California Public IT Hiring: Cyber, DB, and Architecture Roles Rising

Headline: State and county IT shops in California are hiring — but the work, expectations and hiring hurdles are changing fast
Lede
Three high-profile public-sector IT recruitments announced in early September 2025 — at the California Department of Technology, the Franchise Tax Board and the Superior Court of Santa Clara County — illustrate a broader and ongoing push by state and local agencies to secure experienced systems, database and cybersecurity talent as they modernize legacy platforms, expand cloud services and harden defenses. The openings are real, the pay ranges are competitive for the public sector, and the hiring processes reflect the mix of civil‑service rules, background screening and supplemental documentation many candidates must navigate. (calcareers.ca.gov, simplyhired.com, governmentjobs.com)
Overview: what’s open and why it matters

• California Department of Technology (CDT) is recruiting an Information Security Architect (Information Technology Specialist II) — a senior Windows/Systems/SIEM role — with a posted monthly salary range of $8,625 to $11,557 and a final filing date of September 15, 2025. The position emphasizes Windows Server architecture, System Center toolsets, SIEM administration, automation and both on‑premises and cloud platforms. (calcareers.ca.gov)
• The Franchise Tax Board (FTB) has a managerial, enterprise‑database recruitment (an IT Manager I to lead the Enterprise Database Management Unit) that requires DBMS leadership across platforms such as Microsoft SQL Server, SAP Sybase, DB2/Oracle and “big data” stacks. The role’s responsibilities include complex project delivery and staff development; the broader FTB technology recruiting pages also highlight that FTB runs one of the largest state IT operations. (simplyhired.com, ftb.ca.gov)
• The Superior Court of Santa Clara County has posted a senior executive position — IT Director and Cybersecurity Officer — with an annual salary band of $165,604 to $221,960 and a closing date of September 24, 2025. That posting explicitly combines technology strategy, operations, and cybersecurity leadership and calls for a leader who can work with judges, court executives and external judicial IT bodies. (governmentjobs.com)

Why these jobs matter now
Several forces are driving targeted hires like these across California government:
1) Modernization and platform complexity — Agencies are migrating components of legacy stacks to cloud and hybrid environments, deploying data lakes and “big data” tooling and adding automation across server and database lifecycles. That requires people who understand both traditional enterprise platforms (SQL Server, Oracle, Sybase, mainframe DBMSes) and newer approaches (cloud infrastructure, data lakes, containerized microservices). The FTB and many state agencies explicitly seek managers and architects who can balance both worlds. (simplyhired.com, calcareers.ca.gov)
2) Cybersecurity pressure — The public sector’s attack surface keeps growing (more web services, more cross‑agency data exchanges, more citizen services online), while governance and compliance obligations (privacy, judicial access rules, critical‑system uptime) are tightening. The Santa Clara court posting foregrounds cybersecurity responsibilities at the director level, underlining the point that many organizations now expect senior technology leaders to be both operational and security stewards. (governmentjobs.com)
3) Scale and mission criticality — Some state functions (tax administration, courts, benefit systems) are mission‑critical 24x7 operations; database and platform failures directly affect service delivery and revenue. Agencies therefore prioritize hires that mix technical depth with experience managing large, high‑availability services. FTB’s enterprise DBA manager role and CDT’s senior systems architect role both map to that need. (simplyhired.com, calcareers.ca.gov)
4) Labor market dynamics — Despite automation and AI changes in parts of the private tech market, demand for senior system, security and architecture talent remains strong in public IT, where institutional knowledge and compliance expertise are at a premium. The U.S. Bureau of Labor Statistics projects continued demand for many computer and information technology roles, even as some routine coding tasks are automated; agencies must still recruit leaders who can architect resilient systems and integrate AI and cloud safely. (bls.gov, washingtonpost.com)
A closer look at the three recruitments
California Department of Technology — Information Security Architect (IT Specialist II)
What the posting says: CDT’s open role centers on advanced Windows Server environments, System Center suite expertise, Active Directory, and SIEM administration. The job requires automation experience for server provisioning and patch/remediation workflows, and it describes hybrid work eligibility. Final filing date: September 15, 2025. (calcareers.ca.gov)
Why this role is strategic: CDT is the statewide steward for policy, security standards and interagency IT governance. An Information Security Architect here is not only a hands‑on engineering role but also a cross‑agency advisor: the architect must design secure server architectures used across multiple departments, ensure patching and incident data are automated into SIEMs, and mentor other engineers. For technologists who want to influence statewide operating models, these roles offer outsized impact. (calcareers.ca.gov)
Hiring mechanics and candidate experience: The posting requires a Statement of Qualifications (SOQ), a common civil‑service requirement that asks applicants to answer numbered questions about their experience (limited to three pages in this instance). Candidates must pass fingerprint background checks and comply with state hiring rules. The combination of SOQ, civil‑service forms and screening can extend timelines relative to private sector hiring, something candidates should plan for. (calcareers.ca.gov)
Franchise Tax Board — Enterprise Database Management Unit Manager (IT Manager I)
What the role entails: Managerial oversight of enterprise database administration across multiple platforms (SQL Server, Sybase, DB2, Oracle) and involvement with big data systems such as Hadoop/Data Lake architectures. The manager is responsible for operations, projects and staff development. FTB’s careers materials also emphasize that FTB has one of the largest state IT corps, making leadership roles there influential and complex. (simplyhired.com, ftb.ca.gov)
Why DB leadership is hard to hire: Enterprise DB managers must combine deep platform knowledge with change‑management and people leadership. They oversee backups, replication and disaster recovery while managing schema migrations, performance tuning and cross‑team coordination. Those skills are both specialized and widely in demand in the private sector, which competes heavily on salary, equity and variable compensation. That competition is one reason public employers increasingly sell the total‑compensation story: stability, benefits, retirement (CalPERS) and mission. (simplyhired.com)
Santa Clara Superior Court — IT Director & Cybersecurity Officer
What the listing says: The court’s posting makes cybersecurity a core executive responsibility and lists a salary range of $165,603.58 to $221,960.39 annually. The role may serve as acting CIO when needed and requires experience aligning technology strategy with the needs of judges, court executives and partner agencies. The recruitment closes on September 24, 2025. (governmentjobs.com)
Why courts hire for this hybrid role: Judicial IT environments host sensitive case data, public access portals and administrative systems that must balance transparency with privacy and evidence integrity. Courts also operate under unique governance constraints (judicial independence, statutory access rules), so a leader who understands both technology and legal/operational norms is essential. The Santa Clara posting reflects that blended requirement. (governmentjobs.com)
Recruitment realities for experienced IT candidates
For senior candidates considering a move to state/local government, several practical takeaways are worth noting:

