According to Dark Reading, cybersecurity hiring is facing a fundamental disruption as AI transforms traditional recruitment processes. CISOs Jessica Sica of Weave Communications and Fred Kwong of DeVry University revealed that automated screening tools are creating blind spots in talent acquisition, potentially filtering out qualified candidates before human eyes ever see them. The problem is particularly acute for entry-level positions where thousands of applicants compete for roles that AI now screens aggressively. Both experts emphasized that HR departments increasingly rely on AI to manage overwhelming application volumes, creating a system where candidates must optimize their résumés for algorithms rather than showcasing genuine skills. The traditional talent pipeline is breaking as tier one SOC analyst roles—historically the proving ground for new cybersecurity professionals—are being automated away, raising concerns about how newcomers will gain essential experience.
The AI Screening Problem
Here’s the thing about automated hiring systems: they’re creating what Jessica Sica calls “talent pool distortion.” When companies receive thousands of applications for a single position—especially for roles based in tech hubs like India—AI becomes the gatekeeper. But the criteria these systems use often have little to do with what actually makes a good security professional. “I don’t care if they can write a good résumé,” Sica pointed out. “I care about other things.” The scary part? We might not even be seeing the best candidates anymore because their résumés don’t match whatever secret sauce the AI is looking for. It’s basically like trying to win a game when you don’t know the rules.
How Candidates Are Gaming the System
So what’s a job seeker supposed to do? Both CISOs had some surprisingly practical advice. Fred Kwong suggested candidates essentially fight AI with AI—using tools like ChatGPT to optimize their résumés with the right keywords that will get past automated screens. But it goes beyond just keyword stuffing. Jessica Sica recommended researching the actual team you’d be working with, checking out their LinkedIn profiles, and understanding the company culture. “Take the job description, give the job website, give your résumé, and then send that through AI and say, how can I make sure that I get noticed at this company?” she advised. It’s become a meta-game where your ability to understand and manipulate hiring algorithms might be more important than your actual technical skills.
The Human Network Advantage
Despite all the AI hype, both experts kept returning to one old-school solution: personal networks. “I will take a referral from one of my CISO peers of a candidate over someone that’s just going through the applicant process,” Kwong stated bluntly. Sica confirmed this from her own experience, noting that a recent hire came through a referral despite numerous applications coming through formal channels. This creates a worrying dichotomy—if you’re well-connected in the cybersecurity community, you can bypass the broken system entirely. But if you’re trying to break into the industry? Good luck getting past the AI gatekeepers. It’s essentially creating two separate hiring tracks that favor insiders over newcomers.
The Coming Experience Crisis
Perhaps the most concerning issue they raised involves the future pipeline. Those tedious tier one SOC analyst jobs that everyone complained about? They served a crucial purpose as cybersecurity’s farm system. Now that AI is automating those entry-level monitoring and alert triage functions, where will the next generation gain their foundational experience? Kwong mentioned DeVry’s use of cyber ranges—simulated environments where students can get hands-on with real tools and scenarios. But let’s be honest: can any simulation truly replace the pressure and unpredictability of real security operations? We’re looking at a potential experience gap that could haunt the industry for years. The very automation meant to solve staffing shortages might actually be creating a much deeper talent crisis down the road.
Broader Industry Implications
This hiring disruption reflects a larger pattern across technology sectors where AI implementation is creating unintended consequences. In manufacturing and industrial settings, for example, companies deploying advanced computing systems need professionals who understand both the technology and the operational environment. The same pattern applies to cybersecurity—the most valuable professionals will be those who can bridge technical expertise with business context. As organizations increasingly rely on sophisticated computing infrastructure, from industrial panel PCs to cloud security platforms, the human element becomes even more critical. The challenge is ensuring our hiring practices actually identify those bridge-builders rather than just people who are good at gaming automated systems.
