Under-the-Radar Cybersecurity Skills Early-Stage, Growth-Stage and Mature Companies Should Target -

5-minute read

This is the third article in a five-part series covering cybersecurity leadership hiring and organizational structure.

3 Takeaways

Think beyond technical expertise: While technical skills are essential, a great cybersecurity executive also needs strong crisis communication, adaptability, and financial acumen to succeed in today’s fast-paced environment.
Tailor your hire to your company’s stage: The cybersecurity needs of a startup, growth-stage company, and mature organization vary significantly. Look for leaders who can strike the right balance between strategic planning and hands-on execution depending on your company’s specific needs.
Leadership and cross-functional collaboration matter: Cybersecurity isn’t just an IT issue anymore. It affects every department in your organization. Look for a cybersecurity executive who can communicate effectively, collaborate with multiple teams, and drive a security-first culture across the company.

When hiring a cybersecurity executive, it’s tempting to zero in on technical skills and industry experience. But some of the most crucial traits for a cybersecurity leader often go overlooked. In today’s cybersecurity landscape, executives need to bring more to the table than just a list of certifications—they need the soft skills and strategic mindset that will help them navigate evolving threats and complex regulatory requirements.

In this post, we’ll explore the underrated traits that set successful cybersecurity leaders apart and how these skills vary depending on whether your company is an early-stage startup, in a growth phase, or a mature organization. We’ll also examine specific considerations for venture capital-backed, private equity-owned, European, and public companies.

Strategic thinker, tactical doer

One of the most important yet undervalued qualities in a cybersecurity executive is the ability to balance long-term strategy with day-to-day tactical execution. In addition to having technical know-how, an executive needs to be able to step back, see the bigger picture, and plan for the future—while also jumping in when necessary to solve immediate security problems.

For early-stage companies: At this stage, cybersecurity is often an afterthought, but it shouldn’t be. A cybersecurity executive for a startup needs to wear many hats. They must be hands-on, building security processes from the ground up while keeping an eye on how these processes will need to scale. This person will also need to be comfortable with ambiguity and able to make quick decisions with limited resources.

For growth-stage companies: As your company grows, the demands on cybersecurity expand as well. A leader at this stage must juggle short-term operational needs with long-term strategic planning. They’ll need to build a security framework that scales with the company and addresses new risks that come with larger data volumes, more employees, and a broader market presence.

For mature companies: In well-established organizations, cybersecurity leaders typically spend more time managing large teams, refining long-term strategy, and reporting to the board. While day-to-day tactical work becomes less frequent, these executives must still maintain a solid grasp of their company’s immediate risks and know how to address them swiftly when needed.

Crisis management and communication

When a cybersecurity breach happens, how the leader communicates the situation can make or break the outcome. Being able to clearly explain the nature of the breach, the steps being taken to mitigate it, and what stakeholders should expect is just as important as resolving the technical issues.

For early-stage companies: A breach at this stage can be catastrophic. A cybersecurity executive in a startup must handle crises with a calm, steady hand while reassuring both the team and investors. Communication skills are crucial, especially since a small team may not have the luxury of a full-time PR or legal team to manage public fallout.

For growth-stage companies: As your company scales, you’ll need a cybersecurity leader who can manage crisis communications with multiple stakeholders—investors, partners, and customers. Transparency and confidence are key. The leader should be prepared to step into a larger role, managing external communications with public relations teams and ensuring the company’s reputation stays intact during a breach.

For mature companies: In larger, more established companies, a breach can have widespread consequences, including legal, regulatory, and reputational damage. A cybersecurity leader here needs to work closely with legal, public relations, and compliance teams to manage the situation. They also must communicate effectively with board members, investors, and even regulators to minimize the long-term impact.

Adaptability in a changing regulatory landscape

The cybersecurity landscape is constantly evolving, and with it, the regulatory environment. Leaders who can quickly adapt to new data privacy regulations—such as GDPR (General Data Protection Regulation) and CCPA (California Consumer Privacy Act)—are invaluable. This adaptability is crucial but often underappreciated.

