There’s one thing business leaders know too well: Cybercrime doesn’t sleep.
You think you have the best security setup, and suddenly, you’re hit with a security breach that costs hundreds of thousands of dollars.
Companies rely on security validation projects to proactively address this ever-growing issue and assess their cybersecurity risk exposure.
However, these projects require a team of highly skilled security engineers. The question is, where do you find them? And once you do, how do you recruit and retain security engineers amid a severe talent shortage in the cybersecurity industry?
This article provides insights and strategies for attracting and retaining the best engineers for security validation projects. It delves into their desires for compensation, work-life balance, and the essential skill sets they bring.
What is a security validation project?
A security validation project is a comprehensive assessment of an organization’s security posture. It involves activities like:
- Penetration testing.
- Vulnerability scanning.
- Code reviews.
- Security architecture analysis, and more.
The goal is to validate the effectiveness of existing security controls and identify weaknesses that attackers could exploit.
Security validation projects are critical for companies across various industries, including finance, healthcare, retail, and tech. They help organizations proactively identify and address security risks to protect their (and their customers’) sensitive data and systems.
The talent challenge
The need for cybersecurity professionals is greater than ever.
According to ISC2’s 2024 Cybersecurity Report, the cybersecurity industry faces a significant talent shortage. There’s a 48% gap worldwide between the current workforce size and the workforce required for cybersecurity professionals.
The worst part is that the gap is widening. Despite the cybersecurity workforce increasing by 17% (800K) in the past two years, demand for cybersecurity professionals increased by 26% (2.1M) in the same time frame. Consequently, there are currently an estimated 4.8 million unfilled cybersecurity jobs globally.
This shortage is particularly acute for highly specialized roles like security engineers for security validation projects.
Organizations need help attracting and retaining top engineers, as the latter often receive multiple offers and have high expectations for compensation, work-life balance, and professional development.
Understanding what top engineering talent wants
To attract top engineering talent, companies must first understand what these professionals want, which is often more than a competitive salary.
Here’s what today’s cybersecurity professionals are looking for.
#1. Competitive pay
Although not offering the highest compensation may not be a deal breaker, it’s still one of the first things any professional looks at in a job description.
A competitive compensation package with comprehensive benefits, such as health, dental, and vision insurance, is essential to recruiting top engineering talent. Additional perks, like gym memberships, also help. Additional perks, like gym memberships, also help.
#2. Challenging work and professional growth
A competitive salary is only part of the picture. What really gets these tech wizards excited is the chance to sink their teeth into challenging work that pushes the boundaries of their skills. Think cutting-edge stuff like security control validation – it’s not glamorous, but it’s the kind of work that makes a real difference. Aligning projects with the company’s mission and values can further enhance the sense of purpose and fulfillment.
Beyond that, engineers want to feel valued. They’re looking for companies that invest in their growth, offer some flexibility in how and where they work, and foster a culture where ideas can flourish. It’s about creating an environment where brilliant minds can do their best work without burning out.
#3. Collaborative and supportive team
Focus on company culture to attract and retain top talent. Engineers often seek a collaborative and supportive work environment where they feel valued and appreciated.
Transparency and open communication are also essential elements of a positive company culture.
Strategies to attract top engineering talent
Now that you know what security engineers are looking for, let’s discuss strategy!
How do you use that knowledge to find and recruit the talent you need for security validation projects?
Read on to find out!
#1. Establish competitive compensation and benefits
In the competitive cybersecurity market, staying on top of salary ranges and other forms of compensation is essential to ensure your talent doesn’t look elsewhere.
Today, the average cybersecurity engineer in the US earns around $122, 890 per year.
If you’re looking for certified engineers skilled in security validation projects, you should aim for $142,000 or higher and review industry trends and salaries regularly to remain competitive.
Consider offering a comprehensive benefits package, including health, dental, and vision insurance. Also, consider additional perks like gym memberships or company outings.
#2. Craft a compelling job description
A well-crafted job description is the difference between attracting top talent and being overlooked. Highlight the unique and challenging aspects of the role, emphasizing the company’s commitment to security, innovation, and its team’s professional development.
AI tools can help draft and assess job descriptions to ensure they meet these criteria.
#3. Focus on effective recruiting and sourcing
Job adverts won’t work if they don’t reach the right candidates. Use a multi-pronged approach for effective recruiting and sourcing.
Expand your reach by:
- Posting on online job boards.
- Sharing updates on social media platforms, such as, Linkedin.
- Building your professional network list – could be on Linkedin.
- Attending and hosting industry conferences and events.
Finding the right candidates sometimes means looking beyond your own backyard to find the right expertise – whether that’s through partnerships with specialized staffing and recruiting companies like Apollo Technical, collaborations with cybersecurity companies, or even hiring international contractors who can bring a fresh perspective to the table.
