Building a High-Performing Security Team: Recruitment and Retention Lessons from CISOs

Building a High-Performing Security Team: Recruitment and Retention Lessons from CISOs

CISOs who build high-performing security teams stop hunting for unicorns and instead engineer a deliberate mix of worker types, retrain talent from within the business, and treat retention as a joint, individualized process between manager and employee. Drawing on insights from CISOs at leading organizations, this benchmark analysis distills six actionable strategies for recruiting, developing, and retaining cybersecurity talent in a market where the perfect candidate rarely exists and the cost of turnover is steep.

Key Findings Summary

How Do CISOs Define a High-Performing Security Team?

Gerchow, a CISO quoted in CSO Online, defines a high-performing team as one that "works well together to protect the company, leans in, and builds trust among themselves and the business units." That definition goes beyond individual heroics. It emphasizes collective efficacy, proactive engagement, and cross-functional collaboration. Notably, Gerchow discovered that a team composed entirely of superstars did not perform well. Instead, he found that a better mix of worker types was necessary.

This distinction matters because many security leaders default to hiring the most technically brilliant candidates they can find. Yet a team of high-achieving engineers may lack the steadiness needed for day-to-day operations, leading to burnout, turnover, and coverage gaps. A high-performing team, therefore, is not merely a collection of top talent but a balanced unit capable of sustained execution and mutual support.

What Recruitment Strategies Are CISOs Using to Build Their Teams?

Modern CISO recruitment strategies are moving away from a "conventional search strategy" toward a model that "creates multiple talent pipelines and emphasizes workforce development." This shift reflects the reality that the cybersecurity skills gap cannot be filled by poaching alone. CISOs are becoming more involved in the hiring process, identifying specific skills needed to fulfill their strategic missions and then partnering with HR and recruiters to find candidates who meet those needs.

The key is not to hold out for a perfect candidate. Correia, a CISO cited by TechTarget, advises seeking candidates who demonstrate "technical capability," defined as meeting about 80% of the job's technical requirements. This pragmatic threshold recognizes that no candidate is likely to have every skill on the job description. Instead, CISOs should screen for cultural fit and an aptitude for learning, ensuring the hire can grow into the role.

Why the 80% Rule Works

The 80% rule works because it focuses on potential rather than perfection. A candidate who meets 80% of the technical requirements but exhibits strong cultural fit and learning agility is more likely to succeed long-term than a candidate who meets 100% of the requirements but cannot collaborate or adapt. This approach also broadens the talent pool, making it easier to fill roles in a competitive market.

How Can CISOs Diversify Their Talent Pipelines?

Gerchow's experience illustrates the value of diversifying worker types. He found that hiring only one type of worker—highly ambitious engineers—did not produce the best overall team. These engineers excelled at innovation and big initiatives but often had short tenures, chasing other projects. To balance the team, Gerchow deliberately recruited what he calls "rock stars": diligent, focused workers who handle routine day-to-day tasks reliably.

This insight can be extended to a broader pipeline strategy. CISOs should not limit themselves to external hires from competitors or security vendors. Instead, they should consider candidates from adjacent fields, such as IT, risk, compliance, and even engineering roles. Chapman, another CISO, asks his peers, "Have you looked internally first?" This approach led to stronger retention and a more resilient team.

Real-World Example: The Control Engineer Turned Vulnerability Assessor

Chapman shared a compelling example of an internal hire: a woman who was formerly a control engineer and later became responsible for running vulnerability assessments across all the plants. This pivot was possible because the organization invested in training and development, demonstrating that internal mobility can unlock hidden talent.

The takeaway: internal talent may not have cybersecurity titles, but they often possess transferable skills, deep business knowledge, and loyalty. By providing training and clear career paths, CISOs can build a bench of future security talent, avoiding the cost and disruption of external hires.

What Retention Strategies Are Effective for Cybersecurity Talent?

