The UK public sector is on the front lines of cybersecurity risk. From local councils and healthcare systems to critical national infrastructure and central government departments, the stakes are high. As digital services expand and threats grow more complex, the question facing many public sector leaders is no longer if they’ll face an attack, but when.
And yet, while technological investment in cybersecurity is on the rise, one critical component often lags behind: talent.
A strong cybersecurity strategy is only as effective as the people behind it. But the sector is grappling with an acute skills shortage. Without the right workforce in place, even the most sophisticated systems and policies will fall short. The result? Vulnerabilities persist, projects are delayed, and innovation stalls under the weight of risk and regulation.
If the UK public sector is to stay secure and resilient, it must address its cyber talent gap, not just by competing harder for a limited pool of senior experts, but by rethinking how it builds cybersecurity capability from within.
> A growing threat landscape requires a new talent approach
Cyber threats targeting public services have surged in both volume and sophistication. From ransomware attacks on NHS systems to phishing campaigns targeting government emails, the risks are increasingly difficult to manage using legacy approaches.
Recent guidance from the National Cyber Security Centre (NCSC) and frameworks like GovAssure show just how seriously the UK is taking these risks. But while policy, infrastructure, and procurement have adapted, talent strategy has not kept pace.
The traditional model, relying on senior cyber professionals hired from the private sector, is no longer sustainable. Demand far outstrips supply, salaries are climbing, and the competition for experienced security talent is fierce. Meanwhile, teams are under-resourced, overworked, and struggling to keep up with both day-to-day operations and strategic initiatives.
What’s needed is a shift in mindset. Instead of only chasing top-level hires, public sector organisations must invest in long-term capability by:
- Building structured pipelines of early-career cybersecurity talent
- Reskilling existing employees who understand government systems and priorities
- Bringing in expert support when needed to lead critical projects and mentor junior staff
This is where mthree’s integrated approach comes in.
> Bridging the gap with mthree’s cybersecurity talent solutions
At mthree, we specialise in helping government and enterprise organisations close skill gaps in a way that’s fast, sustainable, and aligned to evolving cyber threats.
Our model combines three interconnected solutions:
1. Early-Career Talent: Hire Train Deploy
We source and train high-potential graduates and career changers through the mthree Academy. Our cybersecurity pathway equips them with hands-on, industry-relevant experience across areas such as:
- Network security and secure systems design
- Vulnerability scanning and remediation
- Threat detection and incident response
- Risk management frameworks like ISO 27001 and NIST
- Regulatory awareness including GDPR and UK Cyber Essentials
This model bridges the gap between academic knowledge and job readiness. After six to twelve weeks of immersive training, our candidates are deployed into client teams where they start delivering value immediately, whether that’s conducting security audits, supporting SOC operations, or helping implement zero-trust architectures.
Key benefits:
- Access a scalable, diverse pipeline of job-ready cyber talent, built to meet demand at volume
- Faster onboarding with candidates trained in your tech stack and security tools
- Lower hiring risk with a flexible contract-to-hire model
- Supports long-term growth by building talent from the ground up
2. Expert Hires: Mid-to-Senior Cyber Professionals
For projects that require deep technical expertise or immediate leadership, we provide experienced cybersecurity professionals on demand. These experts are handpicked to match your environment and can support:
- Cyber risk assessments and policy development
- Architecture and implementation of secure cloud environments
- Threat intelligence, red teaming, and penetration testing
- Mentoring and coaching junior security staff
Many teams use our experts to fill short-term skill gaps while simultaneously building internal capability. This creates a multiplier effect: your team benefits from immediate delivery, while also gaining knowledge transfer that strengthens resilience over time.
3. Reskilling and Upskilling: Build Capability from Within
Some of the most overlooked cybersecurity professionals already work within your organisation. They might sit in infrastructure, operations, or compliance teams. They understand your systems, processes, and mission. What they need is targeted training to pivot into cyber roles.
Our reskilling and upskilling programmes are designed to do just that. Working closely with government departments and agencies, we build tailored learning paths that:
- Train employees in current and emerging security technologies
- Align learning outcomes with internal frameworks and policy goals
- Combine theory with real-world exercises to ensure job readiness
> CAPSLOCK partnership
To expand the impact of our programmes, we’ve partnered with CAPSLOCK, a leading cybersecurity education provider, to deliver immersive, outcomes-based training that supports career changers and public sector professionals alike. This collaboration strengthens our ability to close urgent cyber skills gaps at scale, while helping individuals pivot into high-demand roles that protect vital services.
This approach helps close urgent skills gaps while also boosting retention, morale, and internal mobility, enabling you to strengthen cybersecurity capability from within.
> Why the public sector can’t wait
The longer cybersecurity roles remain unfilled, the greater the risk. Projects get delayed, systems become outdated, and compliance deadlines are missed. More critically, gaps in cyber coverage expose public services to real harm, both reputational and operational.
According to a 2024 survey by the Department for Science, Innovation and Technology, 50 percent of public sector organisations say they lack the internal cybersecurity skills needed to fully comply with government security policies. That number is likely to grow unless organisations adopt a more proactive and future-ready approach to talent.
mthree helps you take control of your cyber workforce strategy. Instead of reacting to risk, you can build teams that are prepared, protected, and positioned for long-term success.
> Let’s build a more resilient cyber workforce
The future of public sector cybersecurity depends not only on the right tools and policies but also on the people who implement them. Whether you're facing urgent hiring needs, planning a large-scale digital transformation, or looking to develop internal capability, mthree offers a flexible model to meet your goals.
By combining early-career talent, expert support, and tailored training, we help public sector organisations create cybersecurity teams that are diverse, resilient, and ready to meet tomorrow’s threats.
Ready to rethink your cybersecurity talent strategy? Let’s talk about how mthree can help build the workforce your mission demands.
