The Cybersecurity Talent Shortage Isn’t What You Think—It’s a Hiring Problem

We’ve all heard it: “There’s a cybersecurity talent shortage.” Headlines shout it, reports repeat it, and executives echo it in boardrooms. But what if the real issue isn’t a lack of qualified people?

Here’s the hot take: We don’t have a cybersecurity talent shortage.We have a cybersecurity hiring problem.

The Talent Exists. So Why Are Roles Still Open?

Not long ago, I spoke with a certified security analyst who had applied to over 50 jobs in six months—with zero callbacks.

She’s not an anomaly. Her story echoes what’s now common among many qualified professionals who are struggling to break into—or move up in—the cybersecurity field.

Meanwhile, companies continue to leave critical security roles unfilled for months. So what gives?

Three Reasons Why Good Candidates Are Being Missed

1. Applicant Tracking Systems (ATS) Are Broken for Cybersecurity

Most companies rely on ATS software to filter resumes. These systems search for exact keyword matches and are often configured generically—missing nuanced technical skills or overlooking lateral career paths.

According to a Harvard Business School report, over 75% of employers say their ATS filters out qualified candidates.

That means your next great hire might already be in your database—just buried under rigid filters.

2. Unrealistic Job Descriptions Are Chasing Unicorns

The cybersecurity field evolves quickly. Yet job postings often list requirements that are out of sync with reality. Like asking for “10+ years of experience” in a platform that’s only existed for five.

This mismatch discourages strong applicants. As highlighted in the 2023 (ISC)² Cybersecurity Workforce Study, 66% of cybersecurity professionals said hiring expectations are too high, even for mid-level roles.

3. Non-Technical Gatekeepers Create Friction

Too often, HR professionals screen resumes without deep security context. They may filter out a candidate who uses "incident response" instead of "SOC experience," or someone with hands-on threat hunting skills but lacking a CISSP.

As a result, high-potential candidates never reach the hiring manager’s desk—a missed opportunity created by process, not people.

This Isn’t a Talent Gap. It’s a Process Gap.

So how do we fix it? Here are three simple but effective strategies:

✅ 1. Rewrite the Job Post for Real-World Needs

Don’t post a laundry list of certifications and impossible experience thresholds. Focus on what the role actually requires. If you want someone to monitor endpoints and triage alerts, say that.

CyberSN offers excellent frameworks for writing role-based job descriptions that reflect realistic skills and duties.

✅ 2. Bypass the ATS for Critical Roles

For urgent or sensitive security hires, don’t wait for the ATS to do the sorting. Empower security leaders to review resumes manually or tap into their network. Your next team member might come from a Slack thread, not LinkedIn.

✅ 3. Let Security Teams Run Technical Screens

Cybersecurity hiring should be cybersecurity-led. That means involving the security team early in the interview process—not just for final rounds. Ask candidates how they’d respond to a threat, not just if they’ve passed a cert.

Tools like HackerRank or TryHackMe can help simulate real-world problem solving for early-stage technical screening.

Job Seekers: You’re Not Alone

If you're applying and hearing nothing back, don’t get discouraged. Keep networking, reach out directly to security leaders, and explore alternative job platforms like:

• Level39

• InfoSec Jobs

• Women in CyberSecurity (WiCyS)

A well-timed coffee chat or peer referral can open more doors than 100 online applications.

Final Thoughts: Let’s Rethink the Narrative

This isn't a matter of missing talent. It’s a matter of modernizing how we hire.

If we want to close the cybersecurity workforce gap, we need to stop blaming “the pipeline” and start rebuilding how we find, evaluate, and support new professionals.

At Waldo Security, we believe security starts with people. Just like we eliminate visibility gaps in your SaaS environment, we need to eliminate visibility gaps in hiring—so great talent doesn’t go unseen.

TL;DR:

• The talent is out there.

• The filters are broken.

• The fix? Humanize the process and let technical people do the hiring.

If you’ve felt this pain from either side of the interview table, I’d love to hear your story. Because the only way we fix this… is together.