Quick Answer: How can organizations close the cybersecurity skills gap?
Start by assessing security skills across your entire technology team, not just people with "security" in their title. Then combine three strategies: Recruit candidates with adjacent skills and growth potential, develop existing employees through training and hands-on projects, and bring in contract specialists for project-based or time-sensitive needs.
Cyber threats are becoming more sophisticated, persistent and difficult to detect. AI-enabled penetration tools are lowering barriers for attackers, AI development platforms are introducing new security considerations and emerging risks such as quantum computing are putting pressure on existing encryption and defense strategies. Meanwhile, more complex IT environments and AI adoption are expanding the number of systems, access points and data sources organizations must protect. These shifts are driving demand for cybersecurity professionals with expertise in AI, risk management, governance, cloud security and more.
For technology businesses that also support customer environments, these capabilities are becoming increasingly critical to securing client systems and data. But finding and keeping highly skilled cybersecurity talent remains a challenge for many tech and IT departments. In Robert Half’s 2026 Tech Priorities and Opportunities report, 66% of technology leaders say hiring and retaining security and privacy professionals is more difficult than it was a year ago.
The evolving cybersecurity skills gap in today’s AI-driven environment is a significant and pressing issue for tech leaders to help solve. It requires a multifaceted talent strategy that combines targeted recruiting and retention, internal development and the use of specialized contract expertise. The starting point for improvement is understanding where specific gaps are—and which ones to address sooner than later.
What Cybersecurity Skills Does Your Organization Need Most?
Cybersecurity and other critical IT skills gaps can slow progress on strategic initiatives—or derail them altogether. According to research for Robert Half’s latest Demand for Skilled Talent report, 71% of technology leaders say skills shortages have led to project delays in the last year, while 49% report project cancellations. Security initiatives are among those most affected.
To help reduce the risk of project disruption, take stock of your team’s cybersecurity capabilities. What are their strengths? Where do they typically struggle? Your security skills review should encompass all technology professionals on your team, not just those with “security” in their title. A large portion of today’s tech roles require security skills, including ones aligned with AI. Consider the technologies and initiatives currently placing the greatest demands on your staff and changing the mix of skills their work requires.
For example, a cloud migration project may require deeper expertise in identity and access management and container security. At the same time, AI adoption is creating demand for a more specialized mix of cybersecurity skills. You may need professionals who can secure AI-enabled applications, assess AI-related risk, strengthen governance and data protection, and defend against emerging threats such as prompt injection, AI-generated phishing or model compromise.
This assessment can help you prioritize the gaps that require immediate attention and identify those that can be remedied over time. Next, consider using these three strategies to help close the gaps.
1. Recruit for potential—and give talent reasons to stay
When you know which capabilities to hire for now and which to develop later, you can consider candidates with adjacent skills, less conventional backgrounds and a willingness to learn—without compromising critical requirements. A cloud or infrastructure specialist with strong security knowledge, for example, may be able to deepen governance or risk expertise through targeted development.
Be prepared to offer competitive compensation to all promising candidates. Consult resources like Robert Half’s annual Salary Guide to benchmark pay for cybersecurity and other technology positions. Also know that many top professionals are likely to weigh what a role offers beyond salary. Support for relevant certifications, development opportunities, meaningful work, manageable workloads and visible career paths can influence whether professionals join your organization—and stay for the long term.
2. Grow cybersecurity capability from within
Existing employees can be an important source of cybersecurity capability, but they are often overlooked. Professionals in cloud, networking, infrastructure, data and software roles may be well-positioned to take on greater security responsibilities, while cybersecurity employees can deepen their expertise in areas such as cloud, AI, governance or risk.
Formal training and certifications can help build skills, but hands-on learning can also be highly effective. Cross-functional projects, mentoring, job shadowing and incident response exercises can help employees apply new skills to the organization’s own systems and security challenges. As priorities and platforms evolve, reassess your team’s skills and focus on development that can help close emerging gaps quickly.
3. Bring in specialized expertise when needed
Cybersecurity needs are often highly specialized, project-based, time-sensitive or all of the above. That doesn’t mean every capability required to support those needs must reside permanently on your team. Contract talent and consultants can provide specific expertise when and for as long as it’s needed.
These professionals can help your organization move forward critical initiatives such as cloud security, cybersecurity upgrades, governance and compliance work, and incident response. They can also add capacity when internal teams are stretched, helping to keep priority work on track while giving you the time to recruit permanent employees or develop internal capabilities. MSPs and other service providers can also use contract talent to respond to spikes in client demand or workload.
An added benefit of this staffing approach: Having staff members work alongside these specialists supports knowledge transfer and can help your technology team keep pace with evolving skills that the organization can continue drawing on in the future.
Match the Talent Approach to the Need
As AI-enabled threats, AI development tools and future risks like quantum computing reshape cybersecurity demands, the skills gaps your organization must address will vary based on your IT environment, business priorities, stakeholder requirements and overall risk profile. In any case, a multifaceted strategy that includes targeted recruiting and retention, internal development, and the strategic deployment of specialized contract talent and consultants can help you access and apply critical expertise when needed, while creating a more adaptable, resilient workforce.
Learn more about GTIA Cybersecurity Programs.
About the Author: Ryan Sutton is executive director of the technology practice at Robert Half.