Next Generation. Cyber Talent.
Unleashing Cyber Excellence
We're passionate about developing the next generation of cyber security talent, increasing diversity in the sector, closing the skills gap, and providing opportunities to people from a variety of backgrounds. To achieve these goals, we take part in several initiatives that support this career pathway for school leavers, graduates, veterans, and those looking to change careers.
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Our Investment
We provide financial support using our resources across consulting, penetration testing, cyber defence, and incident response to deliver over 150 training sessions a year, as well as holding events in our flagship 24x7 SOC and developing technical competitions.
Bridewell Academy
Running over 18 months, the course provides you with the education and experience to become a qualified cyber professional and join the Bridewell team. You’ll gain valuable hands-on experience working alongside our consultants, and one-to-one and group sessions.
Training Tomorrow's Cyber Leaders
Below are the cyber training academies we work with to ensure the highest level of expertise and industry-leading skills.
Cyber College Cymru
As a lead partner for the Cyber College Cymru initiative, we provide Welsh colleges with access to cyber security education, networks, experience, and job opportunities, which they may not have access to due to their location and local economic state.
NCSC Cyber First
We are one of the first companies to support the NCSC Cyber First team, engaging children in secondary schools across Gloucestershire and South Wales. This initiative is particularly focused on increasing diversity in the industry through education at various levels of education and providing career insights.
University of South Wales
We run master class sessions to students undertaking a degree and MSc in cyber security.
Listen to James John, Incident Response Manager, talk about what we do to help students at the University of South Wales get prepared for the working cyber world.
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TechVets
We are an Armed Forces Covenant company and, as part of the TechVets scheme, a major employer of ex-armed forces employing numerous ex-armed forces personnel and individuals who volunteer as reservists and in volunteer cyber roles.
SANS Upskill
We have supported a number of reskill programmes including SANS Upskill in Cyber. This is a programme that is utilised as part of the Bridewell Academy programme, where we have taken individuals who have reskilled through the academy from previous careers.
Cyber Talent Insights
Below are Cyber Talent Insights, providing you with knowledge and statistics.
4 in 10 cyber leaders in UK CNI say stress and burnout could push them to leave their job in the next year
Reading, UK – 28 June 2022 – UK critical national infrastructure (CNI) organisations must take steps to ensure cyber leaders have the right budget, skills and tech stack to build out and implement an effective cyber security strategy or risk an exodus of skilled cyber security professionals, according to new research from UK cyber security services firm, Bridewell. The cyber security company is calling on business leaders to do more to improve wellbeing among security teams this World Wellbeing Week amid rising threats and growing skills gap.
The research, which surveyed 521 cyber security decision makers in the communications, utilities, finance, government and transport and aviation sectors, reveals 95% of cyber security decision-makers are experiencing factors that would make them likely to leave their role in the next 12 months. 42% feel a breach is inevitable and do not want to tarnish their career, while 40% say they are experiencing stress and burnout which is impacting their personal life.
The prospect of people leaving jobs is particularly problematic for CNI organisations at a time when the threat of attacks remains high. Over two thirds of UK CNI cyber leaders say that the volume of threats and successful attacks has increased over the past year and 69% say it is harder to detect and respond to threats.
Fears of staff leaving are also compounded by the ongoing skills shortage in the sector with 68% saying it has become harder to recruit the right resources to secure and monitor systems over the past year. Four in ten say they currently don’t have the skills to monitor security threats in the cloud, 31% don’t have the right skills needed to run a modern security operations centre (31%) and 28% believe the don’t have the right skills to secure a remote environment.
Martin Riley, Director of Managed Security Services at Bridewell, comments: “Talent is now the biggest constraint in cyber security and organisations simply cannot afford to lose staff. Security leaders need the right authority, budget and technology stack to build out and implement an effective threat-led cyber security strategy and should lean on external consultants where necessary to plug any gaps quickly and help lighten the load on the team. Companies that can demonstrate they are investing in staff wellbeing, support and development can inspire a real change of heart in those that may be looking to leave.”
A range of factors are contributing to the increased pressure and burnout felt by IT teams, including the growing number of cyber attacks, increased complexity of cyber security compliance, greater interconnectivity of systems, and the constant need to understand new technologies and deliver expanding cyber assurance activities.
Reasons for leaving vary based on level of seniority with those at C-Level more likely to fear tarnishing their career with a cyber attack, while those at Director level report higher levels of stress and burnout. Meanwhile, heads of department are more likely to jump ship due to unrealistic expectation, whereas managers are more driven by pay.
Recent research from the Department for Digital, Culture Media & Sport reveals approximately 697,000 UK businesses (51%) have a basic skills gap. Bridewell is supporting the government’s “Upskill in Cyber programme” which aims to identify and rapidly reskill individuals for roles in cyber security in just ten weeks. Launching on 4 July, students will undertake two SANS training courses and receive soft skills development to ensure they are immediately deployable within the cyber security workforce.
Scott Nicholson, CEO at Bridwell adds: “We’re seeing an endless skills, transformation and burnout cycle in the industry. The biggest trick organisations are missing when it comes to narrowing the cyber skills gap is not taking on people from other disciplines. This is only fuelling the situation and means companies could be missing out on great candidates with transferable skills.”
