Specialised Recruitment for Cybersecurity Leadership 

When applying for a role, certifications are helpful. However, the most important skills are those you acquire in the workplace. Communication skills are essential – cybersecurity professionals work across all industries; some colleagues will have deep knowledge of cybersecurity, and others will have very little. Regardless, a successful cybersecurity professional can significantly impact the security of a company by clearly articulating risks, needs and strategies.  

This will depend on the area you wish to specialise in, and most companies will upskill their employees by putting them through relevant courses. The Certified Information Security Manager course is especially useful for people looking to move into management leadership roles.  

Offensive Security Certification is ideal for technical people interested in ethical hacking and red teaming.

Salaries for cybersecurity professionals with two or more years' experience vary enormously depending on industry and geography. However, on average, they range from $200,000 pa to $450,000 pa for senior leadership positions. Salaries jumped post pandemic however they have flattened and even decreased in the past 12 months, bringing them back to a more realistic level.   

Organisations seeking stand out cybersecurity leaders need to demonstrate that they have invested in developing a good security culture; they need to offer challenging projects and realistic budgets to work with; they need to offer a flexible workplace, a competitive salary with incentives and bonuses, as well as opportunities for professional growth.  

Most ASX-listed companies and corporates prefer to have a permanent in-house cybersecurity team to ensure that IP stays within the organisation. However, for companies undergoing change and transformation projects, including private equity portfolio companies, contracting professionals with specific expertise can be more advantageous in driving a project to successful completion. 

Additionally, small to medium enterprises may find it more affordable to engage interim or fractional leaders who can deliver the high-level expertise needed without the cost or commitment of a full-time cybersecurity expert or entire team.  

Within a competitive market, organisations that demonstrate their commitment to cybersecurity by allocating sufficient resources to implement engaging projects will be more likely to retain their top talent.  Offering flexible work arrangements, when appropriate, along with competitive salaries and performance-based bonuses or incentives, is also essential. We recommend reviewing salaries on an annual basis to ensure that valued leaders and team members feel recognised and are not compelled to seek opportunities elsewhere.