Finding experienced cybersecurity professionals has never been harder. With demand outstripping supply across every sector, organisations that take a smarter approach to hiring will win the talent they need — while others keep missing out.
Here’s what employers need to know right now.
1. Stop Requiring 5 Years of Experience for Entry-Level Roles
It’s a pattern that appears in job ads constantly — “entry-level” roles requiring three to five years of hands-on experience. This isn’t just unrealistic, it’s actively narrowing your candidate pool. The most promising junior candidates are often career-changers with transferable skills from IT support, software development, or even unrelated fields.
Focus on potential, aptitude, and attitude — not years on a CV.
2. Certifications Are a Starting Point, Not a Finishing Line
CompTIA Security+, CISSP, and CEH are useful signals, but they tell you what someone has studied, not how they think under pressure. Incorporate practical scenario questions into your interviews. Ask how candidates would respond to a phishing incident or a ransomware alert — their thought process matters more than the certificate.
3. Culture and Retention Are Cybersecurity Problems
A high-pressure, under-resourced security team is a liability. Burnt-out staff miss things. They also leave — and every departure takes institutional knowledge with them. Invest in wellbeing, clear career progression, and ongoing training. Retaining a good junior analyst for three years is worth far more than constantly rehiring.
4. Use a Specialist Recruiter, Not a General Job Board
General job boards generate volume, not quality. A recruiter who specialises in cybersecurity talent understands the difference between a candidate who can pass a certification and one who can operate effectively in your environment. They pre-screen for the right competencies, saving your team significant time.
5. Think About the Pipeline, Not Just the Vacancy
The organisations winning at cybersecurity hiring aren’t just filling today’s roles — they’re building relationships with training providers and recruiters to create a pipeline of future talent. Working with a specialist like Wavingtrees means you get access to candidates who have been upskilled and mentored specifically for roles like yours.
Ready to Hire?
Whether you need a junior analyst, a SOC engineer, or a broader cybersecurity team build-out, we can help you find the right people faster.