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2024 has been a year for the record books. Despite a series of high-profile layoffs in the tech industry, the demand for skilled cybersecurity professionals continues to outpace supply. Coupled with the fact that many companies are deprioritizing overhead spend (yes, to some, cyber is still considered overhead) there is a pinch on both the employer and candidate sides of the coin. This persistent talent pressure in cyber is leaving many organizations scrambling to find the right people and gain the financial buy-in to protect their digital assets.
In our surveys conducted in 2022 and 2023, cybersecurity professionals across various industries identified several key challenges in building and maintaining effective teams. While some of these challenges have evolved, others have only intensified as we enter 2024. The insights from those surveys serve as a foundation for understanding the current landscape and highlight the ongoing struggle to close the talent gap.
Recent reports reveal that there are currently over 400,000 open technology positions in the U.S. alone, a figure that has grown by 15% since last year. Despite economic uncertainties, the need for cybersecurity expertise remains critical as threats evolve and become more sophisticated. Yet, the process of finding and hiring the right talent is increasingly lengthy and costly, with many organizations struggling to fill roles in a timely manner.
In this article, we'll explore the top five challenges facing cybersecurity teams today and provide actionable solutions to help you close the gap between demand and supply. These insights are drawn from our latest research, industry trends, and expert conversations with leaders like Maxine Holt.
1. Outsourcing
The Challenge | The Solutions |
Outsourcing has become a double-edged sword in the tech industry. While it offers a quick fix for talent shortages by leveraging external expertise, it also raises concerns about losing in-house capabilities and control over critical cybersecurity functions. Companies are increasingly turning to managed services and consulting firms to fill the gaps, but this approach can sometimes lead to a dependency on third-party providers, making it harder to build and retain internal talent. | Consider adopting a Hybrid Outsourcing Model that combines outsourcing with in-house development. This allows you to keep strategic tasks internal while outsourcing non-core functions. To mitigate the risk of dependency, ensure your contracts include Knowledge Transfer Agreements that upskill your in-house team. Regular audits and assessments of outsourced services can help maintain alignment with your organization’s goals and keep control over critical areas. |
2. Automation
The Challenge | The Solutions |
Automation is a crucial tool for handling the growing complexity of cybersecurity threats, but it’s not without its challenges. While automation can improve efficiency and reduce the burden on human teams, it also requires a high level of technical expertise to implement and manage. The integration of AI and automation tools can introduce new vulnerabilities, making organizations more susceptible to sophisticated cyber threats. Additionally, the rapid pace of technological advancement means that teams need to constantly upskill to keep up, and there’s a risk of automating too much too quickly, potentially leading to job displacement and resistance from employees. | Implement Incremental Automation to allow your teams to adapt gradually and minimize resistance. Begin by automating repetitive, low-risk tasks before moving on to more complex functions. Invest in Continuous Training and Upskilling programs to ensure your team stays ahead of the curve and can manage both the automation tools and the potential new threats they introduce. Establish an AI and Automation Governance Framework to secure automated processes and protect against cyber threats. |
3. Employee Burnout
The Challenge | The Solutions |
Burnout continues to be a significant issue in the cybersecurity field. The high-pressure nature of the work, combined with the constant threat landscape and long hours, leads to stress and fatigue among employees. Burnout not only impacts employee well-being but also affects productivity and the ability to retain top talent. | Combat burnout by implementing Workload Management and Prioritization tools that help distribute tasks evenly and focus on the most critical areas. Offer Flexible Work Schedules such as compressed work weeks or adjustable hours to help employees maintain a healthy work-life balance. Additionally, provide Mental Health Support through access to counseling services, wellness programs, and stress management workshops, and cultivate an open culture that encourages discussions about mental health. |
Special Note: When hiring full-time employees (FTEs) isn’t feasible, consider Contract Staffing as a solution to alleviate the burden on your existing staff. Contract professionals can provide immediate relief during peak workloads or for specialized projects, allowing your full-time team to focus on their core responsibilities without becoming overwhelmed. This approach not only helps manage workload but also introduces fresh perspectives and expertise, potentially enhancing your team’s overall performance. |
4. Lack of Budget or Influence
The Challenge | The Solutions |
Many cybersecurity teams struggle with limited budgets and insufficient influence within their organizations. Despite the critical nature of their work, cybersecurity departments often find themselves competing for resources and struggling to justify investments in talent and technology. | To overcome this, develop Strategic Justifications and ROI Demonstrations for budget requests that highlight the tangible returns on cybersecurity investments. This can help secure executive buy-in and the necessary funding. Enhance your influence by fostering Cross-Departmental Collaboration to align cybersecurity goals with broader business objectives. Also, explore External Funding Opportunities such as grants or partnerships to supplement internal budgets. |
5. Inability or Unwillingness to Offer Remote/Hybrid Flexibility
The Challenge | The Solutions |
The inability—or, in many cases, the unwillingness—to offer remote or hybrid work options is a major deterrent for many potential candidates. In the post-pandemic world, flexible work arrangements have become a standard expectation. However, some leaders are choosing to resist this trend, either due to security concerns, legacy infrastructure, or a preference for traditional work environments. | Consider starting with a Pilot Remote/Hybrid Program to demonstrate the benefits of flexible work arrangements, such as increased productivity and employee satisfaction. To address security concerns (if you haven’t done so already), Invest in Secure Remote Work Technologies like VPNs and secure communication platforms. Finally, foster a Culture Shift and Leadership Training that prioritizes outcomes over physical presence, helping to overcome resistance to flexible work arrangements. |
Looking Forward
As we look ahead to the rest of 2024 and into 2025, it’s clear that the cybersecurity talent gap is not going away any more than cyber threats are decreasing. It is more important than ever to adopt strategies that can begin to bridge the gap and ensure your organization is well-equipped to face upcoming challenges. By addressing these six key areas, you can build a more resilient, adaptable, and effective cybersecurity team, ready to meet the demands of today and tomorrow.