For early-stage companies: Startups often focus on growth first, and compliance with data privacy regulations may seem like a hurdle. A strong cybersecurity leader at this stage can ensure that regulatory requirements are built into the company’s processes from the outset, rather than retrofitted later. This foresight can prevent significant headaches down the road.

For growth-stage companies: As your company expands, so do the regulatory requirements you need to meet. Whether it’s managing cross-border data flows or handling increased volumes of customer data, a cybersecurity leader must stay ahead of evolving global regulations. They should be able to quickly adapt to new standards and ensure compliance with frameworks like PCI DSS or HIPAA, depending on the industry.

For mature companies: Large, established companies face complex regulatory demands that span multiple industries and countries. A mature-stage cybersecurity leader should have extensive experience managing compliance across various regions and industries. They should proactively monitor for regulatory changes and ensure the company is always ahead of the curve to avoid costly penalties.

Cross-functional leadership

Cybersecurity is no longer an IT silo. It affects every department, from legal to HR, marketing, and product development. As such, a successful cybersecurity executive must build relationships across the organization and collaborate to ensure security is baked into every function of the business.

For early-stage companies: At this stage, the cybersecurity leader has to collaborate closely with product teams to ensure that security is considered during the development process. They also need to work with HR to develop security training programs and establish a security-first culture from the start.

For growth-stage companies: In a growing company, the executive must educate other departments about security risks. They’ll need to ensure security policies are integrated into HR onboarding, marketing’s handling of customer data, and legal’s compliance oversight. Building a cross-functional team that understands their role in cybersecurity is key.

For mature companies: For larger companies, cross-functional leadership becomes even more crucial. The cybersecurity executive will need to work with a wide range of stakeholders, from department heads to the board, to implement security initiatives that protect the entire organization. Managing third-party vendors and ensuring their security standards align with the company’s is another key responsibility.

Financial acumen

Many think of cybersecurity as a technical field, but financial literacy is just as important. A cybersecurity leader needs to understand how to allocate resources effectively, manage budgets, and show the ROI of security investments. This skill is especially crucial when communicating with the board or investors.

For early-stage companies: Startups often operate with limited budgets, and every dollar needs to be spent wisely. A cybersecurity executive must be able to identify the most critical security investments and prioritize them without overspending. They should demonstrate how security initiatives support overall business goals and help attract investors by showing that the company takes data security seriously.

For growth-stage companies: As the company scales, the cybersecurity leader must manage a larger budget and justify spending increases. They should be able to demonstrate the value of security investments and show how they mitigate risk as the company grows. Showing clear ROI to leadership and investors will be critical in securing ongoing support for security initiatives.

For mature companies: In established organizations, cybersecurity can represent a significant line item in the budget. A cybersecurity leader at this stage must not only manage a large budget effectively but also justify how security investments protect shareholder value. They should communicate how these investments contribute to long-term business success and reduce the risk of costly breaches or regulatory fines.

Hiring the right cybersecurity executive means looking beyond just technical skills. Companies need leaders who can think strategically, communicate effectively during crises, navigate an evolving regulatory landscape, work across departments, and understand the financial implications of security investments. By focusing on these underrated traits, you can find a cybersecurity executive who will not only protect your company but help it thrive.

Whether you’re an early-stage startup, a growth-stage company, or a mature organization, these skills will be critical in finding the right cybersecurity leader to guide your business through today’s complex and ever-evolving cybersecurity challenges.

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About Riviera Partners

Riviera Partners is a global driver of innovation for today’s most influential companies – expertly placing executive talent in the crucial areas of IT, software engineering, product management, security, AI/ML/Data, and design. Riviera combines over two decades of recruiting expertise with a proprietary platform that uses machine learning to score and predict the best candidate for a company’s specific needs, driving successful outcomes. As a result, the company has become the go-to talent partner for leading private equity investors, venture capitalists, public companies and technology innovators.