources. While standard job listings and staffing firms remain primary channels, the ISC2 survey highlights a growing openness to candidates from diverse educational backgrounds and the increasing importance of experiential learning opportunities like internships.

Among hiring managers who recruit from educational programs, a slight majority (55%) reported selecting candidates from fields outside of traditional computer science, IT, or cybersecurity degree programs. This indicates a recognition that valuable skills and perspectives can come from disciplines like mathematics, physics, liberal arts, or even psychology, provided candidates demonstrate foundational technical aptitude and the critical thinking skills valued by employers.

The top sources for finding entry- and junior-level professionals are:

• Standard Job Listings: Online job boards, company career pages, and professional networking sites remain the most common avenues for advertising and finding candidates.
• Staffing Firms: Recruitment agencies specializing in IT and cybersecurity can help organizations identify and vet potential candidates, including those at the entry level.
• Internships: Particularly prevalent in sectors like education, healthcare, government, IT services, and telecommunications, internships serve as invaluable pipelines for identifying, training, and ultimately hiring promising new talent. The energy and utilities sectors, in particular, show a strong propensity for filling roles based on internship performance. Internships provide real-world experience for students and allow employers to assess candidates' skills and fit within the organization before making a full-time offer.
• Educational Programs: Recruiting directly from universities, colleges, and specialized cybersecurity bootcamps or training programs is another key source, increasingly including graduates from non-traditional tech fields.

Diversifying recruitment sources helps organizations tap into a wider pool of talent, potentially finding individuals with unique perspectives and problem-solving approaches that can strengthen a security team.

Investing in Professional Development

Hiring entry-level talent is only the first step; retaining and developing these professionals is equally, if not more, important for long-term team strength. The good news from the ISC2 survey is that the vast majority of hiring managers (91%) reported providing professional development opportunities for their entry- and junior-level team members during work hours. This commitment to ongoing learning is crucial in a field where threats and technologies are constantly evolving.

The types of professional development opportunities commonly offered include:

• Certification/Training Courses (65%): Supporting employees in obtaining industry certifications is a direct way to enhance their technical skills and validate their expertise.
• Training or Courses for Non-Certification Skills and Knowledge (59%): This includes training on specific tools, technologies, methodologies, or soft skills like communication, leadership, or project management relevant to cybersecurity roles.
• Career Pathing and Advancement (57%): Clearly defined career paths and opportunities for advancement motivate employees and provide a roadmap for their growth within the organization.
• Mentorship Programs (50%): Both formal and informal mentorship programs pair less experienced professionals with seasoned experts, providing guidance, knowledge transfer, and career advice. This is particularly valuable for navigating the complexities of the cybersecurity field and organizational culture.

These findings highlight a positive trend towards nurturing talent from within. By investing in the growth of their junior workforce, organizations can improve retention, build loyalty, and ensure their teams possess the evolving skill sets needed to defend against future threats.

The Strategic Advantage of Nurturing Junior Talent

While the cybersecurity skills gap is a persistent challenge, focusing solely on hiring senior, experienced professionals can be a costly and difficult strategy. The ISC2 survey data strongly supports the argument for a more balanced approach that includes a deliberate focus on bringing in and developing junior talent. There are several strategic advantages to this approach:

• Cost-Effectiveness: Entry-level hires typically command lower salaries than experienced professionals, making it a more budget-friendly way to expand team capacity.
• Building Loyalty and Culture: Employees who start their careers within an organization and are invested in through training and mentorship are more likely to feel loyal and committed to the company culture.
• Cultivating Specific Skill Sets: By hiring junior talent, organizations can train them on the specific tools, technologies, and methodologies used internally, tailoring their skills to the organization's unique needs.
• Fresh Perspectives: New entrants to the field often bring fresh ideas, diverse backgrounds, and different approaches to problem-solving, which can be invaluable in a field that requires constant innovation to stay ahead of adversaries.
• Addressing the Pipeline Problem: Investing in junior talent is a long-term strategy to address the broader cybersecurity workforce shortage by actively contributing to building the next generation of security leaders and experts.

Organizations that successfully integrate junior professionals into their teams often have structured onboarding processes, clear expectations, and readily available support systems. This includes access to senior team members for guidance, opportunities to work on challenging but manageable tasks, and a culture that encourages continuous learning and asking questions.

