---
title: Cy Says Blog | Tony Bryan
description: Cy Says Blog is a place where industry professionals, STEM enthusiasts, and career seekers can find relevant and timely news and content about cybersecurity.
---
[](https://wecyberup.org/)
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# Cy Says Blog & Podcast
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## Tony Bryan
[Blog,](https://news.wecyberup.org/cy-says-blog/tag/blog) [Latest News,](https://news.wecyberup.org/cy-says-blog/tag/latest-news) [Skills-Based Hiring](https://news.wecyberup.org/cy-says-blog/tag/skills-based-hiring)
### [Cyber-Ready Community Series: Part 1 – The Broken Handoff: When "Job-Ready" Gets Lost in Translation](https://news.wecyberup.org/cy-says-blog/cyber-ready-community-part-1-broken-handoff)
Oct 28, 2026, 4:00:23 PM
Cybersecurity is a team sport, but education and employers are often working from different playbooks. Despite major investments in training and a deep pool of motivated candidates, the handoff between learning and hiring remains broken. Without a shared definition of what “job-ready” means, critical information gets lost in translation, and capable candidates struggle to cross the finish line.
This post kicks off our four-part series dedicated to creating a shared connection point between these separate operational loops. Today, we explore how disconnected systems can limit even the most well-intentioned advisory boards, and how we can move beyond casual, spoken feedback toward a clear, standardized blueprint that connects training to hiring.
### The Scale of the Training Machine
The sheer volume of our national training machinery is staggering. Today, the cybersecurity training ecosystem spans over 500 academic institutions, anchored by 470 elite NSA-designated centers. Running alongside higher education is a network of over 100 intensive tech bootcamps and more than 730 Registered Apprenticeship programs serving over 43,000 active apprentices nationwide.
When you pull the levers on all of these entities combined, this machine pumps an estimated 60,000 to 75,000 fresh candidates into the market every single year. It’s driven by over 38,000 traditional university grads paired with tens of thousands of accelerated bootcamp and apprenticeship finishers.
At the heart of almost every one of these 1,300+ diverse programs sits a localized, internal advisory board. Filled with dedicated CISOs, directors, and senior engineers who volunteer their time, these boards aim to ensure programs create the best possible local talent.
This involvement is a beautiful thing. Without these professionals showing up, training providers would be operating completely in the dark. In fact, we see firsthand that organizations often find the most success within their own board circles. It is incredibly common for a board member's company to hire directly from the program they support. This is a massive win for those specific individuals, and it proves that close collaboration works.
The systemic challenge, however, is expanding that traction beyond the board itself. Because these groups naturally focus on immediate, local relationships, they inadvertently build isolated pockets of readiness. A candidate might be perfectly aligned with one board member's unique environment, but find themselves speaking a different language when they apply to the employer next door. Without a broader standard, we accidentally trade market-wide scalability for highly localized success stories.
### Two Systems, Two Realities
To understand why this disconnect is so systemic, we have to look at the vastly different realities shaping both sides of the table. They aren’t just miscommunicating; they are operating under entirely different, non-negotiable industry rules.
For employers, cybersecurity is a continuous risk-management function. Every hiring decision is weighed against corporate liability, cyber insurance requirements, and strict regulatory compliance. Because of this high-stakes pressure, they naturally seek a "Day One" plug-and-play analyst who knows their specific tool stack to bypass the dangerous learning-curve window.
Educators and training providers, on the other hand, are governed by rigid operational guardrails, whether that means strict academic accreditation mandates or specific workforce funding metrics. They cannot pivot course structures on a dime to match an individual employer's tool preference; updating a curriculum often requires navigating a complex web of bureaucratic or regulatory approvals. To scale and sustain their programs, they must focus on foundational concepts and standardized outcomes that meet their specific compliance and funding requirements.
While every piece of advice from these security leaders is entirely accurate, trying to patch competing, localized feedback together dilutes the curriculum. It forces educators to chase a moving target, creating a frustrating loop: programs build exactly what they think was requested, candidates study tirelessly, yet employers are still left with resumes that don't fit. To fix this "telephone game," we don't need to dissolve advisory boards—we just need to replace casual, subjective conversations with objective, shared standards.