#4. Showcase company culture
Company culture matters more than ever, especially for younger generations. Highlight employee testimonials and success stories demonstrating the positive aspects of working for your organization.
Provide opportunities for candidates to meet the team and experience the company culture firsthand.
#5. Hone your interview process
Conduct thorough and relevant interviews assessing both technical and soft skills (more on that below).
Provide timely feedback and communication throughout the hiring process to keep candidates engaged. Strive to make the interview process a positive experience, even for those who may not ultimately receive an offer.
Recognizing and selecting top talent
Identifying the ideal candidate for a security validation project requires a keen eye for both technical expertise and the right personality fit.
This section explains how to develop that discerning perception.
Key technical skills to look for
A successful security engineer possesses a diverse range of technical skills, including:
- Software development lifecycle (SDLC) expertise and knowledge of related secure coding best practices.
- Experience with security tools and technologies (e.g., firewalls, intrusion detection systems, SIEM).
- Familiarity with security frameworks and standards (e.g., NIST, ISO 27001).
- Expertise and experience in network, application, and cloud security.
- Proficiency in penetration testing and vulnerability assessment.
Key soft skills to look for
It’s not all about coding. Soft skills are crucial to successful cybersecurity engineers.
Essential soft skills for cybersecurity professionals include:
- Adaptability and willingness to learn new technologies.
- Excellent communication and interpersonal skills.
- Strong attention to detail and organizational skills.
- Strong analytical and problem-solving abilities.
- Ability to work effectively as part of a team.
Key certifications to look for
Certifications demonstrate a candidate’s commitment to professional development and validate their expertise in specific areas of cybersecurity.
Some key certifications to look for in security engineers include:
- Certified Information Systems Security Professional (CISSP)
- GIAC certifications (e.g., GSEC, GPEN, GWAPT)
- Offensive Security Certified Professional (OSCP)
- Certified Ethical Hacker (CEH)
- CompTIA Security+
Interviewing and assessment
Once you find your candidates and short-list the ones that fit the above criteria, it’s time for the interview. A comprehensive interview and assessment is the only way to know you’re selecting the best candidate for the role. This process should include:
- Technical assessments and coding challenges to evaluate the candidate’s technical skills and problem-solving abilities.
- Behavioral interviews to assess their soft skills, communication abilities, and cultural fit.
- Reference checks to verify the candidate’s experience, work ethic, and overall performance.
Strategies to retain top engineering talent
So, you found awesome candidates for your security validation project.
You short-listed and interviewed a few of them and hired your new cybersecurity team.
That’s great!
However, you must acknowledge that this took a lot of work and effort. You don’t want your new team to leave the company and you to have to do it all over again.
Retaining top engineering talent is as important as attracting them.
Here are some strategies to combat high turnover rates and ensure long-term success.
#1. Foster a positive work environment
There are several ways to foster positive work environments for your team. You can:
- Create opportunities for employees to connect and build relationships with each other to foster a sense of community and belonging.
- Recognize and reward employee contributions, big and small.
- Encourage collaboration among team members.
- Encourage and open communication.
#2. Promote a work-life balance environment
Be proactive in offering flexible work arrangements, such as remote work or flexible hours.
Encourage employees to take time off to recharge and avoid burnout. Also, promote healthy work habits, such as regular breaks and exercise while on the job and in their free time.
#3. Invest in professional development
Offering continuous training and development opportunities is a great way to attract and retain top engineering talent for security validation projects.
Engineers in this field often seek environments that keep them at the forefront of technology. For example, offering training on Kubernetes security best practices helps engineers stay updated on crucial skills in securing containerized applications.
Additionally, providing training on Amazon S3 backup security equips engineers to handle data protection and access management within cloud environments.
Other essential areas for training could include ethical hacking or the latest developments in DevSecOps.
Focusing on upskilling and reskilling engineers ensures they feel valued, engaged, and confident in their ability to handle evolving security challenges.
Securing the future: Your path to top cybersecurity talent
In today’s digital age, attracting and retaining top engineering talent for security validation projects is more critical than ever. Organizations can build a strong and resilient security team by understanding these professionals’ needs and motivations and implementing effective strategies.
It’s not just about a competitive salary; it’s about creating a work environment where engineers feel valued, challenged, and empowered to make a difference.
If you need help finding the best cybersecurity talent, consider partnering with Apollo Technical. We connect businesses with highly qualified IT and engineering professionals.
Author Bio:
Jeremy is co-founder & CEO at uSERP, a digital PR and SEO agency working with brands like Monday, ActiveCampaign, Hotjar, and more. He also buys and builds SaaS companies like Wordable.io and writes for publications like Entrepreneur and Search Engine Journal.
