Chief information security officers are commanding richer pay packages even as corporate security budgets stagnate, underscoring cybersecurity’s unyielding priority in boardrooms battered by economic headwinds. The sixth annual CISO Compensation Benchmark Report from IANS Research and Artico Search, based on data from 566 CISOs across the U.S. and Canada, shows average total compensation rose 6.7% in 2025, outpacing security budget growth of just 4%—the slowest in five years. “CISOs have firmly established themselves as business leaders, not just security operators,” said Nick Kakolowski, senior research director at IANS, in a press release.

This resilience comes despite broader labor market caution, with equity components driving much of the gain amid stock market rebounds. Tech and financial services sectors led with average total pay of $844,000 and $744,000, respectively, while top 1% earners exceeded $3.2 million—20 times the bottom decile. The report, detailed in Security Magazine, highlights how 70% of CISOs now receive equity, often comprising half of top packages.

Job mobility hit a six-year high, with 15% of CISOs switching employers, up from 11% in 2024, though only half saw raises upon moving. Those staying and absorbing expanded roles fared better, with 8.1% average increases versus 5% for switchers, per Cybersecurity Dive.

Evolving Perks Signal Executive Status

Executive perks are proliferating: 71% of CISOs receive them, including Directors and Officers (D&O) insurance coverage for over 50%, up from 40% last year, reflecting heightened personal liability risks post-SEC rules. Deferred compensation, enhanced health benefits, and executive coaching are also rising, with one in five enjoying non-cash incentives like severance protections or legal counsel access.

Base salary growth slowed to 4.8% from 5.7% in 2024, shifting emphasis to equity amid market gains—S&P 500 up 23%, tech sector 36% in 2024, as noted in Hitch Partners’ 2025 report. Staffing growth dipped to 7% from 12%, straining teams as CISOs shoulder broader duties.

“Among those who received both expanded scope and raises of 10% or higher, 56% said their scope of responsibilities is manageable, compared to just 29% of CISOs who experienced scope creep with no associated pay increase,” the IANS report warns, signaling retention risks, covered in ASIS Online.

Sector and Scale Fuel Pay Disparities

Fortune 100 CISOs dominate, with compensation scaling by company revenue, team size (100+ members), and budgets over $50 million placing leaders in the top quartile. Small and midmarket CISOs average $415,000 total ($330,000 cash), per IANS data, while large enterprises hit $700,000-$1.1 million but report dissatisfaction—over a third eye job changes.

Fintech base salaries rose 7.1% year-over-year, topping tech’s 5.5%, amid security comprising 25% of IT spend, up from 10.4% in 2020, according to SC Media. Gender gaps persist: private firms show women earning 83% of men’s pay, narrowing to 92.5% in public companies.

Geographic premiums wane with hybrid work; California hubs like Bay Area lead due to equity, but remote roles blur lines, as IANS notes. Glassdoor pegs U.S. CISO total pay at $202,000-$358,000 (90th percentile $461,000), while Salary.com averages $385,000.

Historical Trends and Future Pressures

Past years show volatility: 2023 saw 11% total comp growth (down from 14% in 2022), 2024 turnover at 11%, per earlier IANS reports. Economic uncertainty cooled hiring in 2024, but 2025 rebounded slightly. “The market for top security talent is still competitive, but motivations are shifting,” said Steve Martano, partner at Artico Search, prioritizing influence over pay, via PR Newswire.

Virtual CISOs offer cost savings—60-75% below full-time $149,000-$415,000 rates—amid a $1.4 billion market growing to $3.8 billion by 2033, per Blue Radius. Yet full-time demand persists as threats evolve, with CISOs now owning business risk over IT ops.

Tenured CISOs (8-15 years, multi-firm experience) enjoy 61% premiums; only 3% tied raises to scope expansion in tight budgets. As AI and NIS2 loom, compensation must match mounting stakes to avert burnout, with 54% deeming workloads unmanageable despite title elevations.