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Relocation costs now a sticking point for job-hunting security managers

Bob Violino | May 6, 2015
In an effort to cut costs, many companies hire local candidates to fill CSO positions. But are they also sacrificing quality for their security program?

"Below that level, however, it is often very difficult to find organizations willing to cover the costs of relocation," Clark says. "Unfortunately, the majority of the hiring necessary in any organization goes on at this level, which causes issues with positions being open much longer than necessary or not being filled at all."

Some recruiters, however, say they've not encountered any major issues regarding relocation costs.

"We have filled some of the most prestigious CISO roles as well as companies hiring first-time CISOs, and for the most part they understand the demand for these executives is very high and are providing relocation packages," says Joyce Brocaglia, founder of Alta Associates, an executive search firm specializing in information security and IT risk.

"We have filled over 20 information security positions in the first quarter, and the majority of companies were willing to relocate candidates," Brocaglia says. "The only times we see companies not wanting to fund relocation expenses are for junior level to entry level manager roles that they believe they can find local talent. Even in those cases, the majority of companies are willing to provide some type of sign-on to defer expenses."

As the demand for talent has increased the past few years, "I've had more companies offering relocation packages than I did in the 2008 to 2011 timeframe," adds Jeff Snyder, president of

"It is safest for a job candidate today to be prepared for reimbursement for a pack and move where the company will pay for a rental truck and maybe packing and a month or two of storage on the destination end of the relocation," Snyder says. "If a company offers a relocation package that includes assistance with selling a home or even outright buying a candidate's home, this is what I would consider to be a package with gravy."

Nevertheless, containing relocation costs now appears to be a reality that recruiters, candidates and hiring managers must acknowledge and in most cases accept, Lavinder says. "This trend began during the recession and is ongoing," she says.

Unrealistic expectations by candidates

The unwillingness of many companies to pay for relocation costs when hiring security executives and staff is having an impact in several ways, according to recruitment experts.

"This can make the jobs of recruiters and internal talent acquisition personnel more difficult," Lavinder says.

"Candidates can have some fairly unrealistic expectations around relocation," Lavinder says. "They've heard stories from peers about deluxe relocation packages and do not realize those are the exception, not the norm. Managing the expectations of candidates, as well as the relocation discussion and process, is how a good recruiter can add value and help the employer find the talent needed."


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