How to Write a Cyber Security Job Ad That Attracts the Right People
Cyber security is now a board-level priority for organisations across the UK. From financial services and healthcare to critical infrastructure, SaaS platforms and the public sector, demand for skilled cyber security professionals continues to grow.
Yet despite this demand, many employers struggle to attract the right candidates. Cyber security job adverts often generate large volumes of applications, but few are a genuine match. Meanwhile, experienced security engineers, analysts and architects quietly ignore adverts that feel vague, unrealistic or disconnected from real security work.
In most cases, the problem is not a lack of talent — it is the quality of the job advert.
Cyber security professionals are trained to assess risk, spot weaknesses and question assumptions. A poorly written job ad signals organisational immaturity and weak security culture. A well-written one signals seriousness, competence and trust.
This guide explains how to write a cyber security job ad that attracts the right people, improves applicant quality and positions your organisation as a credible security employer.
Why Cyber Security Job Ads Often Fail
Cyber security job adverts commonly miss the mark for several reasons:
Vague titles like “Cyber Security Specialist” with no context
Unrealistic skill lists combining SOC, cloud security, GRC and DevSecOps in one role
Overemphasis on tools rather than outcomes
No clarity on security maturity or risk profile
Buzzword-heavy language with little substance
Experienced cyber security professionals recognise these issues instantly — and move on.
Step 1: Be Clear About What Type of Cyber Security Role You’re Hiring
“Cyber security job” is not a single role. It covers a wide range of specialisms.
Your job title and opening paragraph should clearly signal what kind of security professional you are looking for.
Common Cyber Security Role Categories
Be specific from the outset:
Security Operations Centre (SOC) Analyst
Cyber Security Engineer
Cloud Security Engineer
Application Security Engineer
Penetration Tester
Incident Response Specialist
GRC Analyst (Governance, Risk & Compliance)
Security Architect
DevSecOps Engineer
Avoid vague titles such as:
“Cyber Security Expert”
“Security Technologist”
“Cyber Lead” (without explanation)
If the role spans multiple areas, explain how responsibilities are split.
Example:
“This role is primarily focused on SOC monitoring and incident response (around 70%), with the remaining time spent on threat hunting and process improvement.”
That clarity dramatically improves candidate fit.
Step 2: Explain Your Security Environment & Risk Context
Strong cyber security candidates want to understand the environment they are protecting.
They will ask:
What type of organisation is this?
How mature is the security function?
Is security proactive or reactive?
Your job ad should answer these questions early.
What to Include
Industry and threat landscape
Size and maturity of the security team
Whether the role is defensive, offensive or governance-focused
How security fits into the wider organisation
Example:
“You will support a 24/7 SOC protecting a regulated financial services platform with millions of UK customers.”
This provides immediate context and filters out unsuitable applicants.
Step 3: Separate Technical Security From GRC Roles
A common mistake in cyber security hiring is blending technical security and GRC responsibilities without clarity.
These are distinct career paths.
Technical Cyber Security Roles
Appeal to candidates interested in:
Detection and response
Engineering and tooling
Vulnerability management
Red team or blue team activities
Highlight:
Hands-on responsibilities
Technical challenges
Ownership of incidents or systems
GRC & Risk Roles
Appeal to candidates focused on:
Policies and controls
Risk assessments
Compliance frameworks
Audits and reporting
Highlight:
Regulatory environment
Stakeholder engagement
Governance responsibilities
If your role includes both, explain the balance honestly.
Step 4: Be Precise With Skills & Certifications
Cyber security professionals expect specificity.
Long, unfocused lists signal confusion and discourage experienced candidates.
Avoid the “All of Cyber Security” List
Bad example:
“Experience with SOC, SIEM, cloud security, penetration testing, DevSecOps, compliance, risk management and security architecture.”
This describes several jobs, not one.
Use a Structured Skills Framework
Essential Skills
Relevant hands-on experience for the role type
Strong understanding of core security principles
Experience working in real-world cyber security environments
Desirable Skills
Familiarity with specific tools or platforms
Exposure to cloud or hybrid environments
Nice to Have
Relevant certifications (eg CISSP, CISM, CEH, Security+, CREST)
Experience in regulated industries
This structure feels realistic and credible.
Step 5: Use Language Cyber Security Professionals Trust
Cyber security professionals are particularly sensitive to inflated or marketing-led language.
Reduce Buzzwords
Avoid excessive use of:
“Military-grade security”
“Unhackable systems”
“Best-in-class cyber defence”
Focus on Reality
Describe real challenges and risks.
Example:
“You’ll work in an environment where incidents do occur, and your role is to help detect, respond and improve resilience over time.”
That honesty builds trust.
Step 6: Be Honest About Seniority, Pressure & Responsibility
Cyber security roles vary widely in responsibility and stress.
Be clear about:
On-call or shift requirements
Level of autonomy
Decision-making authority during incidents
Example:
“This role includes participation in an on-call rota and requires confidence responding to live security incidents.”
Transparency prevents later dissatisfaction.
Step 7: Explain Why a Cyber Security Professional Should Join You
Cyber security talent is in high demand. Candidates are evaluating your security culture as much as your salary.
Strong motivators include:
Executive support for security
Real influence over decisions
Investment in tooling and training
Clear incident response processes
A culture that values security, not just compliance
Avoid focusing on surface-level perks. Culture and credibility matter far more.
Step 8: Make the Hiring Process Clear & Respectful
Cyber security professionals value efficiency and professionalism.
Good practice includes:
Clear interview stages
Technical interviews with knowledgeable peers
Relevant assessments, not trick questions
Transparent timelines
A well-run hiring process reflects a mature cyber security function.
Step 9: Optimise for Search Without Sacrificing Credibility
For Cyber Security Jobs, SEO matters — but authenticity matters more.
Natural Keyword Integration
Use phrases such as:
cyber security jobs UK
cyber security careers
SOC analyst jobs
security engineer roles
information security jobs
Integrate them naturally. Keyword stuffing undermines trust.
Step 10: End With Confidence, Not Fear
Avoid fear-based or urgent calls to action.
Close with clarity and professionalism.
Example:
“If you want to work in cyber security where risk is taken seriously and your expertise is valued, we’d welcome your application.”
Final Thoughts: Strong Cyber Security Hiring Starts With Clear Job Ads
Cyber security is built on trust, clarity and competence — and so is hiring.
A strong cyber security job ad:
Attracts better-matched candidates
Filters out unsuitable applications
Saves time for hiring teams
Strengthens your security employer brand
Clear, honest job adverts are one of the most effective security investments you can make.
If you need help crafting a cyber security job ad that attracts the right candidates, contact us at CyberSecurityJobs.tech — expert job ad writing support is included as part of your job advertising fee at no extra cost.