• Salary vs. total comp: Public salaries for senior technical roles can lag comparable private-sector offers, but benefits (healthcare choices, pension benefits via CalPERS, paid leave) and job stability often close the gap for many candidates. The Santa Clara position’s top of range (about $222k) is competitive for a public‑sector CIO‑level role. Candidates should evaluate total compensation, not just base pay. (governmentjobs.com)
• Civil‑service process and required documents: State jobs frequently require standardized application forms (STD. 678 in California), Statements of Qualifications, and supplemental questionnaires. These are screening gates; applicants should follow instructions precisely (for example, CDT’s SOQ instructions are exacting and limit length). Missing or incorrectly formatted documents can disqualify otherwise strong candidates. (calcareers.ca.gov)
• Background checks and clearance: Many state roles require fingerprint checks (DOJ/FBI), and some court or tax roles may need periodic clearances or vendor checks. Be prepared for that timeline. (calcareers.ca.gov, governmentjobs.com)
• Hybrid and telework nuance: Several postings indicate hybrid eligibility, but the extent of remote flexibility varies by unit and operational need. Candidates should clarify telework policies with hiring contacts and consider location requirements for on‑site duties, especially for roles that require interaction with infrastructure (data centers) or court sessions. (calcareers.ca.gov)

Broader workforce context and what it means for employers
Labor market signals are mixed for tech roles in 2024–2025. The Bureau of Labor Statistics continues to project long‑term growth for many computer and information technology occupations, but private‑sector hiring has seen churn, AI‑related role redefinition and pockets of layoffs in software programming roles. For public agencies, that mix means:

• Opportunity to attract senior ops, security and data leadership from private firms seeking stability or mission work; these candidates can be motivated by the chance to manage critical infra at scale. Use the public mission and steady pension benefits in recruitment messaging. (bls.gov, washingtonpost.com)
• Open roles should be framed with clear “why this matters” language — describe the platforms, scale, compliance expectations, and the precise managerial or technical outcomes the hire will own. Candidates with strong private‑sector pedigree want to know the technical scope and organizational authority they’ll have. (simplyhired.com, governmentjobs.com)
• Be realistic about compensation bands and hiring timelines. Where possible, agencies can improve competitiveness through hiring bonuses (when allowed), clear career progression, training allowances, and rapid offer turnarounds. For some critical posts, creating an attractive hybrid model and highlighting CalPERS benefits and public impact can compensate for lower base pay. (calcareers.ca.gov, ftb.ca.gov)

