Cybersecurity hiring is tough. Demand outstrips supply, competition is fierce and the cost of a bad hire can be enormous. But, too often, companies rush to post a job ad without a clear plan, which results in delays, mis-hires, and frustration on all sides.
At Needus, we specialise in connecting businesses with top cybersecurity talent. In our experience, asking the right questions upfront can make all the difference.
Here are five questions every hiring manager should ask before opening a cyber role.
1. What business problem do we need this person to solve?
Cybersecurity isn’t just about tools or certifications – it’s about outcomes. Are you trying to reduce breach risk, achieve compliance, strengthen incident response or scale a team? A clear problem statement ensures you don’t just hire for skills, but for impact.
2. Do we know which skills are essential and which are just nice to have?
Many job ads read like wishlists, with 10 or more must-have requirements. This often scares away strong candidates. Instead, identify the non-negotiable skills and separate them from the ‘bonus’ skills. For example:
- Must have: Experience in SOC operations.
- Nice to have: Cloud certifications.
This clarity speeds up shortlisting and widens your pool of qualified applicants.
3. Are we set up to compete for talent in this market?
Cyber talent is in short supply, especially in Australia. Before advertising a role, ask yourself:
- Is our salary package competitive?
- Can we offer hybrid or flexible work options?
- Do we have a clear EVP (employee value proposition)?
If you can’t answer ‘yes’ to most of these, your job ad may struggle to gain traction.
4. Who will support and develop this hire?
The best candidates want to know they’ll be mentored and supported. Having a clear structure in place – a team lead, training pathways and progression opportunities – shows that you’re serious about investing in talent, not just filling a seat.
5. What’s our hiring process and how fast can we move?
Top cyber candidates are usually off the market within 10 to 15 days. If your process takes weeks, you’ll lose out. Review your pipeline:
- Do you have interviewers booked in advance?
- Is feedback provided quickly?
- Can an offer be made promptly?
A streamlined process signals professionalism and helps you secure the right person before competitors do.
Asking these five questions before opening a role saves time, reduces hiring risk and positions you to attract the best cyber talent.
At Needus, we help businesses refine their hiring strategies and connect them with candidates who don’t just meet technical requirements, but also fit the culture and long-term goals.
Ready to make your next cyber hire? Contact us today to find out how we can help.
