Cybersecurity Salaries Stay Competitive, Retention Challenges Persist
Cybersecurity professionals continue to command high salaries, but there are rising concerns over career growth, workplace flexibility and retention in the industry, according to a report from IANS Research and Artico Search.
The report revealed while demand for security expertise remains strong, organizations that fail to offer career advancement opportunities and flexible work arrangements will struggle to attract and retain talent.
The report found that 61% of cybersecurity professionals now work across multiple security domains, such as security operations (SecOps), governance, risk, and compliance (GRC) and application security (AppSec).
This trend reflects the increasing need for cross-functional expertise amid resource constraints.
However, only one-third of cybersecurity professionals would recommend their employer, citing slow career progression and limited growth opportunities as major frustrations.
Nick Kakolowski, senior research director at IANS, said having cross-functional responsibilities is common in cybersecurity and can pay off as professionals look to take on new opportunities.
“The breadth of experience can open new doors, but security’s growing scope and increased responsibilities are not always accompanied by adequate rewards, which can lead to feeling stuck in a job and contribute to burnout,” he said.
Salaries Remain Competitive
Despite these challenges, cybersecurity salaries remain competitive: Security architects and engineers earn some of the highest compensation in the field, averaging $206,000 and $191,000 per year, respectively.
Professionals with deep expertise in cloud security, application security and threat intelligence command premium pay, reinforcing the importance of specialization.
“IT continues to be a fundamental part of the broader cybersecurity skillset,” he explained.
He said as organizations continue to embrace digital technology and AI, strong foundational skills in computer science and risk management provide a base for security practitioners to build upon as they develop the infosec-specific expertise needed to advance their careers.
Kakolowski said targeting top-quartile compensation for specialized roles is the most straightforward starting point for organizations looking to attract and retain top talent.
“For those that cannot compete at that compensation level, we recommend creating a strong narrative about what makes your organization a valuable place to work,” he said.
Whether it’s a mission-driven culture or a strong mentorship program that fosters long-term career growth, it’s vital to have a clear message that is upheld in practice.
“Partnering with HR is critical, as you may need to go beyond traditional compensation bands and recruiting strategies,” Kakolowski added.
Salary Disparities, IT Backgrounds
Regional salary disparities also play a role in hiring dynamics. The U.S. West leads in cybersecurity salaries, followed by the Northeast, while the Southeast and Central regions report significantly lower compensation — a gap of up to $61,000 annually.
The report also emphasized the role of IT backgrounds in cybersecurity hiring. More than 70% of security engineers and more than 50% of security analysts and security architects said their IT experience was critical in securing their current roles.
Retention also remains a pressing concern. While salaries remain high, compensation alone is not enough to keep cybersecurity professionals engaged.
Many respondents cited a lack of career development and leadership opportunities as the primary reason for job dissatisfaction.
Fewer than 40% of respondents expressed satisfaction with their advancement prospects, and more than 45% said they were frustrated by slow career progression.
Kakolowski said creating clear career pathways and visibility into the competencies individuals need to advance should be table stakes.
“From there, look for creative ways to help individuals grow,” he said. “Give them exposure to the business through cross-functional projects or help them specialize their skills when they’re blocked from an existing promotion.”
