Plugging the Cyber Security skills gap: How Solve Transition is cultivating top candidates

To plug the skills gap in cyber security, the World Economic Forum predicts that we’ll need four million professionals. Fail to act, and two-thirds of organizations will face additional risks, the same report concludes.

Even with traditional hiring methods unable to keep pace with demand, we’re seeing rising unemployment rates in some key talent networks.

Our ‘The Future of Work’ report states that organizations will need to rewire their recruitment process to access the skills they need. But how can businesses tap into these overlooked talent sources?

In this blog, we explore how a partnership with Solve Transition is changing the game when it comes to sourcing cyber security skills

The spark that started Solve Transition

Professor Neil Curtis was driven to launch Solve Transition by his own professional challenges. Previously holding various roles in IT project management, he was eager to shift his focus to risk management and cyber security.

It was during this transition that he realized how little support was available for professionals looking to reskill.

From concept to company

“We started testing some of the concepts that would later become the foundations of Solve Transition during my time at DxC,” Neil explains.

As Chief Security Officer, Neil and his team explored new methods for identifying candidates, using practical assessments during interviews to showcase potential rather than relying solely on technical expertise.

The result? “We found that professionals were transitioning very well, picking up skills at an incredible pace.”

Preparing candidates for the job search

One of the early focus points for Solve Transition is optimizing resumes for today’s job market.

“We’ve recently worked with a candidate who managed an entire fleet of AWACS aircraft—a portfolio worth $2.5 billion! They saw their responsibility as ensuring fleet readiness, but from a hiring perspective, it demonstrates their expertise in handling significant responsibility, managing budgets, and delivering results under pressure.”

Solve Transition helps candidates translate their mission-focused experiences into measurable business outcomes.

“The right terminology is critical, especially for highly technical roles. With AI supporting more of the initial screening process, candidates must align their language with modern industry expectations.”

Strengthening their digital footprint

The next step? Optimizing LinkedIn presence. Solve Transition helps applicants build a stronger digital portfolio.

“Your LinkedIn profile is a window into your professional aspirations. When reviewing resumes, the first thing I do is check an applicant’s online profile to understand their motivations, interests, and professional network.”

“There’s a hidden art to LinkedIn. We teach candidates how to craft compelling narratives because storytelling fosters personal connections—especially in industries where collaboration is key.”

Finding the perfect role

And that’s where Hays comes in. As candidates near the end of their training, they are connected with specialist recruiters who can help place them in roles where they can make an impact.

Rethinking recruitment strategies

Organizations partnering with Solve Transition have taken the first step toward innovative hiring practices.

Neil highlights the capability framework developed by Solve Transition:

“It’s a powerful tool—not just for candidates, but also for employers. It’s an independent assessment beyond resumes and traditional interviews, evaluating to what extent an individual has the ingrained capabilities needed to thrive in cyber security. To unlock the potential of non-traditional talent sources, we must embrace new indicators of success.”

Building powerful partnerships

For Adam Shapley (Managing Director for Technology Solutions, Hays Australia and New Zealand), the value of Solve Transition’s work is clear:

“Organizations like Solve Transition play a vital role in uncovering talent networks that often go unnoticed. Neil is at the heart of a growing community that traditional hiring methods simply don’t reach.”

“The partnerships we build with organizations like Solve Transition are invaluable. Together, we’re closing critical skills gaps, enabling businesses to protect their ecosystems, and helping professionals forge meaningful careers in cyber security.”

Learn more about how demand for cyber skills is changing in our report, ‘The Future of Work: How AI is impacting your workforce’.