How Local Governments Can Recruit Cybersecurity Talent

As cyber threats grow more sophisticated and widespread, local governments across the United States face an urgent need to protect sensitive data, critical infrastructure, and public services. However, attracting and retaining cybersecurity talent remains one of their greatest challenges especially when competing with the private sector, which often offers higher pay and flashier perks.

Despite these hurdles, local governments can and must find innovative ways to recruit cybersecurity professionals. The stakes are high: ransomware attacks on municipal systems, breaches of resident data, and disruptions to emergency services have made clear that robust cyber defenses are no longer optional. Here’s how local governments can compete in the talent race and build strong cybersecurity teams.

Understanding the Talent Gap

The cybersecurity workforce shortage is a nationwide problem. According to (ISC)², the global cybersecurity workforce needs to grow by over 3 million professionals to meet current demand. In the U.S., job openings in cybersecurity far outpace the number of qualified candidates, and most of those candidates gravitate toward higher-paying jobs in tech companies, financial institutions, or federal agencies.

Local governments, which often operate on tight budgets and outdated systems, can seem like unattractive options. Yet they also offer meaningful opportunities to protect communities and serve the public interest—an appeal that can resonate with the right candidates if properly emphasized.

Strategies for Recruiting Cybersecurity Talent

1. Offer Mission-Driven Work

Local governments have a unique edge in offering purpose. Working in the public sector means defending schools, hospitals, water systems, and emergency services from cyber threats. Many professionals are drawn to jobs that make a real difference and cities and counties should emphasize this in their recruitment messaging.

2. Create Entry Points for Emerging Talent

Local governments can build cybersecurity capacity from the ground up by:

• Partnering with local colleges and universities to offer internships and apprenticeships.
• Developing fellowship or rotational programs for new graduates.
• Sponsoring cyber bootcamps that lead to direct placement in municipal IT departments.

By tapping into early-career talent, local governments can compete before candidates get locked into private sector roles.

3. Enhance Compensation Through Creative Benefits

While most municipalities can’t match tech-sector salaries, they can improve total compensation in other ways:

• Offer flexible or remote work arrangements.
• Provide generous retirement plans and health benefits.
• Support work-life balance and job stability.

Local governments should clearly communicate these benefits as part of their job marketing strategy.

4. Prioritize Career Development

Cybersecurity is a fast-changing field. Municipalities that invest in ongoing training, certifications (e.g., CompTIA, CISSP), and opportunities for promotion are more likely to retain talent. Creating clear advancement paths shows that public sector work doesn’t mean stagnation.

5. Build Strategic Partnerships

When in-house talent is scarce, local governments can turn to partnerships:

• Collaborate with state cybersecurity offices or regional ISACs (Information Sharing and Analysis Centers).
• Use shared services models with neighboring municipalities.
• Leverage public-private partnerships to bring in expertise and tools on a contract basis.

These strategies help bridge immediate gaps while building long-term capacity.

Competing with the Private Sector: Focus on What Sets You Apart

Instead of trying to match tech giants dollar-for-dollar, local governments should double down on what makes public service appealing:

• Community impact: Employees see the direct results of their work protecting real people.
• Diverse challenges: Unlike narrow roles in the private sector, local government positions often span a wide array of tasks and systems.
• Stability: In an industry where layoffs are common, public employment offers security.
• Autonomy and leadership opportunities: Smaller teams mean employees often take on more responsibility, offering faster growth.

With strategic branding, outreach, and investment, local governments can reframe the narrative: cybersecurity in the public sector is not a fallback.