SECURE horizons
By Jess Abell , our Director of Strategic Content
In this column , we ’ ll be discussing key issues for CISOs and their teams – from AI to wellbeing and from Zero Trust to communication . If you ’ d like to get in touch , email jess @ lynchpinmedia . com
“ Key to engaging cybersecurity apprentices in 2025 , CISOs need to overcome barriers within these current task delegation frameworks .”
He highlighted the success of Covertswarm ’ s academy programme which does not require any previous qualifications to enroll .
“ Instead , we engage prospective learners by prioritising an ambition to learn how to be creative in tackling cybersecurity challenges through comprehensive training in red team operations , covering ethical hacking , social engineering and physical compromise ,” he said .
“ The programme not only focuses on technical acumen but also emphasises essential soft skills such as communication , teamwork and problem-solving in the cybersecurity realm . As a result , we ’ ve recruited staff from a range of different backgrounds – such as electricians , builders and ex-military personnel .”
Muhammad Yahya Patel , Global Security Evangelist and Advisor , Office of the CTO at Check Point Software , added that another major challenge within the industry is the difficulty in finding skilled resources at reasonable salaries – and apprenticeships offer a viable solution to this problem .
“ They offer a lower-cost way to bring in new talent while providing formal training , hands-on learning and mentorship . By investing in apprenticeships , companies can develop their workforce in-house rather than competing for expensive , fully trained professionals in the job market ,” he said .
In addition , one of the biggest barriers to hiring in cybersecurity is the industry ’ s insistence on prior experience .
“ This creates a paradox – companies need skilled professionals , yet they aren ’ t giving newcomers the chance to gain the required experience . Apprenticeships help solve this issue by combining formal education with real-world experience , allowing apprentices to build the necessary skills over time . Ideally , after two or three years in an apprenticeship , these individuals will be well-equipped to transition into full-time roles within the industry ,” he said .
“ However , there is still a lack of awareness at the executive level about how apprenticeships can be integrated into talent acquisition strategies . Many C-level leaders and CISOs still associate apprenticeships with traditional trades like construction or engineering rather than considering their relevance in IT and cybersecurity . This perception needs to change , as apprenticeships can provide a structured and effective pathway for developing skilled professionals in the sector .”
He highlighted that , on the positive side , there has been progress with the establishment of structured apprenticeship programmes across national and international organisations . These programmes offer training at various levels – ranging from Level 3 to Level 6 – allowing individuals to start as juniors and progress within the industry . Unlike in previous years , today ’ s apprenticeships provide a more comprehensive career development path .
“ That said , there is still room for improvement . The industry , government and academic institutions must take a more strategic , standardised approach to ensure that apprenticeship programmes consistently deliver on their promises . Some programmes fail to meet expectations , leaving apprentices feeling misled about the training and career prospects they were promised . Establishing clear competency benchmarks and ensuring a consistent level of quality across apprenticeship programmes would help maximise their success ,” he said .
“ C-level executives need to drive a cultural shift in hiring practices by recognising that cybersecurity talent can come from diverse backgrounds – not just traditional degree programmes . The mindset of only hiring graduates needs to change , and this shift must be led from the top down .
“ Organisations should actively consider candidates who have taken alternative career paths , such as self-taught professionals , those with industry certifications , or individuals transitioning from other fields . Embracing this broader approach will help bridge the cybersecurity skills gap and build stronger , more resilient teams .”
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