To understand how critical cybersecurity has become, one need look no further than the developing trends in CSO recruiting: Security leadership roles are cited among the most difficult to fill in IT; skilled CSOs are increasingly reporting directly to the CEO; and compensation for top-level CSO hires can run up to $700,000 — and in some cases over $1 million.
“According to Skillsoft’s C-Suite Perspective Report, the hiring landscape for CSOs in 2025 remains highly competitive,” explains Greg Fuller, vice president of Skillsoft Codecademy Enterprise, a technology skills training provider. “The demand for experienced CSOs is outpacing supply and intensifying as organizations confront increasingly sophisticated threats and a rapidly evolving regulatory environment.”
As AI-driven attacks grow more prevalent, and frameworks such as the Cyber Incident Reporting for Critical Infrastructure Act (CIRCIA) and NIS2 take hold, boards are prioritizing cybersecurity leadership, Fuller says. This has led to a surge in open roles, with many organizations expanding compensation packages and accelerating recruitment to secure top talent.
“The CISO role has never been more essential — or more in demand,” Fuller says.
CSO demand forces stricter recruiting standards
Hiring practices are evolving to reflect the broader role CSOs now play, says Kanani Breckenridge, CEO and “Headhuntress” at Kismet Search, a San Diego-based recruiting firm focused on the technology sector and executive search.
“Boards want leaders who can manage risk and reputation, which has made soft skills — such as media handling, crisis communication, and board or financial fluency — nearly as critical as technical depth,” Breckenridge explains. “AI literacy is also becoming table stakes, particularly the ability to evaluate risks in AI deployments and understand how AI can support detection and defense.”
Breckenridge is also seeing a push for succession planning. Smart organizations are growing their own talent through deputy CSO or head of governance, risk, and compliance (GRC) roles with a clear path to the top.
On the flip side, title inflation has muddied the waters, Breckenridge explains. “Many so-called CSOs have never really owned a budget or led through a major data or security incident. Hiring teams are getting sharper in vetting for true leadership and high-stakes experience, not just the title.”
Wide-scale AI adoption shaking up skills sought
In terms of the skills wanted of today’s CSO, Fuller agrees that AI is the game-changer.
“Organizations are seeking cybersecurity leaders who combine technical depth, AI fluency, and strong interpersonal skills,” Fuller says. “AI literacy is now a baseline expectation, as CISOs must understand how to defend against AI-driven threats and manage governance frameworks.”
Cloud security expertise is also critical, given the complexity of hybrid and multi-cloud environments, Fuller explains. Just as important is the ability to communicate risk in business terms that resonate with boards and executives. Many companies are shifting toward skills-based hiring, placing greater emphasis on certifications and demonstrable experience over formal degrees. This reflects a broader move toward agility and strategic insight in CISO recruitment, he explains.
A good talent pool to find such candidates are security professionals that have military or government backgrounds, explains Jason Henninger, managing director at Heller Search Associates, a specialized technology executive search firm based in Westborough, Mass., specializing in CIOs, CTOs, VP-level senior technology leaders, and executive technology talent.
Many strong security leaders or CSOs started in the military or worked in a government agency, Henninger says. “As we work on CSO searches, folks that come from those disciplines or foundations tend to have a strong external network that really helps them stay on top of external threats and bad actors. Many have connections with the FBI and other Department of Defense-type organizations. This enables them to stay in front, and comes back to that offensive security posture that most organizations are looking for.”
Top industries for CSO hiring
While demand for skilled CSOs is strong overall, a few industries are especially hot for CSO candidates.
Regulated industries — including financial services, healthcare, government, SaaS, and critical infrastructure — continue to lead the demand for CSOs, Breckenridge says. The SEC’s updated cyber incident disclosure rules and the acceleration of AI-related regulation are fueling that growth.
“Cyberattacks are rising sharply in 2025, with AI-powered threats like domain generation algorithms (DGAs) making attacks faster and harder to detect — prompting nearly every industry to prioritize cybersecurity leadership,” Skillsoft’s Fuller says. “Demand for CISOs is especially high in IT consulting, software, education services, accounting, and non-defense government, where data sensitivity and regulatory pressure are greatest. In an AI-driven threat landscape, every organization — regardless of size or sector — needs a CISO.”
Geography also still matters for top compensation, Breckenridge explains. “New York, the Bay Area, and Washington, D.C., offer top-tier salaries, but increasingly I’m seeing high-paying roles based out of Austin, Atlanta, Denver, San Diego, and Raleigh.”
Compensation levels for skilled CSOs are rising rapidly, and to extreme heights, Henninger says. Pay rates for new hires range from $500,000 total compensation all the way to the $2 million range.
“But I think if we’re looking at a bell curve, something north of $700,000 is really where the market needs to be, especially for Fortune 500 organizations. They need to be well in the $700,000-plus range, including base pay, bonus potential, and equity for long term incentives,” Henninger explains.
Even in the case of remote roles, CSO pay often tracks to the company’s headquarter location, Breckenridge explains. For example, Bay Area firms may pay a premium to Texas-based hires, but not the other way around. Midmarket companies, particularly those in growth or merger and acquisition mode, have become increasingly attractive to candidates who want meaningful scope, equity upside, and less bureaucracy.
With high pay comes high expectations
Offers of top pay and authority to CSO candidates obviously come with high expectations. Organizations are looking for CSOs with a strong blend of technical expertise, business acumen, and interpersonal strength, Fuller says. Key skills include cloud security, identity and access management (IAM), AI governance, and incident response planning.
Beyond technical skills, “power skills” such as communication, creativity, and problem-solving are increasingly valued, Fuller explains. “The ability to translate complex risks into business language and influence board-level decisions is a major differentiator. Traits such as resilience, adaptability, and ethical leadership are essential — not only for managing crises but also for building trust and fostering a culture of security across the enterprise,” he says.
Breckenridge agrees: Companies want leaders who can translate risk into business impact, influence across the C-suite, and build high-performing, distributed teams, she says. AI and cloud security expertise are now must-haves.
“The strongest CISOs are strategic operators with technical fluency, executive presence, and resilience. Experience in regulated sectors signals readiness for board scrutiny and compliance complexity,” Breckenridge says.
Interestingly, candidates who have navigated a breach, and managed it transparently and successfully, are often more desirable than those with a “clean” record. Organizations know they need someone who’s been tested under pressure, Breckenridge explains.
Greater focus on retention strategies
Considering how challenging it is to find top-shelf CSOs in the job market, retention practices have also become a top priority. Given the broad skill set required to succeed as a CSO — from AI governance and cloud security to regulatory fluency and executive communication — organizations are turning to professional development as a key retention strategy for their top security leaders, Fuller says.
According to Skillsoft’s C-Suite Perspective Report, nearly all tech executives believe certified staff add measurable value, with over a third citing improved morale and retention as a direct benefit of training investments, Fuller explains.
Retention strategies are evolving out of necessity as — while most CSO tenures are under 36 months — the training and trust-creation needed to be successful is very time- and cost-consuming to go through, Breckenridge says. Compensation remains a driver, especially in midmarket and private equity-backed firms where equity and milestone-based bonuses are meaningful levers.
“I’m also seeing expanded roles, greater board visibility, and guaranteed team resources used to retain top CSOs,” Breckenridge says. “Retention bonuses tied to IPOs, compliance deadlines, or major transformation milestones are increasingly common.”
Finally, leading employers are offering structured paths for growth beyond security, including broader risk and operations oversight, Breckenridge explains. Those that treat the CSO role as a business-critical partner, not just an insurance policy, will retain their leaders longer.
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