The cybersecurity talent market is facing an inflection point. With skilled professionals increasingly expected to juggle multiple responsibilities across security domains, dissatisfaction is mounting over pay disparities, career stagnation, and strict return-to-office (RTO) mandates. These challenges, highlighted in the newly released 2025 Cybersecurity Staff Compensation Benchmark Report by IANS Research and Artico Search, paint a stark picture for Chief Information Security Officers (CISOs) striving to retain top talent in an ultra-competitive landscape.
Security Professionals Wearing Too Many Hats
As security teams operate under growing constraints, the report finds that 61% of cybersecurity staff dedicate at least 30% of their time to multiple functions. This hybridization of roles—often combining responsibilities in Security Operations (SecOps), Governance, Risk, and Compliance (GRC), and Application Security (AppSec)—is now the norm rather than the exception. While cross-functional expertise is valuable, the burden on cybersecurity teams is exacerbating burnout and dissatisfaction, particularly among mid-career professionals seeking specialization or advancement.
Compensation Remains Strong, But Gaps Persist
The report underscores that salaries for cybersecurity roles remain highly competitive. Security architects and engineers lead the pack, with average annual cash compensation of $206,000 and $191,000, respectively. However, regional disparities are significant—a $61,000 gap separates the highest and lowest-paid regions in the U.S., with the West commanding the highest salaries and Canada consistently trailing behind.
Additionally, specialized expertise drives premium salaries. Professionals proficient in cloud security, AppSec, and threat intelligence earn substantially more, reinforcing the demand for niche technical skill sets in an evolving threat landscape.
Frustration Over Career Growth and Job Satisfaction
While pay remains a key factor, job satisfaction levels suggest a deeper issue at play. The report finds that only one-third of cybersecurity professionals would recommend their employer, with career progression—or the lack thereof—being a primary frustration. Fewer than 40% of respondents feel satisfied with their advancement opportunities, and more than 45% express frustration over slow career progression.
“This year’s data reinforces a critical truth—cybersecurity professionals often feel stuck in demanding roles without opportunities for meaningful career growth,” said Nick Kakolowski, Sr. Research Director at IANS Research. “With more than 60% of cybersecurity professionals considering a job change, the key challenge for CISOs isn’t just compensation—it’s creating opportunities for staff to progress in their careers.”
Return-to-Office Mandates: A Retention Risk
The shift in work arrangements is another friction point. While many companies are pushing return-to-office (RTO) policies, cybersecurity professionals overwhelmingly prefer remote or hybrid work setups. Currently, 52% work remotely, and 43% are in hybrid roles, yet an overwhelming 59% prefer to be fully remote. Forcing RTO in a field already suffering from retention issues could further accelerate attrition.
“Companies win top cybersecurity talent when they offer competitive salaries and clear growth potential in the organization,” said Steve Martano, IANS Faculty member and partner at Artico Search. “CISOs who create growth opportunities for their high-performing team members through leadership training, mentorship, and skill development have a far greater ability to attract and retain top security professionals.”
Takeaways for CISOs: Retention Strategies for 2025
To navigate these challenges, the report advises CISOs to prioritize three key areas:
Competitive Compensation & Regional Adjustments – Ensure salaries are benchmarked accurately against market trends and regional cost-of-living differences.
Career Growth & Leadership Development – Provide clear pathways for promotion, mentorship programs, and leadership training.
Flexible Work Arrangements – Avoid rigid RTO mandates and instead offer hybrid or remote flexibility to align with workforce preferences.
With more than 60% of cybersecurity professionals considering a job change in the next 12 months, organizations that fail to address these concerns risk a destabilized security function. The 2025 Cybersecurity Staff Compensation Benchmark Report makes one thing clear: in an era of increasing cyber threats, retaining top talent is just as critical as defending against external attacks.