Only 7 out of 10 AI and cybersecurity processes are closed
01 JUN 2026 8:59
The firm, with extensive experience at C-level and executive positions in the technology sector, observes an explosion in demand for artificial intelligence and cybersecurity, but the reality is that finding the right profile is becoming increasingly difficult. So much so that monthly, 30% of new searches correspond to AI and another 30% to cybersecurity, but only 70% of these positions are filled, according to internal data from Serve [the] PEOPLE based on processes managed over the past year. Most processes become complicated when client expectations do not align with market reality.
In the field of artificial intelligence, many corporations pursue the "perfect" profile: high technical level, business vision, team management experience, and the ability to build products from scratch. The problem, they warn, is that these professionals "either are not looking for work or are outside the salary ranges that many companies can – or want – to offer." A recent example: a private equity firm based in Madrid was looking for an AI specialist who had managed teams and carried out advanced developments. Finding the technical level was possible; adding business and strategic vision was much more difficult.
In cybersecurity, something similar occurs. Years ago, a solid technical executive was enough. Today, companies seek profiles with weight in the organization, the ability to define strategy, and direct contact with the business. The challenge is no longer so much technical as it is "fit": that the profile aligns with the reality of the project, its scalability, and the strategic vision.
Recently, the consultancy worked on the search for a CISO for a cybersecurity startup in Barcelona. Much of the process consisted of "managing expectations": the client was looking for someone very senior, but the project was in its initial phase. The solution involved bringing in a person "technically very strong, with team management experience, who would grow with the company and learn at the pace of its scaling." And they found one. Currently, they have an open search for a Head of AI for a traditional family-owned company belonging to a private equity firm. They are looking for someone disruptive to lead digital transformation with the latest advances in AI. The problem: candidates prefer innovative environments, and a traditional culture company does not attract them as much.
Irena Ivanova / Cedida
Irena Ivanova, Head of Research at the firm, considers that "Many times the problem is not the lack of talent, but the distance between what companies need, what they offer, and what is available in the market," states an Advisor at Serve [the] PEOPLE. That is where competitive advantage is won or lost.
From her experience, the companies that are hiring best are those that best understand the moment they are in. Often it is more worthwhile to bring in someone with potential and the ability to grow within the project than to try to find a perfect profile that will likely never come, opting for professionals who complement them at the current moment – both technically and in management – and who represent real growth for the organization.
