60% of Cyber Pros Want to Change Employers—What’s Going Wrong and How to Fix It
TriUnity Strategies | 3/10/25
A recent survey highlighted by CSO Online shows that 60% of cybersecurity professionals are actively looking to leave their current roles . That number is a wake-up call. If more than half the people protecting our digital infrastructure are dissatisfied enough to consider a job change, it signals major underlying issues in how companies are managing, training, and retaining their cybersecurity talent.
Why the Exodus?
Burnout and Overwork
Cybersecurity is an incredibly high-pressure field. The rapid pace of technological change, combined with relentless cyber threats, leaves many professionals overwhelmed. Long hours, constant alerts, and the never-ending pressure to stay ahead of hackers can lead to severe burnout. When the workload becomes unsustainable, even the most passionate professionals begin to look for an escape.
Lack of Career Growth and Training
Many cyber pros cite limited opportunities for career development and inadequate training as key reasons for their dissatisfaction. Despite the critical nature of their work, too often they find themselves stuck in roles without clear pathways for advancement. The lack of investment in professional development not only stifles individual growth but also hampers a company’s ability to adapt to evolving threats.
Inadequate Compensation and Recognition
For a field where the stakes are so high, compensation and recognition sometimes fall short. When talent isn’t adequately rewarded—both in terms of salary and career progression—it’s no surprise that professionals start looking elsewhere. Cybersecurity is not just a job; it’s a vocation that demands respect and fair compensation for the relentless stress it imposes.
Management and Organizational Culture
Poor management practices and a lack of supportive organizational culture further exacerbate these issues. When leaders fail to provide the necessary resources, clear communication, and recognition, the result is a disengaged workforce. This isn’t just about individual failures—it’s a systemic problem that affects the entire industry.
The Implications of High Turnover
High turnover in cybersecurity isn’t just an HR issue—it’s a strategic risk. As an operations-focused company, we understand that if you don’t retain your people, you can’t win. Constantly replacing skilled professionals not only disrupts workflow and hampers long-term strategy but also creates gaps that can be exploited by cyber adversaries. The cost of losing experienced staff goes far beyond recruitment expenses; it impacts overall security posture, institutional knowledge, and ultimately, the bottom line.
What Can Be Done?
1. Invest in Continuous Training and Career Development
Companies must prioritize ongoing education and clear career pathways. This means not only offering regular training sessions on emerging threats and technologies but also establishing mentorship programs and clear promotion trajectories. When professionals see a future for themselves within an organization, they’re far more likely to stay.
2. Improve Work-Life Balance
Addressing burnout is crucial. Organizations need to adopt more sustainable work practices—whether that means flexible schedules, mental health support, or reducing on-call demands. A balanced workforce is a resilient workforce, capable of responding effectively to threats without burning out.
3. Competitive Compensation and Recognition
It’s essential that companies re-evaluate their compensation structures to ensure that cybersecurity talent is rewarded commensurately with the risks and responsibilities they shoulder. Recognition programs that highlight achievements and contributions can go a long way in boosting morale and retention.
4. Foster a Supportive, Transparent Culture
Leadership plays a critical role in retention. Transparent communication, clear expectations, and a supportive culture can turn a stressful environment into one where employees feel valued. Investing in management training can help leaders better support their teams, creating an atmosphere where professionals can thrive.
5. Explore Collaborative Models
Given the resource constraints faced by many organizations, particularly SMBs, exploring models like a shared “cyber response unit” might be a game-changer. By pooling resources, companies can access top-tier cybersecurity talent without bearing the full cost of maintaining an in-house team. This approach not only improves overall security but also provides a community of practice where professionals can share insights and best practices.
The Path Forward: Retaining Talent to Win
If 60% of cybersecurity professionals are ready to jump ship, the message is clear: something is deeply broken in how we manage and support our cyber teams. For organizations across the board—from multinational corporations to small and medium-sized businesses—the challenge is to reverse this trend before it undermines our collective digital security.
At the end of the day, it comes down to this: if you don’t retain your people, you can’t win. A robust cybersecurity strategy isn’t built solely on advanced technology—it’s built on the expertise, creativity, and resilience of the professionals who wield it. The industry must adapt by investing in its most critical asset: its people.
Let’s use this statistic not as a demoralizing headline but as a call to action. By rethinking management practices, investing in training, and fostering a culture of support and recognition, we can create an environment where cybersecurity professionals don’t just survive—they thrive. And when our people thrive, so does our ability to defend against the ever-evolving threats of tomorrow.