The Cybersecurity GTM Hiring Landscape

Read this way: account executive and sales IC roles at 950 openings outnumber BDR and SDR roles at 282 by roughly four to one. Pipeline generation capacity leads closing capacity by a quarter or more, so a market hiring closers this much faster than pipeline generators is one where coverage problems surface two quarters out.

Read this way: leadership openings are scarce. Across 3,759 roles there are 51 at VP level or above (46 VP, 3 C-level, 2 SVP), plus 40 more carrying a Head of title, which sits anywhere between Director and VP depending on the company. Even counting Head of generously, that is 91 senior seats out of 3,759. For anyone searching at that level the practical implication is that the posted market is a fraction of the real market, and most of these seats get filled through networks before they are ever listed.

What each stage is hiring for

Each row sums to 100 percent of that stage's open roles, so this shows what a stage prioritises rather than how much it hires. Functions are grouped the same way GTM Radar's filter chips group them, so the two match. The finer split, presales against sales IC or product marketing against demand generation, is on the Function tab.

Rows with fewer than 10 open roles show counts rather than percentages: Seed. A percentage off a base that small reads as a finding and is not one.

Read this way: sales is the largest block at every stage, which is expected. What moves is everything around it. Marketing runs highest at Series A and Series C, the two points where a company is usually repositioning rather than just selling more. Dedicated revenue operations barely registers before Series B and roughly doubles after, which is the point at which a company stops selling on founder energy and starts needing a system. Customer success is heaviest at PE-backed companies, where retention is the thesis.

By function group

Every open role, grouped the way GTM Radar's filter chips group them.

Read this way: marketing is the least remote block in go-to-market at 44 percent, against sales at 44. That is a 16 point gap and it is not what the detailed breakdown below suggests, where every marketing sub-function lands in the forties. The reason is community and developer relations, 133 roles at 4 percent remote, which sits inside marketing and pulls the whole block down. Strip it out and marketing tracks the rest of go-to-market closely. Worth knowing if you are hiring or being hired into a marketing org and reading the category average as your own odds.

By individual function

Functions with fewer than 40 open roles are excluded, since a percentage on a small base is noise. They are listed underneath rather than dropped.

Held out of the chart above, shown for completeness: Marketing Leadership 42% of 36 roles; Sales Leadership 57% of 23 roles.

Read this way: the split tracks how much of the job depends on being in a room with someone. Customer success and sales engineering, which run on scheduled calls, sit at the top. Community and developer relations sits at the bottom, because the work is conferences, meetups and booths.

Read this way: the teal dot is the bottom of the band and the amber dot is the top. Band width matters as much as position: a wide band means the title covers genuinely different jobs at different companies, which is exactly where a candidate gets underpaid by accepting the title instead of negotiating the scope. Base is only part of the picture on revenue-carrying roles, where variable runs 40 to 50 percent against 10 to 25 percent on most marketing roles, so a base comparison across the two understates the sales side. On-target earnings for every role are in the CSV. Compare the roles that get confused with each other before writing or accepting a job description.

7.2% of open go-to-market roles are leadership positions: 269 of 3,759, or roughly 46 executive openings per 100 tracked companies.

Read this way: marketing carries one of the highest leadership shares on the board at 14.5 percent, 90 leadership roles out of 621 open marketing positions. A function hiring leaders at that rate is either building teams that do not exist yet or replacing leaders who did not last. Both readings point at the same thing: marketing leadership in cybersecurity turns over faster than the function can absorb, which is a structural problem rather than a hiring-pool problem. Function groups with fewer than 40 open roles are excluded, because a percentage on a base that small moves several points on a single posting.

Read this way: roles per company is the more useful column. A firm with a large tracked portfolio and a low roles-per-company figure has breadth; a firm with two or three tracked companies and a high figure has a small number of portfolio companies scaling hard right now. Firm names are normalized before counting, so Insight and Insight Partners, or a16z and Andreessen Horowitz, are counted once rather than split. Corporate venture arms are included and labelled as such.

Req count against how long those reqs have been open

Read this way: a high req count can mean two opposite things, and the count alone cannot tell you which. Roles that went up recently point at a plan that is funded and moving. Roles sitting open two or three times longer than the site median point at reqs nobody is closing, which usually comes down to a band set below market, a process that stalls, or a role scoped so broadly that no single candidate matches it. Verkada at 168 reqs with a 7 day median is the first case. Sophos at 53 with a 79 day median is the second. As a candidate, the second group is where an application is most likely to sit unread, and also where you have the most leverage if you are genuinely a fit.