Retention in cybersecurity is not about ticking boxes. Chapman emphasizes that "retention and growth aren't about ticking boxes; it's about building relationships and understanding what benefits can be gained by both the cyber professional and their managers." This relational approach is a stark contrast to generic perks or retention bonuses.

A critical element is individualization. Chapman notes that "it's a joint process. It's not one-size-fits-all, but that's why it's so important to talk to your staff and work out internally, 'Okay, this employee's motivations are X and Y. What am I doing to help them in that journey or aid that progression?'" This requires managers to have regular, honest conversations about career goals, skill development, and job satisfaction.

The cost of ignoring this is significant. When employees feel their growth is stagnant, they leave. High turnover in security teams is especially damaging because it disrupts operations and erodes institutional knowledge. CISOs who invest in retention, therefore, are not just saving money; they are protecting the organization's security posture.

How Can CISOs Foster Continuous Learning and Development?

The cybersecurity landscape evolves rapidly, so continuous learning is non-negotiable. A modern hiring practice involves emphasizing workforce development to ensure hires continuously learn the latest skills. This can be achieved through formal training, certifications, conferences, and on-the-job exposure to new technologies and threats.

CHROs and CISOs should work together to allocate budget and time for learning. But development is not only about formal education. It can also include stretch assignments, job rotations, and mentoring. By creating an environment where learning is expected and valued, CISOs can retain employees who see a path for growth within the organization.

What Is the Role of the CISO in Talent Management?

The role of the CISO extends beyond technical leadership into talent management. According to Murray, a CISO cited by TechTarget, CISOs who identify the specific skills they need to fulfill their strategic missions and then work with HR and recruiters to find candidates are most successful. This means CISOs must be actively involved in writing job descriptions, interviewing, and even sourcing candidates.

The CISO's involvement signals to the organization and the market that talent is a strategic priority. It also ensures that candidates are evaluated not just on generic criteria but on the specific needs of the security team.

The CISO-HR Partnership

Effective CISO-HR partnership is built on clear communication and shared goals. The CISO defines what success looks like in terms of skills and cultural fit; HR operationalizes that vision into recruitment strategies and retention programs. This collaboration can include:

• Developing competency models for security roles
• Creating career ladders that reflect technical and leadership growth
• Implementing mentorship and sponsorship programs
• Establishing competitive compensation benchmarks informed by industry data

How Should CISOs Balance Technical Skills with Soft Skills?

The ideal candidate has both technical proficiency and soft skills like communication, teamwork, and adaptability. While the 80% rule addresses technical skills, cultural fit is equally important. Screening for cultural fit ensures that new hires align with the team's values and work style, reducing the risk of friction and turnover.

One effective technique is behavioral interviewing, where candidates are asked to describe past situations and how they handled them. This reveals not only technical problem-solving but also interpersonal dynamics and resilience. Additionally, team-based interviews can assess how candidates interact with potential colleagues.

Soft skills are particularly critical in security because professionals must often explain complex risks to non-technical stakeholders. As Gerchow noted, high-performing teams "build trust among themselves and the business units." This trust is built on clear communication and reliability.

How Can Internal Hiring Improve Retention and Cross-Functional Understanding?

Internal hiring offers dual benefits: it improves retention by providing growth opportunities to existing employees, and it deepens cross-functional understanding because internal hires already know the business. Chapman's experience supports this: the approach led to stronger retention, more resilient teams, and deeper cross-functional understanding.

But internal hiring is not always a simple win. Managers may hesitate to lose a good IT engineer to security, but the long-term benefit can outweigh the short-term disruption. To encourage internal mobility, organizations should develop clear pathways from other technical roles into security. This could include rotational programs, shadowing opportunities, and tuition reimbursement for security certifications.

Decision Framework: When to Promote Internally vs. Hire Externally

CISOs should weigh these factors for each role. For senior positions requiring niche expertise, external hires may be necessary. For many analyst and engineer roles, internal talent can be trained effectively.

What Are the Biggest Challenges in Building a Security Team?