### Let's Three Steps to Bridge the Divide
**1. Shift from Opinions to Frameworks**
Instead of asking employers what skills they think they might need next year, advisory groups need to speak a common language. We must shift the conversation away from individual company wish lists and anchor it to established industry frameworks like NIST/NICE, CMMC, or CIS Controls. Mapping curriculum to these recognized national work roles replaces subjective corporate opinions with objective skills maps that every security leader respects and understands.
**2. Standardize Around Regional Market Demands**
A successful talent pipeline must reflect the unique economic makeup of its community. Regional employers should use these national frameworks to collectively define a shared, baseline standard for what "entry-level" looks like in their specific market. This allows training providers to build programs around the regional requirements that apply to 80% of local jobs, rather than chasing the 20% of niche requirements that vary wildly from company to company.
**3. Share Resources Across Pathways**
The fragmentation gets worse when traditional higher education and non-traditional training programs operate in complete isolation. When universities, community colleges, and workforce nonprofits actively share their tools, cyber ranges, and hands-on simulation environments, everyone wins. Pooling these resources eliminates unnecessary competition for employer attention and gives employers a larger, more consistently prepared talent pool to choose from.
Mentorship from industry professionals is the lifeblood of workforce development. But if we want to stop the cycle of mismatched expectations, we have to upgrade how we communicate. We have to give educators a clear blueprint instead of a game of telephone.
Continue reading Part 2: The Supply Gap, where we explore the looming talent shortage facing the cybersecurity industry.
Fixing the broken handoff between training and hiring will take employers, funders, and volunteers working together to build a stronger cyber talent pipeline.
**Ready to help build a cyber-ready community?**
[**Get Involved with CyberUp**](https://cta-service-cms2.hubspot.com/web-interactives/public/v1/track/click?encryptedPayload=AVxigLLhfiEdwyM6nSkQlqm4HLoua%2BVAjc106K7jGW0ftS05VPzg12zlMDmAtiUBGr2SDrE75E%2FVf3yzTyY2z33VIiJRI%2FpEUNu04AJZ7JfnooKJYZ%2Bchaq5%2FQewibUL3gbdCTBL6sr4AB6HqZug4QkkGNzKjZMcbRj1YuJweaEnhsdBPM9X8O%2BOUX9JAqGjtiCJVT4%2B1gDh1DSUCetQsLbR3fK3SQ%3D%3D&portalId=21596173)
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/cyber-ready-community-part-1-broken-handoff)
[Blog,](https://news.wecyberup.org/cy-says-blog/tag/blog) [Skills-Based Hiring](https://news.wecyberup.org/cy-says-blog/tag/skills-based-hiring)
### [Cyber-Ready Community Series: Introduction](https://news.wecyberup.org/cy-says-blog/cyber-ready-community-series-introduction)
Oct 28, 2026, 3:22:16 PM
### **Our Future Cyber Talent Pipeline is in Serious Trouble**
Before I dive into the data, I think it is worth sharing why this hits so close to home for me.
If you know the team at CyberUp or me, you know we live and breathe this work from our home base in St. Louis. Eight years ago, we launched the third Cybersecurity Analyst Registered Apprenticeship program in the country. Since then, we have had a front-row seat to the whole machine. We see the educators building the curriculum, the companies doing the hiring, and the public and private funders cutting the checks. It has been a wild roller coaster, but I am incredibly proud of what our alumni have achieved.
Recently, I spent a few days in Philadelphia at the NICE Conference. I look forward to it every year because it is really the operational heartbeat of cyber education in the United States. It is a room full of the most passionate minds you will ever meet, and everyone is grinding away to build a talent pipeline for our field.
### Bridging But this year, something felt off.
Looking at the numbers and listening to colleagues, I kept coming back to one glaring conclusion. Our future cyber talent pipeline is in serious trouble.
