Our latest Security Organizational Design Trends Report provides CISOs and other security leaders with a blueprint for organizational structures, staffing models, headcount ratios, compensation benchmarks, and budget allocation patterns.
DOWNLOAD NOW: Security Organizational Design 2025 Benchmark Report
The data culled from nearly 1,500 CISOs and security professionals across Fortune-500, large enterprise, and midsize organizations reveals how top-performing organizations structure their security teams—and provides a roadmap for CISOs looking to mature their operations. The research reaffirms the reality CISOs face today: effective talent management and succession planning are no longer optional in today's security operations landscape—they are required for organizational success.
IANS Faculty AJ King discusses the importance of succession planning for security leaders. Watch the full video here:
Organizations must recognize and invest in their high-performing talent and not just with financial rewards, but also by offering growth opportunities through training, project leadership, and networking. Designing clear job families gives team members structured goals and advancement opportunities for roles such as SOC analysts. Security leaders who take these steps will foster stronger, more resilient teams.
READ MORE: The Evolution of Security Organization Design: A Maturity Roadmap for CISOs
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Get the Latest Analysis on the CISO Talent Landscape
Cybersecurity faces a persistent talent shortage. With CISOs struggling to staff critical security roles and retain existing employees, understaffed teams are left to execute essential security initiatives. Download the 2025 CISO Compensation Benchmark Snapshot Report and use the data to refine staffing, negotiate pay bands, and secure budgets for top talent. To request the full 36-page report, contact us.
You can also download our 2025 Security Organizational Design Benchmark Report—and gain access to valuable insights on team design, leadership positions, and pay ranges broken down by three distinct revenue and staffing clusters. Contact us to request the full report.
Although reasonable efforts will be made to ensure the completeness and accuracy of the information contained in our blog posts, no liability can be accepted by IANS or our Faculty members for the results of any actions taken by individuals or firms in connection with such information, opinions, or advice.