Why InfoSec Talent Is So Hard to Hire and How to Fix It

Hiring InfoSec professionals in 2025 feels like trying to find a unicorn — blindfolded.

There’s a major talent shortage, rising security risks, and a growing list of compliance frameworks companies must meet (SOC 2, ISO 27001, GDPR, HIPAA — the list goes on) Meanwhile, attackers are getting faster and smarter, which means companies need to scale their InfoSec teams just as urgently. Yet many still rely on outdated hiring models — prioritizing resumes, certifications, or brand-name experience — while ignoring real skills.

If you’ve struggled to hire a Cloud Security Engineer, GRC Manager, or IAM Specialist, you’re not alone. This blog breaks down why InfoSec hiring is so difficult — and how to fix it using a skills-based, flat-fee hiring model that prioritizes both speed and quality.

The Real Reasons InfoSec Roles Are Hard to Fill

🔒 1. The Talent Gap Is Real — and Growing

Cybersecurity Ventures estimates a global shortfall of 3.5 million unfilled cybersecurity jobs in 2025. While demand for InfoSec talent continues to rise, especially in industries like fintech, healthcare, and SaaS, the supply side hasn't kept pace. Many universities and training programs still lack specialized, hands-on tracks for GRC, IAM, or cloud security.

💸 2. Traditional Recruiters Don’t Speak Security

Most generalist recruiters don’t understand the technical nuances of security roles. They confuse certifications with real-world ability or treat InfoSec like IT support. Without understanding domains like GRC, SIEM, IAM, or DevSecOps, they push forward irrelevant or poorly matched candidates, wasting time and budget.

🧾 3. Hiring Managers Struggle to Assess Skills

Even experienced hiring managers find it difficult to evaluate InfoSec candidates without a shared technical background. How do you vet someone’s ability to manage audits, write risk assessments, or lead a breach response, especially if your own team is new to security?

🚫 4. Certifications Are Overrated

A CISSP or CISM can open doors, but they don’t guarantee someone can actually do the job. Many mid-sized companies have learned this the hard way — hiring paper-qualified candidates who fail to deliver under pressure or lack hands-on execution skills.

🕰️ 5. The Hiring Process Takes Too Long

The average InfoSec hiring cycle takes 8–10 weeks, especially in larger or regulated industries. That’s long enough for top talent to accept competing offers — or drop out due to poor candidate experience. In a field with a negative unemployment rate, every delay counts.

What Companies Actually Need in InfoSec Talent

If you're hiring your first Security Lead or expanding your compliance team, here’s what you should really focus on:

✅ Domain expertise: Not all InfoSec roles are the same. Hiring a GRC Manager is very different from hiring a Threat Analyst or IAM Engineer. Each requires specific tools, knowledge, and mental models.

✅ Hands-on experience: Real exposure to cloud environments, SOC audits, incident response, and data privacy frameworks is more valuable than a certificate alone.

✅ Communication skills: Security professionals must translate technical risks into business language — especially when working with legal, operations, or executive stakeholders.

✅ Cultural alignment: Does this person align with your organization's risk tolerance, operating style, and values? A great hire technically can still create friction if they don’t fit culturally.

✅ Adaptability: Threats evolve daily. You need talent that’s committed to lifelong learning and can pivot quickly as new risks emerge.

How Behoof Fixes InfoSec Hiring (Without 20% Fees)

At Behoof, we’ve helped fast-growing companies across fintech, SaaS, healthcare, and eCommerce hire proven InfoSec professionals without paying $20K+ per hire.

Our system is simple, fast, and built for high-stakes hiring:

✅ Step 1: Role Scoping by Domain

We begin by defining the outcomes you expect from the hire, not just the job title.

Examples:

• Cloud Security Engineer: Secure AWS/GCP infrastructure, implement CI/CD pipeline security, manage IAM policies

• GRC Manager: Lead SOC 2 readiness, manage vendor risk, and conduct internal audits

• IAM Specialist: Implement SSO, design access control for multi-role users, automate provisioning

This approach ensures we’re aligned on the why of the role, not just the what.

✅ Step 2: Skills-Based Testing

We use platforms like TestGorilla, HackerRank, and Codility to assess real-world capabilities through hands-on tasks tailored to the role.

Examples:

• GRC candidates draft a data risk report or review a vendor security questionnaire

• Cloud Security candidates identify misconfigurations in Terraform templates or AWS policies

• Incident Response candidates walk through a phishing attack and outline a response plan

• IAM candidates design user provisioning flows for complex orgs

This filters out resume-fluff and identifies those who can actually do the work — under pressure.

✅ Step 3: Behavioral + Cultural Alignment

Security is built on trust, not just tooling. We evaluate soft skills using structured interviews and psychometric assessments:

• How does the candidate handle ambiguity?

• How do they communicate risk?

• Do they thrive independently or need close collaboration?

• Are their values aligned with your company’s mission?
  

We don’t aim for “culture fit” — we look for culture add. Someone who can improve the team, not just blend in.

✅ Step 4: Final Candidates in 7–10 Days

Our process is fast. Once we’ve scoped the role and vetted candidates, we deliver a shortlist typically within 7–10 days, not 6–8 weeks.

Each candidate is:

• Pre-assessed with job-relevant tasks

• Pre-referenced, so there are no surprises

• Ready for interviews within 48 hours
  

We also support you through the offer stage to minimize drop-offs and improve closing rates.

Real-World Case Study: Scaling InfoSec on a Budget

A mid-sized SaaS company in the US needed to hire three InfoSec roles within two weeks to pass a SOC 2 audit and close a $3M enterprise deal. Internal HR lacked the technical expertise to screen candidates, and agencies quoted them $65K+ in fees.

Behoof filled all three roles in just 11 days at a flat fee of $15K total.

Outcome?

• The company passed its SOC 2 audit ahead of schedule

• Saved over $50K in hiring costs

What You Can Do Right Now to Improve InfoSec Hiring

Even without a big team or budget, you can make immediate improvements:

✅ Stop relying on certifications alone. They’re useful signals — but not proof of capability.

✅ Use scenario-based assessments simulate real-world challenges the candidate will face on the job.

✅ Shorten your hiring process. If it takes too long, you’ll lose top candidates to faster offers.

✅ Partner with recruiters who understand security. Not every recruiter knows the difference between a GRC manager and an SRE — and that matters.

✅ Define clear success metric.s Before you start hiring, define what success looks like in the first 90 days.

Final Thoughts: Fast, Reliable InfoSec Hiring Is Possible

The cybersecurity talent gap is real. But so is the solution.

With the right hiring process — one built on structured assessments, fast timelines, and domain-specific insights — you can:

• Hire trustworthy InfoSec professionals in 7–10 days

• Reduce hiring costs by 70–80%

• Meet compliance goals faster

• And build a more secure business
  

At Behoof, we make that possible through flat-fee hiring, real-world assessments, and a deep understanding of security hiring needs across industries.

📩 Book a free consultation and let us help you secure the right talent — without the risk, guesswork, or overhead.