Over the years, the industry told us candidates needed better critical thinking, stronger digital literacy, and deep hands-on skills. The ecosystem stepped up beautifully. We saw massive investments in training, the rise of great capture-the-flag events like the National Cyber League, innovative training labs like the AZ Cyber Initiative, and fully functioning campus Security Operations Centers at schools like Maryville University. Everyone was trying to make sure students were ready on day one.
Most of this was guided by industry pros volunteering on college advisory groups or nonprofit boards. That input is valuable, but it also creates a massive blind spot.
Security pros tend to define what it means to be job-ready through the lens of their own career path, their own company, and their own current tech stack. One employer wants Security Operations Center experience, another wants compliance, and the next person wants cloud, artificial intelligence, or incident response. Nobody is wrong, but together, it creates a totally fragmented picture of what the market actually expects.
That fragmentation makes it almost impossible for educators and training providers to build clear, scalable pathways. The issues are too big to dump into a single post, so I am breaking this down into a four-part series. We need to step back, look at the machinery of how we train and hire, and fix the cracks before the pipeline runs dry.
### Here is where we are going over the next four weeks.
1. **The Echo Chamber** Training providers are constantly forced to guess what companies actually need. We are building incredible labs, but we are often doing it based on a game of telephone. Educators and candidates are left guessing which skills will actually get them a job.
2. **The Supply Gap** We are about to hit a massive talent crunch. A drop in consumer confidence is already causing computer science enrollments to slide nationwide. When you combine that with a looming overhaul in government funding models, the entry-level talent pool is about to shrink fast.
3. **The Last Mile** There are hundreds of thousands of capable people sitting on the sidelines right now trying to break into cyber. We do not have a supply problem, we have a completion problem. We do not need more multi-year academic tracks. We need to invest in the last mile, which means the specific, employer-aligned skills that move someone from trained to hired.
4. **The Ecosystem Blueprint** We have to say the quiet part out loud and confront our internal hiring biases. We have thousands of capable people looking for work, and a massive market of small businesses that desperately need cyber readiness. I will lay out a concrete blueprint to connect these dots, challenge broken human resources filters, and move past passive advisory boards.
### Let's Fix the Machine
The candidates standing on the sidelines have already proven their grit. They have done the heavy lifting, changed their life trajectories, and mastered the technical fundamentals. They are standing at the 10-yard line, ready to go.
It is time to stop treating the skills gap like some unsolvable mystery. We need to look honestly at where the system is breaking down, because fixing it requires all of us. We need companies ready to hire differently, funders willing to anchor the community defense, and practitioners dedicated to mentoring the next generation.
This is just the beginning. Continue reading **[Part 1: The Broken Handoff: When “Job-Ready” Gets Lost in Translation](https://news.wecyberup.org/cy-says-blog/cyber-ready-community-part-1-broken-handoff)**, where we explore the disconnect between cybersecurity training and hiring.
Ready to take an active role in building a cyber-ready community? Explore CyberUp's pathways for employers, funders, and volunteers.
[**Get Involved with CyberUp**](https://cta-service-cms2.hubspot.com/web-interactives/public/v1/track/click?encryptedPayload=AVxigLLhfiEdwyM6nSkQlqm4HLoua%2BVAjc106K7jGW0ftS05VPzg12zlMDmAtiUBGr2SDrE75E%2FVf3yzTyY2z33VIiJRI%2FpEUNu04AJZ7JfnooKJYZ%2Bchaq5%2FQewibUL3gbdCTBL6sr4AB6HqZug4QkkGNzKjZMcbRj1YuJweaEnhsdBPM9X8O%2BOUX9JAqGjtiCJVT4%2B1gDh1DSUCetQsLbR3fK3SQ%3D%3D&portalId=21596173)
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/cyber-ready-community-series-introduction)
### [10 Years of CyberUp: Building People, Companies, and Communities for the Future](https://news.wecyberup.org/cy-says-blog/10-years-of-cyberup-building-people-companies-and-communities-for-the-future)
Nov 12, 2025, 1:45:55 PM
When I think back to ten years ago, I remember the early days of CyberUp — the long hours, the brainstorming sessions in coffee shops, and the excitement of seeing our first students begin their cybersecurity journeys. I remember one student, a veteran, who had never considered a career in tech. After completing our program, he landed his first role as a cyber analyst and later told me that it completely changed the trajectory of his life. It’s moments like these, when someone recognizes their own potential, that have driven the heart of my journey with CyberUp.
