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The Hidden Costs of Losing Security Talent
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User Rank: Apprentice
9/3/2020 | 9:11:02 PM
Not substantive, salary figure too high, obvi conclusions
In the mid 2000's I took two HR oriented classes in my MBA program. Nearly all of the points made here were made back then. 

It is well known:  whenever a skilled staff member leaves there are real costs to locating a replacement and training a replacement. Nothing new in this article on that front. 

Listening to Twitter and another large closed info-sec email list, I'd say that the issues are more that there is a security skills shortage, little incentive to build secure systems, and a low/poor management committment to building securely coded solutions. Skill shortages are solvable by educating internal staff and then incentivizing them to do the right thing, security wise. Microsoft has proven this, as have other large firms. Something like 10-15 years ago they started making people actually be responsible for secure code. 

The issue is that Sr Mgmt (C-X-O and A-VP and above) behave in a manner that protects their bonues because they are preassured by the market to "get it done and get it out", not "get it out, stable, and secure."  Until the rest of the Fortune 1000 and Global 2K follow what MSFT did we will continue to battle. 

Further - it is *well known* that money is reason #5 on the list. People fire managers, or companies long before dollars. 

I have 15 years of sec-exp - most of the calls I get are temp 3-6 month short term at a pay rate around 60 - 80. Of the past 30 calls / inquiries in the past 60 days, only 3 were for positions equivalent to what I have on my resume - Director and above. The rest were not. Matter of fact, the best three interviews I've had in the past year came from personal 1:1 relationships.

I dropeed over 100 resumes where the PD/JD clearly matched up to the keywords in the article - I get maybe 10% engagement.

Go and listen to people applying for pen test jobs - people with a SANS certification or in some cases the OSCP. Employers run them through actual "hack this" tests, multiple times. I know a few who had to do 4 test events.  It will run people ragged, esp. when the offers comes in a 50k-60k yr., in midwest metro markets. 

User Rank: Apprentice
9/3/2020 | 12:39:59 PM
Lots of obvious conclusions here. 

Not a lot of solutions for the current economic climate. Yes, its nice to have a charted career path, but reality is much different. 

As a leader of a streamlined operation, how will you respond when ANY team member comes up and says "I can't see my future here. What does my career path look like?"

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