Advice for hiring managers (state or county)

• Write duty statements that speak to outcomes and authority, not just tasks: high‑quality candidates evaluate role scope and decision‑making latitude. The best public postings explain the mission context and list the stakeholders the hire will routinely influence. (governmentjobs.com)
• Streamline qual screening without undermining civil‑service fairness: clearly state required documents, attach templates for Statements of Qualifications (SOQ) and make FAQs available so applicants do not waste time on application technicalities. CDT’s posting shows how precise SOQ instructions reduce incomplete submissions; make them visible and simple. (calcareers.ca.gov)
• Make tech interviews realistic: include architecture and incident‑response panels, real‑world scenario questions and a consistent rubric for evaluation. For manager roles, include a people‑leadership and change‑management component. (simplyhired.com, governmentjobs.com)

Advice for candidates preparing to apply

• Follow the application instructions to the letter: use the exact file names requested, respect page and font limits for SOQs, and answer each numbered SOQ item directly. Overlooking application formatting is a common reason qualified candidates are screened out. (calcareers.ca.gov)
• Prepare a concise “impact statement” for interviews: be ready to discuss a single migration, security incident or DB performance crisis where you led the technical approach and the team outcome. Public-sector hiring panels value tangible examples that demonstrate both technical depth and stakeholder navigation. (governmentjobs.com, simplyhired.com)
• Clarify timeline and mobility: ask hiring managers about expected start dates, remote/hybrid expectations and travel requirements for data center or court presence. If you’re negotiating, remember that public offers may take longer to finalize due to background checks and civil‑service formalities. (calcareers.ca.gov, governmentjobs.com)

What this means for the market in short and medium term
Expect continued demand for senior infrastructure, database and security expertise within California government. While private‑sector volatility (and AI‑driven role changes) may reshape some junior and midlevel positions, the need for experienced people who can integrate modern cloud services with legacy systems, secure large data stores and lead cross‑disciplinary teams will be durable for the foreseeable future. Public agencies that streamline application clarity, sell total compensation and provide meaningful technical authority in job descriptions will have a recruiting advantage. (bls.gov, simplyhired.com)
Key sources and where to look for more information

• California Department of Technology job posting (Information Security Architect) — CalCareers job posting (JC‑490751, final filing date Sept. 15, 2025). (calcareers.ca.gov)
• Franchise Tax Board IT and database leadership recruitments — FTB careers and public job listings for enterprise database management roles; FTB maintains an IT recruiting portal and listings that describe platform depth and managerial scope. (ftb.ca.gov, simplyhired.com)
• Superior Court, County of Santa Clara — GovernmentJobs posting for IT Director / Cyber Security Officer, closing 9/24/2025, salary range $165,603.58 to $221,960.39. (governmentjobs.com)
• Broader reporting on state and municipal tech recruitments and job postings appears regularly on Industry Insider / GovTech, which tracks openings, salaries and deadlines across California’s state and county IT landscape. (insider.govtech.com)
• Labor market context and occupation projections for computer and information technology fields from the U.S. Bureau of Labor Statistics. (bls.gov)

Concluding perspective
The September 2025 openings at CDT, FTB and the Santa Clara Superior Court are a reminder that, despite shifts in private‑sector hiring and automation trends, governments still need senior practitioners who can keep mission‑critical systems running, secure citizen data and shepherd modernization programs. For candidates, public service offers scale, mission and benefits; for agencies, the challenge is to make the civil‑service portal, SOQ requirements and the recruitment process clearer and quicker so that technical leaders don’t drop out because of procedural friction. If state and county employers can bridge process clarity with compelling mission narratives and reasonable flexibility on work models, they’ll be better positioned to attract the experienced talent these critical roles require. (calcareers.ca.gov, simplyhired.com, governmentjobs.com, bls.gov)
If you want

• I can pull the exact application URLs, duty statements and the SOQ packet text for any of the three postings and package them into a single PDF for quicker review. (calcareers.ca.gov, simplyhired.com, governmentjobs.com)
• Or, if you’re hiring and want a short checklist you can use to reframe job descriptions and screening documents so they attract senior candidates (and reduce time‑to‑offer), I can draft one based on these postings and best practices.

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Source: GovTech State, County Departments Seek Experienced IT Help