Another story that has stayed with me is about a student we first met when he was in middle school through one of our programs. Even then, he showed curiosity, dedication, and a spark for technology. Over the years, we’ve watched him grow, participate in workshops, take on mentorship opportunities, and eventually launch a career in cybersecurity. Seeing that journey — from middle school classroom to industry professional — illustrates why our work matters and the long-term impact of early engagement in cybersecurity.
On October 15th, we celebrated ten years of CyberUp. I was reminded of how far we’ve come. Ten years of creating opportunities, building careers, and strengthening communities through cybersecurity. Looking around at our partners, mentors, funders, and supporters, it was clear that none of this would be possible without the people who believed in our mission from the very beginning.
When we started CyberUp a decade ago, the world of cybersecurity looked very different. Most companies were only beginning to realize that cyber threats weren’t just an IT problem — they were a business problem, a people problem, and, ultimately, a community problem. We knew that the solution wasn’t just about technology; it was about people.
CyberUp was created to build a skilled workforce that supports people, companies, and communities. We provide students, veterans, and career changers with the training and opportunities they need to launch meaningful careers in cybersecurity. Over the past ten years, this mission has grown into something that has changed lives and strengthened communities.
The impact we’ve seen is remarkable:
- We’ve trained and upskilled more than **800 individuals** for cybersecurity careers.
- We’ve partnered with over **125 employers** nationwide to create apprenticeship opportunities that turn potential into professions.
- We’ve inspired more than **4,000 students** through youth programs that make cybersecurity hands-on, exciting, and accessible.
Along the way, we’ve seen people from every background discover that they belong in this field. From a single mom transitioning from a call center into a cyber analyst role, to veterans bringing their discipline and service mindset into protecting digital frontlines, these are the stories that define CyberUp’s success.
As we celebrate these accomplishments, we’re also looking ahead. The world of cybersecurity continues to evolve rapidly, and we know that the work of building strong people, strong companies, and strong communities is never finished. Over the next decade, we’re excited to continue expanding our impact, exploring new opportunities, and preparing for the future.
Looking back on ten years of growth, impact, and partnerships fills me with pride and gratitude. Looking forward, we’re more committed than ever to empowering individuals, supporting employers, and strengthening communities across the country.
CyberUp’s story is a story of people, partnerships, and potential — and it’s only just beginning. Together, we’ll continue building careers, fostering opportunity, and shaping a stronger, more resilient future for all.
Here’s to the next ten years of growth and impact.
