A growing cyber talent shortage is turning your security posture into a ticking time bomb. With only 74 % of cybersecurity roles filled—and Fortune 100 companies offering remote work in just 8 % of openings—organizations are bleeding serious expertise and defenses. In this post, cybersecurity strategist Mike Wright dives into why hiring gaps matter now more than ever, how outdated job descriptions, poor benefits, and weak hiring strategies leave you exposed, and what bold executives can do to build resilient teams. Learn how to close the cyber skills gap in 2025 with smart strategy, effective training, and leadership buy‑in.

74% of Cyber Roles Are Unfilled—Here’s Why That’s Your Problem

Your Cyber Team Is More Hollow Than You Think

News just dropped: only 8% of Fortune 100 cybersecurity jobs allow remote work—and the U.S. has only enough talent to staff 74% of open roles. That isn’t a bullet point for your IT report—it’s a flashing danger sign.

As a cybersecurity strategist with more than 25 years in the trenches, I’ve trained everyone from U.S. military personnel to C-suite execs at Cisco, Boeing, and American Express. And I’ll tell you straight: a shortage in skilled cybersecurity talent is one of the most direct paths to organizational risk.

When your team is short-staffed, overworked, or out of their depth, it doesn’t just impact morale. It expands your threat surface. That’s what I call a breach waiting to happen.

It’s Not Just a Numbers Game

The Strategy Gap vs. Talent Gap

According to the data, the real problem isn’t that no one wants cybersecurity jobs. It’s that companies are failing to attract the right candidates. They’re using stale job titles, rigid requirements, and low flexibility. What we’ve got is a strategy gap masquerading as a hiring gap.

A Fortune 100 company that only offers onsite roles in 2025 is going to lose to competitors offering remote-friendly, mission-driven positions every single time.

Skills Shortage, Not Body Count

Even when companies do hire, many bring on staff without the right technical or analytical skills. It’s like hiring a paramedic to fly a medevac—wrong job, wrong tools.

This leads to the kind of errors we see during simulated attacks or phishing exercises, where alert fatigue or unfamiliarity leads to a missed breach. If your team is running on fumes and crossed fingers, it’s time to rethink your approach.

Why This Is Everyone’s Problem

I once consulted with a mid-size healthcare provider whose cyber team consisted of two junior analysts and one IT generalist who “handled security stuff.” They’d posted three open roles for months, but insisted there was “no good talent.”

After reviewing their listings? Turns out the job descriptions were outdated by five years, offered no hybrid flexibility, and started below market pay.

If that sounds familiar, it’s because this isn’t rare. And when that team missed a phishing simulation that could’ve exposed patient records? Suddenly leadership was very interested in talent strategy.

Want to make sure your team doesn’t miss something obvious? Read How to Spot a Fake Email in 10 Seconds.

What Most Companies Are Doing Wrong

1. No Remote Options

Only 8% of open cyber roles at large firms offer remote or hybrid options. In a world where the best talent values flexibility, this is a massive red flag. You're shrinking your talent pool before you even post the job.

2. Weak Support for Mental Health

Burnout in cybersecurity is real. Constant alerts, high stakes, and being on-call can grind down even seasoned pros. Companies that fail to provide support—mental health days, fair rotations, flexible PTO—are losing people faster than they can hire them.

3. HR is in the Dark

Most HR departments don’t speak “cyber.” And if your technical teams aren’t collaborating with HR on job design and compensation strategy, you’re flying blind.

You Can’t Just Hire Your Way Out of This

Even if you had an unlimited hiring budget, throwing more people at the problem isn’t enough. The smartest companies are focused on upskilling their teams from the inside out.

In my article Why Most Cybersecurity Trainings Fail (and How to Make Yours Stick), I explain why slide decks and dry lectures don’t work. Instead, you need active, scenario-based training that gets people thinking like attackers.

That’s the difference between checking a compliance box and actually building muscle.

Your Four-Step Fix Plan

Step 1: Modernize Job Listings

Use real-time salary benchmarks. Upgrade your language. Offer remote or hybrid when possible. You’re not just hiring a worker—you’re recruiting a defender.

Step 2: Invest in Smart Training

Interactive, high-engagement training programs can turn your existing IT staff into a powerful frontline. If you're unsure where to start, I break down what to avoid (and what works) in my post on training that actually sticks.

Step 3: Build an Internal Pipeline

Can’t find talent? Grow your own. Partner junior hires with seasoned pros, offer certification support, and invest in long-term retention. Creating a “cyber farm system” may take effort—but it creates unmatched loyalty and depth.

Step 4: Tackle the Real Threat: Social Engineering

Technical skills are only half the battle. Social engineering is still one of the most effective attack vectors—and your undertrained staff are the perfect entry point. If you're unsure how these attacks work, The Con Artist in Your Inbox is a must-read for any business leader.

Don’t Let Shortages Become Excuses

There will always be unfilled roles. There will always be budget discussions. But waiting around for perfect candidates is not a security strategy—it’s a gamble.

Smart leaders act. They adapt. They train. They align HR and IT. And they make sure cybersecurity is a strategic investment, not a leftover line item.

Ready to Build a Stronger Cyber Team?

If your security posture is starting to wobble under the weight of unfilled roles and exhausted staff, now is the time to act. I help leadership teams design training programs, audit hiring strategies, and build resilient cyber cultures that last.

👉 Get in touch with me today and let’s close the talent gap—before someone else exploits it.