Staff Cybersecurity Analyst Salary.

Government benchmark for this occupation

The US Bureau of Labor Statistics reports a median annual wage of $129,180 for Information Security Analysts (SOC 15-1212) across the United States, based on 190,650 employed workers (May 2025 release).

Why this differs from the estimate above. The Orbyt estimate of $199,000 is 54% higher than this published figure. That is usually not an error in either number: BLS reports by occupation code, and Information Security Analysts covers a different population than the Staff Cybersecurity Analyst title as it is typically advertised. Both are shown, unreconciled, so you can judge which one describes the job you mean.

BLS publishes wages by occupation code, not by job title, so this figure covers every role mapped to Information Security Analysts (SOC 15-1212) rather than Staff Cybersecurity Analystspecifically. The national range at the top of this page is Orbyt’s role-level estimate, which is a different thing and is labelled as such.

Staff Cybersecurity Analyst compensation is driven by domain specialization, SQL and statistical depth, and the financial or operational impact of insights delivered. Equity is a major component at roughly 35% of base — candidates should weight stock grants as heavily as salary when comparing offers. Within tech-sector Staff Cybersecurity Analysts specifically, employer tier (FAANG and frontier-AI labs vs mid-stage startups vs traditional enterprise) drives 67%+ variance across the compensation band.

Staff Cybersecurity Analysts at tech companies progress Analyst → Senior Analyst → Staff Analyst or Analytics Manager over 6 to 10 years. Data Scientist and Data Engineering are common lateral moves at the senior level for those wanting deeper technical work. For Staff Cybersecurity Analysts specifically, the seniority anchor typically means 7 to 12 years of experience with demonstrated independent scope.

Total compensation for Staff Cybersecurity Analysts runs roughly $253K at median when factoring base + equity (35% of base annually) + bonus (15% of base). Equity is the single largest non-base component — candidates should model vesting schedules (typically 4-year with 1-year cliff) and compare grant values across offers carefully. At tech companies specifically, equity and sign-on are often the largest delta between offers — two roles with matching base can differ by $100K+ at total when equity is included.

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