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/10-years-of-cyberup-building-people-companies-and-communities-for-the-future)
[cybersecurity,](https://news.wecyberup.org/cy-says-blog/tag/cybersecurity) [apprenticeship,](https://news.wecyberup.org/cy-says-blog/tag/apprenticeship) [certification,](https://news.wecyberup.org/cy-says-blog/tag/certification) [training,](https://news.wecyberup.org/cy-says-blog/tag/training) [Podcast,](https://news.wecyberup.org/cy-says-blog/tag/podcast) [skillsbasedhiring](https://news.wecyberup.org/cy-says-blog/tag/skillsbasedhiring)
### [Ep 118: A Dive into Multi-Factor Authentication with Sairam Durgaraju](https://news.wecyberup.org/cy-says-blog/multifactorauthentication)
Dec 17, 2024, 5:07:27 PM
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/multifactorauthentication)
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[cybersecurity,](https://news.wecyberup.org/cy-says-blog/tag/cybersecurity) [apprenticeship,](https://news.wecyberup.org/cy-says-blog/tag/apprenticeship) [certification,](https://news.wecyberup.org/cy-says-blog/tag/certification) [training,](https://news.wecyberup.org/cy-says-blog/tag/training) [Podcast,](https://news.wecyberup.org/cy-says-blog/tag/podcast) [skillsbasedhiring](https://news.wecyberup.org/cy-says-blog/tag/skillsbasedhiring)
### [Ep 117: LinkedIn Best Practices with Jessica Cassidy](https://news.wecyberup.org/cy-says-blog/linkedinbestpractice)
Dec 13, 2024, 1:19:55 PM
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/linkedinbestpractice)
[cybersecurity,](https://news.wecyberup.org/cy-says-blog/tag/cybersecurity) [apprenticeship,](https://news.wecyberup.org/cy-says-blog/tag/apprenticeship) [certification,](https://news.wecyberup.org/cy-says-blog/tag/certification) [training,](https://news.wecyberup.org/cy-says-blog/tag/training) [Podcast,](https://news.wecyberup.org/cy-says-blog/tag/podcast) [skillsbasedhiring](https://news.wecyberup.org/cy-says-blog/tag/skillsbasedhiring)
### [Ep 116: Ask a CISO with Steve Zalewski](https://news.wecyberup.org/cy-says-blog/askaciso)
Dec 5, 2024, 2:06:21 PM
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/askaciso)
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[cybersecurity,](https://news.wecyberup.org/cy-says-blog/tag/cybersecurity) [apprenticeship,](https://news.wecyberup.org/cy-says-blog/tag/apprenticeship) [certification,](https://news.wecyberup.org/cy-says-blog/tag/certification) [training,](https://news.wecyberup.org/cy-says-blog/tag/training) [Podcast,](https://news.wecyberup.org/cy-says-blog/tag/podcast) [skillsbasedhiring](https://news.wecyberup.org/cy-says-blog/tag/skillsbasedhiring)
### [Ep 115: The Non-Technical Side of Cyber with Susan Klement](https://news.wecyberup.org/cy-says-blog/nontechnicalside)
Nov 26, 2024, 3:56:01 PM
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/nontechnicalside)
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[cybersecurity,](https://news.wecyberup.org/cy-says-blog/tag/cybersecurity) [apprenticeship,](https://news.wecyberup.org/cy-says-blog/tag/apprenticeship) [certification,](https://news.wecyberup.org/cy-says-blog/tag/certification) [training,](https://news.wecyberup.org/cy-says-blog/tag/training) [Podcast,](https://news.wecyberup.org/cy-says-blog/tag/podcast) [skillsbasedhiring](https://news.wecyberup.org/cy-says-blog/tag/skillsbasedhiring)
### [Ep 114: Top 5 Cybersecurity Best Practices with James Bierly](https://news.wecyberup.org/cy-says-blog/bestpractices)
Nov 12, 2024, 4:44:31 PM
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/bestpractices)
[Blog,](https://news.wecyberup.org/cy-says-blog/tag/blog) [Latest News,](https://news.wecyberup.org/cy-says-blog/tag/latest-news) [Skills-Based Hiring](https://news.wecyberup.org/cy-says-blog/tag/skills-based-hiring)
### [The Scary Side of Ignoring Skills-Based Hiring](https://news.wecyberup.org/cy-says-blog/scaryside)
Oct 30, 2024, 5:35:52 PM
As we face rapid technological change and increasing job market demands, one thing has become clear: traditional hiring models are failing us. The workforce is shifting, industries are evolving, and yet, many companies continue to rely on outdated hiring practices that prioritize degrees over skills. The consequences of not embracing skills-based hiring are more frightening than we realize, with far-reaching impacts on businesses, employees, and the economy at large.
Here’s why ignoring this shift can create a real nightmare:
**The Talent Shortage Will Worsen**
One of the scariest outcomes of sticking to degree-based hiring is the growing talent gap. The cybersecurity industry is already facing a shortage of skilled professionals, with hundreds of thousands of unfilled jobs. Stubbornly clinging to old hiring methods creates artificial barriers that prevent qualified candidates from entering the workforce.
