Retention Risk Grows as Most Cybersecurity Professionals Eye New Roles

The 2026 Cybersecurity Talent Snapshot Report analyzes survey responses from 515 cybersecurity professionals across different levels of seniority, examining how role expectations are defined and how compensation benchmarks compare across the field.

It also captures retention patterns and workforce planning data, showing how organizations structure teams and where turnover risk is emerging, offering a clearer view of how cybersecurity functions are being built and maintained today.

Budget constraints and uncertainty around AI adoption are shaping how these workforce dynamics take hold. Many organizations are holding headcount flat while demands on security teams continue to grow, increasing pressure on how roles are defined and how work is distributed.

In this environment, decisions around team structure, career progression, and workload carry more weight, as retention concerns and employee expectations continue to influence stability.

Why It Matters: Workforce stability affects how well security teams can do their jobs over time. When people leave often, important knowledge goes with them and ongoing work can stall or lose direction. Open roles or constant rehiring also pull attention away from security priorities, making it harder for teams to stay focused and maintain steady progress as demands grow.

• Wide Compensation Range Across Roles: Median pay starts around $113K for security analysts and climbs to $188K for architects, reaching about $256K for functional leaders. Top 10% earners extend well above these figures, up to $380K in leadership roles. Equity plays a meaningful role in total compensation, especially at senior levels, where more than half receive some form of ownership stake. This creates visible gaps not only between roles but within them, depending on seniority and company profile.

• Company and Credentials Shape Pay: Compensation varies widely based on organizational context and individual background. Large enterprises, particularly those with more than $5B in revenue, offer pay above the average, with public companies adding further premiums. Geography and experience also influence earnings, leading to noticeable differences for professionals in similar roles depending on where they work and their career history.

• High Intent to Leave Across Workforce: Only about one-third of professionals expect to stay with their current employer over the next year, while the majority are either considering new opportunities or remain undecided. This trend spans senior leaders as well as staff, creating ongoing continuity challenges. Frequent movement can disrupt projects and place added pressure on teams already managing growing workloads.

• Satisfaction Linked to Growth and Experience: Job satisfaction is strongly tied to how employees view their future and how sustainable their day-to-day work feels. Opportunities for advancement and manageable workloads play a major role, alongside compensation. When these factors fall short, employees are more likely to reassess their roles and consider leaving.

• Retention Requires Coordinated Action: Retention depends on how compensation aligns with the overall work environment and how clearly roles are defined. Competitive pay still matters, though employee experience is also shaped by recognition and flexibility in how work gets done. Clear expectations and well-scoped responsibilities help reduce friction, making it easier to maintain stability and keep teams functioning without constant disruption.

Go Deeper -> 2026 Cybersecurity Talent Snapshot Report – IANS