The Widening Cyber Talent Gap

Cyber Talent Pool

Cybersecurity Talent Gap

Your perception of the talent gap in cybersecurity depends largely on your experience in the field and the research report you read. One theme common to every report, however, is that the skills gap is apparent. It is very uncommon nowadays to find a Certified Information Systems Security Professional (CISSP) out of a job.

According to an online research and business analysis journal of the Wharton School of the University of Pennsylvania, nowhere is the workforce-skills gap more pronounced than in cybersecurity. In another study, Cybersecurity Ventures, a leading researcher and reputable source for cybersecurity facts, figures and statistics, predicted that there will be 3.5 million unfilled cybersecurity jobs globally by 2021. ISC2, an organization that administers the most popular certification in the field of cybersecurity (i.e. CISSP), in its cybersecurity workforce study from 2018, reported a staggering 2.93 million positions open and unfilled across the globe. As of November 2019, Cyber Seek, a project supported by the United States National Initiative for Cybersecurity Education (NICE) put the total cybersecurity job openings in the US alone at 504,316.

Cyber Adversaries Continue to Grow

Meanwhile on the other side of the spectrum, cyber adversaries continue to grow in number and sophistication. These malicious individuals don’t have to experience the constraints and often structured process that cybersecurity professionals usually undergo – they work day and night, honing their skills and breaking all the rules as they get better and better at wreaking havocs. Needless to say that this is an uneven playing field where conventional wisdom is proving to be inadequate.

The DIGISS Difference

As big a problem as the cyber talent gap is, the competency gap and staff turnover are arguably bigger. In terms of the competency gap, the cyber security programs of many organizations is driven by compliance obligations therefore once the people, process and technology elements of the program are in place, complacency sets in. This negatively impacts the career of some security professionals who then fail to see the need to continually develop their knowledge and skills in order to keep pace with the ever evolving technology and threat landscape. With regards to staff turnover, the law of demand and supply dictates that highly competent practitioners will always be on the move. According to Hitesh Sheth, CEO of Vectra, a company that makes AI software used by MIT, “People leave in 12 months because someone else will give them a 30% bump in pay”. Organizations struggle to identify and onboard cyber talents but the fight to retain them for longer than 2 years is an even tougher one.

Having studied this disturbing trend for at least the last decade, Digiss has come up with a Resource Pooling model that is aimed at alleviating the dangerous talent shortage. In simple terms, this model ensures that highly qualified and competent cyber security professionals are immediately available when needed. Our network of duly vetted professionals spans multiple continents and time zones. Depending on your need, we’re able to identify and assign a local or remote resource to your project or ongoing cyber defense effort.

Contact us to learn more about how we can be of help.

Join Our Pool of Cyber Talents


If the idea of joining our pool of highly qualified and competent cyber talents excites you, then you’re in the right place. You may currently be in full time employment but if you’re capable of supporting clients (either on the same or other continent as you) to make extra income then this is for you.

Interested? Send your up to date resume (to include your LinkedIn profile URL) to [email protected]


Make an appointment and we’ll contact you.