One Solution on How the U.S. Government Can Compete for Top Cybersecurity Professionals

While the private sector is undeniably in great need of cybersecurity professionals, the public sector must compete for the limited supply of qualified candidates, particularly those capable of filling high-level positions. As one DHS official put it, the challenges with recruiting cybersecurity workers to the government is a "national security issue." The U.S. needs to "figure out how we can build and sustain a cybersecurity workforce as a national asset for America." Currently, more than 36,000 U.S. public sector cybersecurity jobs remain unfilled, or an astonishing 37% of available jobs.

Working for the public sector often comes with a multitude of benefits, such as work-life balance, job security, paid government holidays, generous retirement and other fringe benefits. It also come with significant responsibility and experience, and the job satisfaction associated with the critically important task of protecting the country as a whole against cyber threats, both foreign and domestic. But the dramatic shortage of qualified cybersecurity professionals and the multitude of career options available to them means that these perks alone will not suffice to attract top talent, particularly given the lucrative salaries that can be garnered in the private sector. For example, Fortune 500 companies in large cities pay Chief Information Security Officers (CISOs) approximately $400,000 in base salary plus additional compensation. By contrast, the 2021 General Schedule (GS) payscale tops out around $172,500, even after factoring in the highest "Locality Pay Adjustments." The government, therefore, must create a compelling and competitive financial incentive to accompany the traditional draws of public service.