Security Integration Hiring Trends in 2026: Insights from Steve Gray

The security integration hiring market has changed, but not always in the ways people expect. In this article, we explore the latest security integration hiring trends based on real market experience.

To understand what’s happening on the ground, I sat down with Steve Gray, one of our most experienced consultants, for a straightforward conversation about what he’s seeing right now.

No scripts. No prepared talking points.

Just a candid discussion based on his day-to-day conversations with engineers, project managers, and hiring leaders across the UK.

Several consistent themes came up.

Security Integration Hiring Trends:

1. Engineers Are Harder to Move — But Not Harder to Find.

One of the first questions I asked was whether the recruitment market has changed over the past few years.

The answer was immediate: Engineers are becoming harder to move.

Importantly, this isn’t because talent is harder to identify. In fact, sourcing has become easier.

"The volume has had to increase for the output. We can find the people, but far fewer are actually interested in moving."

Several factors appear to be contributing:

• Some engineers are choosing stability due to economic uncertainty

• Others don’t see a meaningful difference between employers

• Many companies use the same platforms, such as Genetec and Lenel

  
  

As Steve explained:

"A lot of engineers say to me now: what's the point of moving to another integrator? They're doing the same work I'm already doing."

This creates a very different hiring dynamic compared to five or six years ago.

What’s behind this shift?

From Steve’s perspective, a few factors are contributing:

• Some engineers are prioritising stability, particularly given economic uncertainty

• Many don’t see a compelling reason to move between integrators

• The work itself often looks very similar across companies, especially with common platforms like Genetec and Lenel

  
  

As he put it:

“A lot of engineers say to me now: what’s the point of moving to another integrator? They’re doing the same work I’m already doing.”

What’s changed?

The key difference compared to five or six years ago is this:

• Finding candidates is more efficient

• Motivating them to move is more difficult

  
  

2. More Engineers Are Moving Into Contracting.

Another clear trend is the increase in engineers choosing self-employment and subcontracting. While this has always existed in the industry, Steve has seen a noticeable rise over the past 6–12 months.

“So many people are going self-employed now.”

What this means for hiring

• Contract recruiters may see more opportunity

• Permanent hiring teams face increased competition

  
  

For contract recruiters, this can create opportunities. But for companies hiring permanent roles, it introduces new competition.

Permanent positions are no longer just competing with other employers, but also with the flexibility and earning potential of contract work. Steve expects that some engineers may return to permanent roles over time, but for now, this shift is making hiring more competitive than it has been historically.

3. AI Is Changing the Process — But Not the Outcome.

Naturally, the conversation turned to AI. Like most industries, recruitment is experimenting with it. Steve describes himself as “a bit of a dinosaur” when it comes to AI tools, but still recognises where they are genuinely useful. Right now, the biggest impact is in sourcing.

"AI is great for helping me find people quicker. It can surface engineers that I probably would have found eventually — but much faster."

However, that’s largely where automation stops. The real value in recruitment still happens after someone has been identified. The conversations. The understanding of motivations. The judgement around whether someone is the right fit.

As Steve put it:

"That next step is where I come into my own — understanding somebody and understanding which client they'd be best suited for."

And that part of the process still relies on human experience.

4. Culture Fit Is Becoming More Important Than Salary.

One of the most interesting shifts is what candidates are prioritising.

Historically, salary increases were often the main driver behind job moves.

But today, many engineers are already earning strong salaries.

Which means other factors are becoming more important.

"A lot of candidates now aren't even driven by money,"

Instead, conversations are increasingly focused on:

• The type of projects they’ll work on

• The leadership team they’ll join

• The working environment and culture

  
  

This makes hiring decisions more nuanced.

A candidate may be technically strong, but still not the right fit if the environment doesn’t align.

5. The Real Value of Industry Relationships.

One of the most consistent themes in our conversation was the importance of relationships. Much of Steve’s knowledge doesn’t come from tools or databases — but from ongoing conversations.

"Most of what I've learned has come from the people I speak to every day,"

"Every conversation teaches you something new that you can take into the next one."

That accumulated insight becomes incredibly valuable over time. Because it helps answer something a CV cannot:

Will this person actually succeed in a specific environment?

As Steve explained:

"I never take a scattergun approach,"

"Someone might be technically capable of doing a role, but that doesn't mean it's the right move for them."

Or for the company.

What This Means for Security Integration Hiring

This conversation highlights a clear shift in the market:

• Engineers are easier to find, but harder to move

• Contracting is becoming more common

• AI is improving efficiency, but not replacing human judgement

• Candidate priorities are shifting beyond salary

• Relationships remain central to successful hiring

Final Thought

Technology is changing recruitment. AI is speeding up sourcing. Data is improving visibility. But hiring especially in specialist industries like security integration, is still fundamentally about people.

• Understanding motivations.

• Understanding culture.

• Understanding the networks within the market.

  
  

And that kind of knowledge is still built the old-fashioned way. Through conversations.

(FAQs)

Why are security engineers harder to move roles?

Because while they are easier to identify, fewer engineers feel motivated to move due to stability, similar job roles, and lack of differentiation between employers.

Is subcontracting increasing in the security integration industry?

Yes. There has been a noticeable increase in engineers moving into self-employment over the past 6–12 months.

What role does AI play in recruitment today?

AI is primarily improving how quickly recruiters can identify candidates, but human judgement is still essential for assessing fit and making hiring decisions.

What motivates engineers to change jobs now?

Beyond salary, engineers are increasingly focused on project work, leadership, and working environment.