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Project Cyber Ready

Project Cyber Ready

De : Tony Bryan
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 What is Project Cyber Ready? We are on a national mission to build the ultimate, replicable blueprint for cyber readiness. By researching what is actually working across the country and sharing those stories, we are piecing together the master plan to figure out exactly what is needed to solve this problem once and for all.


We don’t have a technology problem; we have a readiness problem.

Over the last decade, billions of dollars have been invested in the cybersecurity landscape. We built the labs, designed the ranges, launched the certifications, and bought the software. We already have the tools we need to protect our digital world.

But we still have a massive gap.

The breakdown isn't our tools; it is how we operate. It’s how we hire, how we use our existing infrastructure, and how we educate our communities.

That is the driving force behind the Project Cyber Ready podcast.
Copyright Tony Bryan Economie Management Management et direction
Épisodes
  • Part 4: Building a Cyber-Ready Community Together — With Alan Berry & Andrew Wilder

    Part 4: Building a Cyber-Ready Community Together — With Alan Berry & Andrew Wilder
    Nov 4 2026
    What does it take to bring employers, educators, and workforce organizations together to build a truly cyber-ready community?

    In this episode of Project Cyber Ready, I'm wrapping up our four-part series by sitting down with Alan Berry and Andrew Wilder, two experienced cybersecurity leaders and longtime supporters of CyberUp, to discuss how we can turn the challenges we've explored throughout this series into a shared plan for building a stronger cybersecurity workforce.

    Throughout this series, we've looked at the disconnect between education and employment, the changing cybersecurity talent pipeline, and the growing importance of measurable, real-world skills. Now, it's time to bring those conversations together and focus on what it will take to move forward.

    So what role does each of us play in building that future?

    In Part 4, Building a Cyber-Ready Community Together — A Shared Blueprint, Alan and Andrew share their perspectives on the importance of investing in people, developing talent internally, and creating stronger partnerships between employers and the organizations preparing the next generation of cybersecurity professionals.

    We also discuss how apprenticeships, mentorship, and skills-based hiring can help organizations identify and develop talent while reducing hiring risks. Alan shares his experience building career pathways and apprenticeship opportunities within large organizations, while Andrew offers insight into the challenges facing mid-market companies and why finding people with the right attitude and willingness to learn can be just as important as experience.

    We explore why training and developing employees is a business responsibility, not just an HR initiative, and how investing in people can improve retention, create opportunities for advancement, and strengthen an organization's overall security posture.

    We also talk about the importance of maintaining entry-level opportunities as AI continues to reshape the industry, building stronger connections across regional workforce ecosystems, and recognizing that no single organization can solve these challenges alone.

    The resources, talent, and organizations we need are already here. The real opportunity is connecting them and working from a shared regional blueprint.

    This is Part 4 and the conclusion of our four-part Project Cyber Ready series.

    Join me, Alan Berry, and Andrew Wilder as we bring these conversations full circle and explore how employers, educators, and community leaders can work together to build a stronger, more resilient cybersecurity workforce.

    🎧 Listen in and let's keep the conversation going.

    Connect & Join the Movement:
    • 🌐 Website: https://wecyberup.org/
    • 💼 LinkedIn: Connect with Tony Bryan, Andrew Wilder, and Alan Berry
    • 🔔 Subscribe: Hit follow on your favorite podcast app so you never miss an episode.
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    37 min
  • Part 3: The “Last Mile” Problem – With Jeff Welgan

    Part 3: The “Last Mile” Problem – With Jeff Welgan
    Oct 7 2026
    What happens when earning a cybersecurity credential isn’t enough to prove you can do the job?

    In this episode of Project Cyber Ready, I’m continuing our four-part series by sitting down with Jeff Welgan, CEO of SkillRex, to explore the “last mile”—the gap between earning credentials and demonstrating that you can apply those skills in a real-world environment.

    The cybersecurity hiring market has changed dramatically. With layoffs, offshoring, downsizing, and automation reshaping the market, employers have more experienced candidates to choose from while entry-level candidates face an increasingly competitive path into the industry.