By excluding people who have the skills but not the degree, companies are shooting themselves in the foot. Ignoring these candidates means businesses will continue to struggle to fill key roles, leading to operational inefficiencies, vulnerabilities, and lost opportunities. The competition for top talent is fierce, and it’s not just about fighting over those with a traditional background—it’s about looking beyond that, or risk falling behind.
**Missed Innovation and Agility**
In an era where adaptability is key, failing to embrace skills-based hiring means missing out on a diverse, innovative workforce. Companies that focus only on candidates with degrees from specific institutions miss the unique perspectives and problem-solving approaches that come from individuals with nontraditional backgrounds.
Skills-based hiring opens the door to a wide range of talent, including self-taught professionals, career changers, and those from marginalized communities who may not have had access to formal education but have gained skills through other means. When we ignore this talent, we stifle innovation, limit agility, and risk becoming irrelevant in a rapidly changing landscape.
**Economic Disparity Will Widen**
Skills-based hiring can play a major role in addressing inequality by opening opportunities for individuals from underrepresented and marginalized communities. However, if businesses fail to adopt this approach, the economic divide will only continue to widen.
The reliance on degree-based hiring perpetuates systemic barriers that limit upward mobility for many individuals. Those who cannot afford traditional education are left behind, even if they possess the skills to do the job. By not shifting our focus to what people \*can do\* versus what paper they hold, we contribute to an economic system that benefits the few at the expense of the many.
**Business Vulnerabilities Increase**
The reluctance to adopt a skills-based hiring model also increases the risk of hiring underqualified individuals. While a degree may suggest a certain level of knowledge, it doesn’t guarantee the skills needed to perform well in a specific role. When companies default to degree requirements without verifying hands-on abilities, they run the risk of employing people who are not fully prepared to meet the demands of the job.
On the flip side, there are countless individuals who possess the technical skills and real-world experience needed for a job, yet their lack of formal education keeps them from getting a foot in the door. The result? Businesses are left with critical skills gaps and higher turnover rates, all while passing over the very candidates who could have filled those gaps.
**Future-Proofing Requires Adaptation**
Finally, ignoring skills-based hiring puts businesses in a dangerous position in the long term. The future of work is shifting towards automation, AI, and the digital transformation of industries. Companies that are unwilling to adapt their hiring practices to focus on the skills required to navigate this new landscape will find themselves outpaced by competitors who do.
The future belongs to those who can adapt, learn new skills, and keep up with the demands of the market. If we don’t embrace skills-based hiring, we are choosing to cling to an outdated model that will leave us woefully unprepared for the future.
**A Call to Action**
The scary truth is that the consequences of ignoring skills-based hiring are already being felt. Companies struggling to find talent, growing economic inequality, and missed innovation opportunities are just the beginning. We must take this shift seriously and reevaluate how we approach talent acquisition. The world is changing, and our hiring practices must change with it, or we risk being left behind in an increasingly competitive and uncertain market.
Now is the time to embrace the model and unlock the potential of a broader, more diverse workforce—before it’s too late.
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/scaryside)
[cybersecurity,](https://news.wecyberup.org/cy-says-blog/tag/cybersecurity) [apprenticeship,](https://news.wecyberup.org/cy-says-blog/tag/apprenticeship) [certification,](https://news.wecyberup.org/cy-says-blog/tag/certification) [training,](https://news.wecyberup.org/cy-says-blog/tag/training) [Podcast,](https://news.wecyberup.org/cy-says-blog/tag/podcast) [skillsbasedhiring](https://news.wecyberup.org/cy-says-blog/tag/skillsbasedhiring)
### [Ep 113: Trucker to Senior Cyber Leader with Travis Nichols](https://news.wecyberup.org/cy-says-blog/truckertocyberleader)
Oct 29, 2024, 3:38:48 PM
[Tony Bryan](https://news.wecyberup.org/cy-says-blog/author/tony-bryan)
[Read More](https://news.wecyberup.org/cy-says-blog/truckertocyberleader)
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