Navigating the Job Market: Advice for Aspiring Cybersecurity Professionals

For individuals looking to break into the cybersecurity field, the ISC2 survey offers valuable insights:

1. Focus on Foundational Skills: While technical knowledge is essential, don't underestimate the importance of soft skills like teamwork, problem-solving, and analytical thinking. These are highly sought after by employers.
2. Pursue Relevant Certifications: Entry-level certifications like CompTIA Security+ or ISC2's Certified in Cybersecurity can significantly boost your resume and demonstrate foundational competency, even without extensive prior experience. Research which certifications are most relevant to the specific roles and industries you're interested in.
3. Gain Practical Experience: Look for internships, volunteer opportunities, or personal projects (like setting up a home lab or participating in capture-the-flag events) to gain hands-on experience. This can help compensate for a lack of formal work history.
4. Consider Non-Traditional Paths: If your background isn't in computer science, don't be discouraged. Highlight transferable skills and demonstrate your willingness and ability to learn technical concepts. Many successful cybersecurity professionals come from diverse educational and professional backgrounds.
5. Network: Attend industry events, join online communities, and connect with professionals on platforms like LinkedIn. Networking can provide valuable insights, advice, and potential job leads.
6. Be Prepared to Learn Continuously: Cybersecurity is a field of constant change. Demonstrate your passion for learning and your commitment to staying updated on the latest threats, technologies, and best practices.

Advice for Hiring Managers and Organizations

To effectively tap into the junior talent pool and build stronger teams, organizations should consider:

1. Review and Refine Job Descriptions: Ensure that required qualifications, especially certifications and experience levels, accurately reflect the actual demands of the role. Avoid requiring senior-level certifications for entry-level positions.
2. Broaden Recruitment Strategies: Look beyond traditional computer science programs. Engage with career centers at a variety of universities and colleges, explore specialized bootcamps, and actively promote internship opportunities.
3. Invest in Onboarding and Mentorship: Implement structured onboarding programs to help new hires integrate smoothly. Establish formal or informal mentorship programs to pair junior staff with experienced professionals for guidance and support.
4. Prioritize Professional Development: Allocate resources and time for ongoing training, whether for certifications, specific technologies, or soft skills. Make it clear that continuous learning is valued and supported.
5. Create Clear Career Paths: Define potential career progression routes within the cybersecurity team. This transparency helps junior employees see a future within the organization and motivates them to develop their skills.
6. Foster a Culture of Learning and Collaboration: Encourage knowledge sharing, provide opportunities for junior staff to work on diverse projects, and create a safe environment for asking questions and learning from mistakes.

The Future of Cybersecurity Hiring

The findings from the ISC2 survey paint a positive picture for the cybersecurity job market, particularly for those looking to enter or advance in the field at junior and intermediate levels. The emphasis on foundational skills, the value placed on certifications, and the commitment to professional development from many organizations signal a maturing approach to talent acquisition and retention in the industry.

As the digital threat landscape continues to expand, the demand for skilled cybersecurity professionals will only grow. By strategically investing in junior talent, refining hiring practices, and prioritizing continuous learning and development, organizations can build robust, adaptable, and loyal security teams capable of meeting the challenges of today and tomorrow. For aspiring professionals, focusing on developing both technical and soft skills, pursuing relevant certifications, and seeking out practical experience are key steps towards a rewarding career in this vital field.

The cybersecurity industry is not just hiring; it's evolving how it hires and develops talent. This shift towards nurturing potential from the ground up is a promising sign for addressing the global cybersecurity workforce gap and building a more secure digital future.

For further insights into the cybersecurity job market and related topics, consider exploring resources from leading industry publications:

• A recent report discussed the persistent cybersecurity talent gap and strategies organizations are employing to close it, highlighting the importance of training and development programs. (Source: TechCrunch - *Note: This is a placeholder link as specific saved URLs were not provided. A real link to a relevant TechCrunch article would be used here.*)
• Analysis of cloud security trends often underscores the high demand for professionals with expertise in securing cloud environments, aligning with the ISC2 survey's findings on key skills. (Source: Wired - *Note: This is a placeholder link as specific saved URLs were not provided. A real link to a relevant Wired article would be used here.*)
• Discussions around the value of cybersecurity certifications frequently appear in industry news, detailing which certifications are most sought after and why. (Source: VentureBeat - *Note: This is a placeholder link as specific saved URLs were not provided. A real link to a relevant VentureBeat article would be used here.*)
• Reports on the state of the cybersecurity workforce often delve into hiring challenges and the need for diverse recruitment pipelines, including internships and non-traditional candidates. (Source: TechRepublic - *Linking back to the original source for context.*)
• Insights into the types of threats organizations face can inform the specific technical skills that are most in demand, such as data security and threat analysis. (Source: Wired - *Note: This is a placeholder link as specific saved URLs were not provided. A real link to a relevant Wired article would be used here.*)
• Exploring career paths in cybersecurity can provide context on how entry-level roles evolve into more specialized or leadership positions, emphasizing the importance of early development. (Source: VentureBeat - *Note: This is a placeholder link as specific saved URLs were not provided. A real link to a relevant VentureBeat article would be used here.*)