    At the same time, certifications and degrees don’t always tell the full story of what someone can actually do. Jeff and I discuss why measurable, demonstrable skills are becoming increasingly important—and why employers need better ways to understand the capabilities of the people they’re hiring.

    So what does it take to close that last-mile gap?

    In Part 3, The “Last Mile” Problem, Jeff and I dig into the challenges of translating job descriptions into actual skill requirements, why employers and candidates often speak different languages, and how skills-based approaches can provide better visibility into workforce capability.

    We also explore the role of hands-on experience, mentorship, labs, job rotations, and practical assessments in helping candidates move beyond theoretical knowledge and demonstrate what they can actually do.

    Jeff also shares how SkillRex approaches skills measurement and workforce intelligence, including how organizations can establish a baseline of capabilities, identify skill gaps, measure skill growth, and use that data to make better workforce decisions.

    And we talk about something every organization is thinking about right now: How do you know whether your investments in people, training, and technology are actually working?

    From measuring skill yield to identifying where organizations should upskill versus hire, data can help employers make more informed decisions—and ultimately build a stronger, more resilient cybersecurity workforce.

    This is Part 3 of our four-part Project Cyber Ready series.

    Join me and Jeff Welgan as we explore what it really takes to bridge the gap between credentials and capability—and why proving what you can do may matter more than ever in today’s cybersecurity hiring market.

    🎧 Listen in and let’s keep the conversation going.

    Connect & Join the Movement:
    • 🌐 Website: https://wecyberup.org/
    • 💼 LinkedIn: Connect with Tony Bryan; Connect with Jeff Welgan
    • 🔔 Subscribe: Hit follow on your favorite podcast app so you never miss an episode in our 4-pillar rotation.
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    44 min
  • Part 2: The Supply Gap: Why the Talent Pipeline Is About to Shrink — With Will Markow

    Part 2: The Supply Gap: Why the Talent Pipeline Is About to Shrink — With Will Markow
    Sep 21 2026
    What happens when the cybersecurity talent pipeline itself starts to shrink?

    In this episode of Project Cyber Ready, I’m continuing our four-part series by sitting down with Will Markow, founder of FourOne Insights and the developer behind CyberSeek, to take a closer look at the data behind the cybersecurity workforce and what it tells us about the future of the talent pipeline.

    We’ve heard the headlines about hundreds of thousands of open cybersecurity jobs, but what do those numbers actually tell us? Will and I unpack the data behind the commonly cited workforce shortage figures and explore the difference between job openings, actual supply and demand, and the realities facing early-career versus experienced cybersecurity professionals.

    So what does this mean for employers, job seekers, educators, and workforce organizations?

    In Part 2, The Supply Gap: Why the Talent Pipeline Is About to Shrink, I explore the forces reshaping the cybersecurity workforce and the challenges we need to address before the pipeline contracts even further.

    Will and I also discuss skills-based hiring, including how removing unnecessary bachelor’s degree requirements can expand the talent pool and reduce hiring costs. We talk about how traditional HR processes can create barriers for qualified candidates and how AI is changing the hiring process by making it easier for candidates to apply—and harder for employers to identify true proficiency.

    We also explore what employers can gain by looking beyond traditional credentials and investing in talent-friendly practices like mentorship, personalized skills development, and stretch assignments—and how these approaches can impact hiring, retention, and the cost of building a cybersecurity team.

    The cybersecurity workforce isn't standing still. Between changing hiring practices, AI, shifting employer needs, and the challenges facing the talent pipeline, we're entering a new phase—and understanding what the data is really telling us is an important first step toward preparing for what's next.

    This is Part 2 of our four-part Project Cyber Ready series.

    Join me and Will Markow as we dig into the data, look beyond the headlines, and explore what employers and communities can do to build a stronger cybersecurity workforce pipeline.

    🎧 Listen in and let’s keep the conversation going.

    Connect & Join the Movement:

    • Website: https://wecyberup.org/
    • LinkedIn: Connect with Tony Bryan | Connect with Will Markow
    • Subscribe: Hit follow on your favorite podcast app so you never miss an episode in our 4-pillar rotation.
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    42 min
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