By Kelly Bond, Bridgepoint Advisors
Featuring Audrey Pierson, Audrey Pierson Consulting
Running a business is a bold undertaking—equal parts challenge and reward. But in the security industry, where the work is 24/7 and technology is changing at a fast clip, those challenges can feel especially intense. Owners are constantly juggling critical responsibilities: hiring and retaining skilled talent, managing customer expectations, and protecting their bottom line.
It’s no wonder so many owners lie awake at night wondering if they’re doing enough.
In this ongoing series, I spotlight security business owners who are bravely pulling back the curtain and sharing what’s keeping them up and how they’re rising to meet those pressures with clarity, grit, and strategy.
This month I spoke with Audrey Pierson, founder and developer of the Security Sales Academy as well as the Security Sales Mastery course provided in her online virtual institute. Audrey’s business provides invaluable training for her clients’ sales teams, equipping them to master real sales skills, build stronger business relationships, and close more deals with confidence.
A Talent Shortage Threatening Industry Health
KB: Audrey, your business is different from many of the business owners I have interviewed. From your consultative perspective, what keeps you up at night?
AP: For me, the answer is clear: we have far too few people entering the field with industry experience, yet the demand for qualified talent continues to grow. Alarm companies, integrators, and monitoring providers are all facing the same challenge—open roles that take months to fill, limited applicant pools, and a revolving door of hiring the same experienced people from competitor to competitor.
This is more than an inconvenience; it’s a threat to the industry’s long-term health.
No Clear Entry Path Into Security
KB: This has been a problem in our industry for a long time but it seems to have become even more challenging in the past few years.
AP: Exactly. Unlike other trades or technology sectors, the electronic security industry doesn’t have a well-defined entry path. Young people aren’t exposed to basic concepts of alarm systems, access control, or video integration in school. Colleges don’t talk about security technology as a career track.
Many of us in the field didn’t choose security intentionally. We entered through chance, referral, or necessity. As a result, the number of people who actively seek out careers in the alarm industry is remarkably small.
Adding to the problem is the industry’s learning curve. Intrusion systems, fire alarm codes, IP video, networks, remote services, cloud platforms, and advanced integrations can be intimidating to someone with no background. Without structured training, new hires often struggle to gain confidence. Companies want employees to “hit the ground running,” but without industry experience or a formal training plan, that expectation is unrealistic and discouraging.
The result is that new employees leave before they become fully productive, further shrinking the talent pipeline.
And then there’s perception. Outside of our circle, few people know just how rewarding, meaningful, and stable this industry is. We’re protecting lives and property. We’re solving complex problems with advanced technology. We’re building long-term customer relationships. Yet these advantages are rarely communicated to the broader workforce.
Hiring For Potential, Not Just Experience
KB: So how do we change this?
AP: We must be willing to hire for potential, not just prior industry experience, and then provide structured, high-quality training that turns raw talent into confident professionals. That’s where I believe the industry has the greatest opportunity to improve.
We designed our programs specifically to address this gap. Our Security Industry 101 course gives new hires a solid understanding of alarm systems, video surveillance, access control, fire alarms, monitoring, industry terminology, and much more. It reduces the overwhelm that so many newcomers feel and allows companies to onboard new employees with consistency and confidence.
If we want a stronger, more sustainable industry workforce, we must invest in cultivating it. Structured training expands the pool of who can succeed in this field. It strengthens companies and ultimately protects the long-term stability and growth of the security industry.
We can solve this challenge if we’re willing to train, support, and grow the next generation of security professionals.
Audrey – thank you for sharing with us. We talk about the challenge of finding good people all the time but don’t often dig deep on how we can overcome it. Your sentiment—“We must be willing to hire for potential, not just prior industry experience”—is spot on. The services you offer make that approach far more feasible for security businesses ready to build long-term talent pipelines.
Kelly Bond brings over twenty-five years of industry experience to her clients. A 2024 inductee into the Security Sales & Integration Hall of Fame, she serves as Partner of Bridgepoint Advisors LLC, representing buyers and sellers of alarm and integration companies.
Audrey Pierson is a seasoned expert with 35 years in the electronic security industry. Through her Security Sales Academy, she provides online training, live coaching, and structured onboarding programs that help alarm dealers and integrators strengthen sales performance and develop new talent.
Proactive Physical Security During Civil Unrest
https://security.world/proactive-physical-security-during-civil-unrest/
From Risk Signals To Real Security Solutions
https://security.world/from-risk-signals-to-real-security-solutions/
Bridgepoint Advisors LLC
https://bridgepointadvisors.com
Audrey Pierson
https://www.audreypierson.com
Frequently Asked Questions (FAQs)
- Why is the alarm industry struggling with talent shortages?
The industry lacks a clear entry path, has limited exposure in schools, and relies heavily on experienced hires rather than developing new professionals. - Why is hiring for potential important in security businesses?
Hiring for potential expands the talent pool and allows companies to cultivate long-term employees through structured training. - What role does structured training play in retention?
Formal onboarding and industry education reduce overwhelm, improve confidence, and help new hires become productive faster. - How can companies strengthen their talent pipeline?
By implementing structured training programs, promoting industry career awareness, and building repeatable onboarding systems. - Why does this issue matter for the industry’s future?
Without proactive workforce development, companies risk stalled growth, reduced service capacity, and increased competition for a shrinking pool of experienced professionals.