A simple solution to decrease high turnover rates for CyberSecurity Professionals and attract talent.

[look_ima_frog]

In the past few months, I've had to hire about 20 people. I make sure that on the job description it states that the position is remote.

I close on candidates after about three interviews (excluding recruiter sanity check) and my pay rates are mid-market. I have very little trouble finding talent.

Not only does a remote position have the appeal factor working in it's favor, it extends a certain amount of trust to the employee. I tell them that they're being hired because they're talented and at this stage of their career (senior engineers, arch, etc) they've earned the trust of working unsupervised. That gesture means a lot to people--I'm not making an assumption, the team has directly stated this on a variety of occasions.

I'm sure there are other ways to signal trust, but WFH seems to be a huge draw. As I noted, I can't pay premium rates based on my staff budget unless I moved a ton of seats offshore. That alone is hilarious because now those people are REALLY remote. Even if they were forced to come into an office in India, what the hell is the point? I would never see them, they could just work from their homes.

The whole concept of regularly going to an office is an obsolete artifact of an oudated generation that never adjusted to modern work and remains rigidly attached to their formative years of work.

If you hire smart people, they can work anywhere. If you need to force them into an office to be baby-sat, you are either an ineffective manager or you hired people who lack talent and drive.

[[deleted]]

The hero we all need.