Permanent vs Contract Security Talent: What’s Right for Your Organisation

In today's volatile risk landscape, organisations are under more pressure than ever to build cost-effective, agile and effective security functions. One of the most important strategic decisions businesses face is whether to hire permanent security professionals or bring in contract or interim talent.

At enteles, we've worked with global multinationals, financial institutions, and high-growth businesses across 6-+ countries, helping them make these decisions in alignment with their risk profile, operating model and business goals.

So, which hiring model is right for you?

The Case for Permanent Security Hires

Once Permanent hires are typically brought in to build or enhance long-term security capabilities. They integrate deeply with company culture, take ownership of strategic programmes, and develop enduring internal relationships.

According to a 2024 ASIS International study, 61% of CSOs say the biggest benefit or permanent hires is their ability to build strong cross-functional relationships.

When to Hire Permanently:

• You're establishing or maturing a global or regional security programme
• You need a leader to develop strong, long-term stakeholder relationships
• You're investing in succession planning and continuity
• You're navigating complex strategic risks that require consistent leadership

Benefits

1. Deep institutional knowledge 
2. Greater international influence and cross-functional collaboration
3. Long-term cultural and strategic alignment

Considerations

1. Longer onboarding process
2. Higher long-term cost and notice period
3. Skills may require ongoing development to stay current

The Role of Contract or Interim Security Talent

Contractors bring specialist expertise and fast results. They're ideal for specific projects, urgent needs, or when you want to avoid long-term headcount commitments.

Research from Procurement Leaders found that 74% of businesses are increasing their use of interim talent - especially in risk, cyber and security roles, to remain agile during organisational change.

When to Use Contract Talent:

• You need immediate cover for maternity leave, secondments, or unplanned departures 
• You're managing a time-sensitive project (e.g ISO certification, event security)
• You require a specialist for a critical incident or investigation
• You want to trial a new function before committing to a permanent hire

Benefits

1. Immediate impact and fast onboarding
2. Access to niche or technical expertise
3. No long-term financial or legal commitment

Considerations

1. Less integration into company culture
2. Knowledge retention can be a challenge
3. Scope and outcomes must be well-defined

Market Trends We're Seeing

From our global work with security teams, here are some real-world examples of how organisations are using contract and permanent models:

• Multinationals deploy contractors to manage regional threats (e.g protests, civil unrest, travel risk) or to launch new functions like insider threat or whistleblowing programmes
• Private equity-backed firms frequently use interim leaders to navigate post-acquisition transitions before hiring a long-term CSO
• Public sector-linked organisations often prefer contract talent to stay flexible in the face of political and budgetary shifts

Which Option is Right for You?

Here's a quick decision guide based on common client scenarios: 

If you're exploring permanent or interim hiring options, or just need advice on where to start - we're happy to help. Get in touch to arrange a confidential conversation with our team at +4420 2233 3884 or email hello@enteles-search.com.

Sources

ASIS International - What Security Leaders Say About Hiring

Procurement Leaders - Interim Talent Strategy Report 2024

Gartner - Security Talent Trends 2025