The Hidden Talent Pools That Companies Overlook in Cybersecurity Hiring

The cybersecurity talent shortage is real, but what if the right talent is hiding in plain sight? Many companies struggle to fill critical security roles, yet they continue fishing in the same small talent pool. It’s time to look beyond the obvious and tap into hidden cybersecurity talent pools that are often overlooked.

Here are four key sources of untapped cybersecurity talent:

1️. Mid-Career Transitioners

Not every great cybersecurity professional starts their career in security. Many IT professionals, software developers, and network engineers already have foundational skills that transfer well into cybersecurity. With the right training, they can become highly effective SOC analysts, threat hunters, or security engineers.

Tip for hiring managers: Instead of requiring a “perfect” cybersecurity resume, look for adjacent experience in networking, systems administration, or cloud security.

2️. Military Veterans & Law Enforcement Professionals

Many veterans and law enforcement officers excel in cybersecurity roles due to their discipline, problem-solving skills, and experience handling security threats. Roles in cyber operations, intelligence, and forensics are a natural fit for their expertise.

Tip for hiring managers: Consider veteran transition programs or cybersecurity training initiatives tailored for military personnel.

3️. Self-Taught & Bootcamp Graduates

Not every great cybersecurity professional has a four-year degree. Many ethical hackers, penetration testers, and security researchers have honed their skills through self-study, certifications, or hands-on experience in bug bounty programs.

Tip for hiring managers: Instead of focusing solely on degrees, look for candidates with real-world problem-solving skills, GitHub projects, or participation in Capture The Flag (CTF) competitions.

4️. Underrepresented Groups & Emerging Markets

Cybersecurity thrives on diverse perspectives, yet many companies overlook talent from non-traditional backgrounds, international markets, and underrepresented groups. Expanding hiring strategies beyond major tech hubs can unlock a wealth of untapped talent.

Tip for hiring managers: Build partnerships with organizations that support women in cybersecurity, neurodivergent professionals, and talent from emerging markets.

The talent is out there—you just need to look in the right places.

Which hidden talent pools have you seen succeed in cybersecurity? Let’s discuss in the comments!