Cybersecurity Talent: Building Resilient Teams

Cyber threats lurk around every digital corner, yet many companies are fighting these battles severely understaffed. In the U.S., there are only enough professionals to fill 83% of available cybersecurity roles. Even more concerning, 63% of organizations report a shortage of IT staff dedicated to cybersecurity, and nearly 59% say this puts them at moderate or extreme risk of cyberattacks. 

This talent shortage directly risks business continuity, data integrity, and long-term security. Companies that fail to close the gap are falling behind — and leaving themselves exposed. 

The Talent Deficit: Your Biggest Security Threat? 

Every company with a digital footprint —  from Fortune 500s to local businesses — is contending for the same limited pool of cybersecurity talent. While organizations fixate on competitors in their industry, they miss the bigger picture: They’re competing against every company with data to protect and systems to secure. 

Many businesses underestimate the scale of this challenge. From healthcare providers to manufacturing plants to financial institutions, the need for cybersecurity expertise is universal. The real shortage isn’t in the number of candidates with certifications but those with real-world, battle-tested experience. 

Balancing Experience with Credentials 

Certifications like CISSP, AWS Security, and Azure are valuable but often create a false sense of security. The most pressing gap in the market isn’t credentials; its hands-on experience dealing with actual security incidents. 

When a ransomware attack hits at 2 a.m., theoretical knowledge isn’t enough. The ability to respond effectively comes from hands-on experience managing live threats. Security architects, cloud security specialists, SOC analysts, incident response teams, and DevSecOps engineers are in high demand. Still, the difference between a certified candidate and a seasoned professional can mean the difference between containment and catastrophe. 

Security Team 2.0: Cultivating Resilience  

What separates a strong cybersecurity team from a vulnerable one? Based on our work with leading organizations, resilience comes down to several key factors: 

Adapting to Rapidly Evolving Threats 

The best security teams think ahead, spotting vulnerabilities before they become breaches. This requires an environment that prioritizes continuous learning and skill development. 

One CIO we worked with inherited a security team stuck in outdated practices at a global law firm. Instead of replacing them, he took a different approach. He recognized that his team wasn’t incapable — they had lacked growth opportunities. He gave them ownership over their professional development, encouraging them to identify certifications that would significantly impact their organization. The result was a transformed security team that combined fresh knowledge with institutional expertise, creating a more vigorous defense than hiring alone could achieve. 

Strategic Organizational Alignment 

A growing number of organizations are restructuring cybersecurity leadership by having the Chief Information Security Officer (CISO) report directly to the CEO instead of the CIO. This shift strengthens governance, ensures security remains a business priority, and prevents IT operational concerns from overshadowing critical security initiatives. 

Balancing Technical and Business Acumen 

The most effective security professionals can translate technical security concepts into business terms. This skill becomes increasingly essential as security roles often operate outside traditional IT departments, requiring professionals to communicate effectively with non-technical stakeholders. 

Infusing Fresh Perspectives 

Sometimes, resilience comes from restructuring the team. In one case, instead of hiring two senior professionals, a client brought in three high-potential cybersecurity specialists. Their fresh energy and hunger for knowledge elevated the entire team’s performance, creating a positive competitive environment that encouraged everyone to enhance their skills. 

Direct Hire vs. Contract Talent: Why Permanent Matters 

While contract cybersecurity professionals serve a purpose, direct hires provide critical long-term advantages: 

• Institutional knowledge: They understand your systems’ vulnerabilities and historical attack patterns. 
• Stronger team cohesion: They develop deep, crucial relationships in crises. 
• Deeper commitment: They invest in your company’s security posture rather than focusing on their next contract. 
• Strategic alignment: They architect security frameworks that support multi-year business objectives. 

Think of contract talent as specialists brought in for tactical operations, while direct hires are the long-term defenders of your digital perimeter. Both have value, but organizations want dedicated professionals leading the response when a cyberattack inevitably occurs. 

Getting Ahead in the Algorithm Arms Race 

The next frontier of cybersecurity isn’t coming — it’s here. As attack methods become even more challenging to detect, the industry is evolving toward machine-speed defense mechanisms. 

This transformation requires an entirely new security mindset. Are your cybersecurity professionals equipped with both traditional security knowledge and cutting-edge expertise? Can they build machine learning models that anticipate attacks before they happen? The security leaders protecting tomorrow’s organizations can monitor threats and create predictive systems that stay steps ahead of increasingly sophisticated attackers. 

Ask yourself: How quickly could your organization secure a top AI security specialist if one became available today? Does your hiring process make candidates eager to accept or hesitant to continue? Do you have relationships with talent partners who can connect you with professionals your internal recruiters will never find? 

You need the right playbook to build a security team that can withstand today’s threats and anticipate tomorrow’s. Download “The IT Recruitment Playbook: Achieving Hiring Success”  for expert insights and actionable strategies to attract and retain top cybersecurity talent. 

About Charles Herman 

Charles Herman is a talent leader at The Judge Group with 15+ years of experience in managed services and executive search, including 10 years specializing in sourcing, connecting with, and securing top talent in AI, machine learning, and data science. He partners with clients to build high-performing teams, place top talent, and develop innovative talent solutions. His specialized expertise makes him a valuable contributor to the conversation around responsible AI.