The evidence points to several recurring challenges:

1. The skills gap: The pool of qualified cybersecurity professionals is limited, and roles require a combination of skills that few possess.
2. The unicorn problem: Many job descriptions demand unrealistic expectations, leading to prolonged vacancies and frustrated hiring managers.
3. High turnover: Security professionals are in demand and may leave for better opportunities if they feel undervalued or stagnant.
4. Budget constraints: Training and development programs cost money, and some organizations are unwilling to invest.
5. Cultural misalignment: Bringing in a superstar who doesn't fit the team can do more harm than good.

CISOs worldwide report these issues in industry surveys and panel discussions. The strategies outlined in this article directly address these challenges by broadening the talent pool, setting realistic expectations, and fostering an environment that encourages growth and commitment.

Recommendations for CISOs

Based on the benchmark data, here are actionable recommendations for CISOs looking to build and retain a high-performing security team:

1. Mix Employee Types Deliberately

Don't hire only superstars. Seek a balance of workers who drive innovation and those who ensure reliability. Define what "great" looks like for your team and recruit a blend of skills and temperaments.

2. Set Realistic Skill Thresholds

Adopt the 80% rule: look for candidates who meet most, but not all, of the technical requirements. Prioritize cultural fit and learning aptitude. Train the missing 20% through onboarding and development plans.

3. Build Multiple Talent Pipelines

Expand your sources of talent beyond traditional cybersecurity channels. Look internally at IT, engineering, and other business units. Partner with universities, bootcamps, and professional associations. This increases resilience against market fluctuations.

4. Lead Retention as a Joint Process

Regularly meet with each team member to understand their motivations and career goals. Tailor development plans and opportunities accordingly. Recognize that retention is not just about salary but also about purpose, growth, and relationships.

5. Invest in Continuous Learning

Provide ongoing training and certification opportunities. Encourage attendance at conferences and webinars. This keeps skills current and signals that the organization is invested in employees' long-term careers.

6. Measure and Adjust

Just as you track security metrics, track talent metrics: time-to-fill, retention rate, internal mobility success rate, and employee engagement scores. Use this data to iterate on your strategy.

These recommendations are not sequential; they form a cohesive talent strategy that integrates recruitment and retention. For a deeper dive into leadership behaviors that support these goals, see our previous analysis on Executive Insights and CISO Leadership: A Complete Guide and CISO Insights: Lessons from Leading Cybersecurity Executives.

Why Retention Is Critical for Security Maturity

A high-performing security team is not built overnight, and it cannot withstand constant turnover. Chapman's observation that fostering internal talent promotes inclusivity and resilience is a key lesson. When employees see that their organization is committed to their professional journey, they are more likely to invest in protecting the organization.

Moreover, a stable team develops deep institutional knowledge that is invaluable for defending against threats. New hires, no matter how skilled, require time to learn the organization's unique architecture, data flows, and risk appetite. Reducing churn preserves this knowledge advantage.

Conclusion

Building a high-performing security team in today's cybersecurity talent landscape requires a deliberate and data-driven approach. The benchmark insights from CISOs emphasize that hiring is not about finding a perfect candidate but about building a balanced team, leveraging multiple talent sources, and prioritizing learning potential. Retention is equally crucial—it hinges on recognizing each employee's unique motivations and fostering a culture of growth and inclusion. CISOs who embrace these strategies will not only strengthen their security posture but also create a sustainable, engaged workforce.

Internal mobility and continuous learning are not just retention tools; they are strategic weapons in the race for talent. By investing in people, you build a team that is greater than the sum of its parts, capable of adapting to whatever threats come next. For practical guidance on communicating security strategy to business leadership, refer to our article on How to Communicate Cybersecurity Strategy to the Board of Directors.

For CISOs navigating the pressures of leadership, it is also vital to manage burnout and mental health—a topic explored in Navigating Burnout: Mental Health Strategies for Cybersecurity Leaders. Ultimately, a high-performing security team is built on people, and the CISO's most important job is to create an environment where they can thrive.