Can apprentices hold the key to increasing the talent pool in cyber, and are they fairly rewarded?
This week marked National Apprenticeship Week, described as a “week-long celebration that brings together businesses and apprentices across the country to shine a light on the positive impact that apprenticeships make to individuals, businesses and the wider economy.”
In a recent report from the National Audit Office, it was claimed that there is a shortage of cyber skills within government, where one in three cybersecurity roles in government were vacant or filled by temporary staff in 2023-24.
Solution?
Are apprentices the solution here? Kevin Curran, IEEE member and professor of cybersecurity at Ulster university, said that with talk of vacancies, “apprenticeships may be the solution here.”
He admitted that this would require further investment and greater collaboration between government, education and industry leaders. “Businesses need to plan ahead by providing plenty of opportunities for staff and young people to learn and take charge of their careers,” he said.
“At the same time, the education sector needs to actively promote the opportunities available in the cybersecurity labour market. After all, cybersecurity is a challenging, but incredibly rewarding, career.”
Lower Cost
In agreement was Muhammad Yahya Patel, global security evangelist and advisor, office of the CTO at Check Point Software. He said that apprenticeships present a viable solution to the skills shortage problem, as they offer a lower-cost way to bring in new talent while providing formal training, hands-on learning, and mentorship.
“By investing in apprenticeships, companies can develop their workforce in-house rather than competing for expensive, fully trained professionals in the job market,” he said.
He did admit that there is a barrier in industry insistence on prior experience, as this doesn’t give newcomers the chance to gain the required experience. He said: “Apprenticeships help solve this issue by combining formal education with real-world experience, allowing apprentices to build the necessary skills over time.”
This is due to a problem of a lack of awareness at the executive level about how apprenticeships can be integrated into talent acquisition strategies, and too many c-level leaders and CISOs still associate apprenticeships with traditional trades like construction or engineering, rather than considering their relevance in IT and cybersecurity.
He said: “This perception needs to change, as apprenticeships can provide a structured and effective pathway for developing skilled professionals in the sector.”
Finding and Applying
Are the opportunities present, and easy to find? SC UK spoke to some who have found their way through this avenue, and whom are offering opportunities. Ben Dragisic is an internal systems consultant at Pentest People, and says opportunities are improving year by year, and across almost all industries, especially IT.
“One of the biggest advantages of apprenticeships is they don’t require UCAS points or specific A-Level grades like the traditional university route. This makes them a great option for those who may struggle in a conventional academic setting.”
Is it hard to apply for these roles, and are employers particularly picky on who they bring in? Dragisic says the application process varies between providers, but generally, it’s similar to applying for a regular job. “You first need to secure a position with an employer, and from there, onboarding with the apprenticeship provider is usually a smooth process."
Hannah Rees, head of operations at Bridewell, says she feels that apprenticeships are more talked about than ever before, and from her experience working with local schools and colleges, students are given a fair representation of both an apprenticeship/similar and the more traditional university route.
“Bridewell works with key cyber specialist colleges in South Wales where we discuss our Academy programme, what is included and how to apply,” she says. “Whilst we only have a set number of participants we can accept each year, we would always encourage those to keep applying as we expand the company further.”
Should and could more organisations be offering further opportunities? She agrees, but urges employers to fully consider their offering before something is launched to ensure the right processes and support are in place to allow participants to really flourish and get the support and experience they require at this early careers stage. “Programme like this should therefore definitely not be seen as a tick box exercise.”
Qualifications
As we mentioned earlier, are too many hiring companies focused on which qualifications and certifications a prospective apprentice has? Dragisic says this largely depends on the specific job roles you're targeting, but in the case of cybersecurity, breaking into the industry is relatively accessible. “I work with people who have successfully transitioned from careers in the military and education, proving that retraining is a viable path,” he says.
“However, once you're in, the industry becomes heavily reliant on standards and certifications for career progression. It’s a double-edged sword, while entry-level roles often don’t require a traditional degree, advancing within the field typically depends on earning relevant certifications.”
He praises the apprenticeship route as a “fantastic way to secure that first role”, as it provides both hands-on experience (typically one to two years) and a qualification, sometimes even at the degree level.
Corbyn Grace, security consultant at Pentest People, praises the learning opportunities presented by apprenticeships, as they say you can start at Level 2 (GCSEs) and go all the way up to Level 7 (equivalent to a master’s degree).
“From my own experience, the choice between apprenticeships, qualifications, and certifications really depends on your perspective. At the end of the day, they all lead to the same goal: landing that dream job; but apprenticeships often get you there faster because they focus on hands-on learning.”
Grace says there’s a big difference between studying something in a classroom and actually doing it in the real world. “Most people who’ve “been there, done that” would agree that practical experience speeds up career growth in a way traditional education just can’t.”
Payment and Benefits
Another consideration is on how apprentices are paid, if at all, and what working benefits are offered. As Grace says above, there are opportunities for qualifications, but what should employers be offering in terms of pay, expenses, travel, remote work and client contact? Dragisic says pay is one of the biggest concerns for those considering this route.
He says: “While I believe that apprentices should receive at least the standard minimum wage, for me, the choice was between an apprenticeship and a degree. Compared to the prospect of massive student debt, the stability of a (albeit modest) wage, along with the strong likelihood of a job offer at the end, made the apprenticeship route far more appealing.”
He says this unlike many degrees today, which don’t guarantee employment, apprenticeships often lead directly into full-time roles. However, if apprenticeships are to continue expanding, wages must rise to make them a viable option for more adults.
“Some employers voluntarily pay apprentices the standard minimum wage, but many large companies still stick to the lower apprenticeship rate.”
Rees agrees that fair pay should be offered as they are paid experience, as well as company benefits and all other communications any other full-term employee would receive.
“At Bridewell, our programme is 18 months long and Bridewell Academy participants receive all of this, as well as travel expenses paid for, exams/training fees paid and the option of hybrid working - whether that be at home, at a Bridewell office or a client office,” Rees says.
“We appreciate these kind of setups are different amongst organisations, but employers should consider travel costs and wider expenses if participants are travelling for work, and how this aligns with the pay they receive.”
Grace comments that many apprenticeships simply don’t offer a liveable wage, making them a tough sell compared to university. “If salaries were more competitive, more people would apply, and apprentices, like university students, could relocate for opportunities.”
Grace says doing this would boost participation rates, and open doors for those who might otherwise struggle to afford traditional education. “For apprenticeships to really thrive, employers need to step up, offering better pay, clear career progression, and hands-on experience that truly adds value.”
The week of awareness will focus on creating opportunities, when really it seems that those opportunities are there - the employers need to focus on offering opportunities that provide learning, paid work and client engagement. All of that experience can be a substitute for education and provide a job at the end of the line.
Creating this supply of skilled workers can only be a positive for the UK economy.
Written by
Dan Raywood is a B2B journalist with 25 years of experience, including covering cybersecurity for the past 17 years. He has extensively covered topics from Advanced Persistent Threats and nation-state hackers to major data breaches and regulatory changes.
He has spoken at events including 44CON, Infosecurity Europe, RANT Forum, BSides Scotland, Steelcon and the National Cyber Security Show, and served as editor of SC Media UK, Infosecurity Magazine and IT Security Guru. He was also an analyst with 451 Research and a product marketing lead at Tenable.
