CISOs Get Real About Hiring in the Age of AI

Summary

This Dark Reading Confidential podcast captures a conversation between host Becky Bracken and two CISOs — Fred Kwong (DeVry University) and Jessica Sica (Weave Communications) — about how AI and automation are reshaping the cybersecurity hiring landscape.

The discussion covers how AI-driven HR screening can filter out suitable candidates, the growing importance of referrals and networks, practical ways for new entrants to gain hands-on experience (cyber ranges, home labs, capture-the-flag, internships), and creative employer approaches to keep a healthy talent pipeline as entry-level SOC roles get automated.

The guests also suggest tactical advice for jobseekers: learn core IT fundamentals, build small labs or passion projects, volunteer and network at events, leverage AI to optimise résumés, and consider adjacent roles (QA, helpdesk) as pathways into security.

Key Points

AI is widely used by HR to screen résumés and can inadvertently miss strong candidates whose applications don’t match algorithmic patterns.
Referrals and human networks matter more than ever — personal recommendations often bypass initial AI screening.
Candidates should use AI themselves to tailor résumés and match job descriptions and team profiles.
Hands-on experience remains crucial: cyber ranges, CTFs, home labs and internships teach practical skills that certificates alone may not convey.
Alternate entry paths (help desk, QA, call centre roles) can provide transferable troubleshooting and soft skills useful in security careers.
Organisations risk creating a pipeline gap by automating or outsourcing many junior roles; employers should champion and fund junior positions or partner with vendors to train talent.
Specialised junior roles (for example, AI-prompting operators within SOC workflows) could be created to preserve entry-level opportunities.
Volunteering and visible passion projects are cheap, effective ways for candidates to demonstrate commitment and continuous learning.

Content summary

Becky Bracken moderates a practical, candid talk with CISOs Fred Kwong and Jessica Sica. They agree AI is changing hiring: large applicant pools require automated screening, which can bias selection towards résumés that match expected keywords and patterns. Managers now lean on referrals and networks to find talent that algorithms miss.

For entrants, the discussion stresses fundamentals — networking, core IT knowledge, and hands-on practice — rather than relying solely on classroom or bootcamp credentials. Both guests promote pragmatic approaches: build labs (cloud or local), join CTFs, pursue internships, and consider adjacent roles to get foot-in-the-door experience. Employers should be creative: sponsor internships, work with third parties to train prospects, or invent junior roles tied to the new AI-augmented workflows. Without active measures, the sector may face a thinning pipeline of future senior security talent.

Context and relevance

This conversation is timely for hiring managers, security leaders and jobseekers. As AI tools automate repetitive SOC tasks, the industry must reconcile efficiency gains with long-term talent development. The episode ties into larger trends: AI-driven HR, outsourcing of low-level security work, and the need for new training pathways. Organisations that ignore the talent pipeline risk shortages of mid- and senior-level practitioners in coming years. Conversely, teams that create deliberate entry routes or retrain staff to work with AI will gain a strategic advantage.

Author style

Punchy and practical: the hosts and guests keep the focus on actionable advice — how to get noticed, how to learn, and how employers can patch the pipeline. If you hire or hope to enter cybersecurity, the detail here is worth a close read.

Why should I read this?

Look — if you’re job hunting or hiring in security, this is the sort of straight-talking briefing that’ll save you time. It spells out what actually works now: network hard, show hands-on chops, use AI smartly (both to get past screens and to supercharge your future role), and be prepared to pivot into adjacent jobs if pure entry-level security posts are scarce.

Source

Source: https://www.darkreading.com/cybersecurity-operations/ciscos-get-real-about-hiring-age-ai