IT hiring managers are almost always under pressure to deliver results fast, often with fewer resources. The old hiring model of posting job ads, interviewing, onboarding, and hoping the hire works out no longer cuts it. When entry-level talent lacks real-world experience, your senior engineers end up mentoring instead of building. That slows everything down and drives up your IT hiring cost.

It’s no wonder more enterprises are exploring IT apprenticeship services as a practical and cost-effective strategy for enterprise workforce development. These programs blend technical training, real work experience, and mentorship to produce candidates who are already familiar with the tools and workflows your team relies on.

Let’s take a look at the journeys of Paul Desir and Francis Eshun: two IT professionals who launched their careers through the same tech apprenticeship program model that WEI currently offers. Their stories make a strong case for why you should consider this proven model for your team.

Watch: Developing Job-Ready IT Talent

Why The Traditional Approach Isn’t Working

The standard IT hiring route has hidden costs that don’t always show up on paper but hit your team hard:

• Entry-level candidates often lack job-ready skills.
• Internships don’t guarantee long-term success or applied experience.
• Your experienced engineers lose valuable hours training new hires.

The is $23,000 higher for a traditional hire compared to an apprentice. The conventional strategy is clearly inadequate when considering an extended time-to-productivity and an elevated likelihood of attrition. That’s where tech apprenticeship programs come in. They deliver talent already trained in your specific tech stack and ready to contribute in weeks, not months. Notably, the apprentice has also developed working relationships with your existing IT personnel, shortening the onboarding process when making a transition to a full-time position. 

From Zero Experience To Real Impact

After earning a computer science degree, Paul Desir struggled to land a job. With no internship on his resume, his applications went unnoticed until he came across an IT apprenticeship opportunity.

Paul’s apprenticeship offered practical, employer-specific training beyond academics. For instance, he received rapid, targeted instruction in Angular, a tool his company utilized, despite it not being part of his college curriculum. This allowed him to quickly become proficient and contribute effectively.

Just three months into his role, Paul was selected to join an experimental fast-track development project — a high-visibility initiative designed to accelerate software delivery. The task? Overhauling user access controls for an enterprise platform used by thousands of employees. His small, agile team had to design a real-time permissions dashboard, allowing admins to manage security settings without manual intervention Quickly, he was writing actual code for a system critical to the company’s current and future business outcomes.

This is what IT hiring managers need: someone who can step into a role and start delivering. Paul’s story shows how IT apprenticeship services reduce the need for extensive onboarding and free up your senior team to stay focused on high-value work.

Mentorship & Milestones With Francis Eshun

Bridging The Gap To Data Engineering

Francis Eshun had a strong academic background in applied mathematics and had interned as a data analyst. However, transitioning into a true engineering role was a leap. A standard entry-level position wouldn’t offer the structured support he needed. That’s where the apprenticeship gave him an edge.

Francis was trained in Power BI, Python, and data pipeline development. These are the tools his future employer used daily, but hadn’t learned in school. He built an automated data pipeline that helped underwriters make real-time decisions using external risk data. That project became the foundation of his full-time role as an Associate Data Engineer.

Francis says the mentorship made the biggest difference: “Without that support, I would probably be struggling a lot more in my role right now.”

For an IT hiring leader, that kind of transformation means one less overwhelmed new hire, and one more high-value contributor on your team. It’s a clear example of how enterprise workforce development through apprenticeship delivers real, measurable value.

A Smarter Way To Build Your Team

Paul Desir and Francis Eshun didn’t just find jobs; they brought immediate value to their teams. Their stories highlight the true power of IT apprenticeship services: building talent that’s trained, supported, and ready to contribute on day one. For IT hiring managers, these experiences highlight the broader impact of apprenticeship programs, demonstrating their ability to address fundamental hiring difficulties, not just fill open positions.

WEI’s service offers more than just a pipeline of candidates. They address the hidden burdens of hiring junior talent: long ramp-up times, overextended senior staff, and high onboarding costs. Instead of hoping a new hire works out, you get professionals who have already been trained in your tech stack, mentored through real-world challenges, and prepared to deliver outcomes.

Here’s why this model works:

• : For 12 months apprentices learn the tools your team actually uses before their first day on the job, thus cutting months off your typical onboarding timeline.
• Mentorship that matters: With mentorship built into the program, apprentices get the guidance they need without pulling your senior engineers away from their own work.
• Early contributions: Many apprentices, like Paul and Francis, begin delivering meaningful results within 90 days.
• IT hiring cost reduction: Companies save up to $23,000 per hire, thanks to lower recruiting costs and faster productivity.
• Proven success rates: More than 90% of hiring managers say apprentices are more prepared than traditional entry-level hires.

Your main challenge in building strong IT teams is finding talent that delivers results without disrupting your current staff or budget. These apprenticeship successes prove this is achievable. Rethink your entry-level hiring to develop dependable, long-term contributors who provide lasting value.

Final Thoughts

As Paul shared, the apprenticeship significantly accelerated his career and improved his on-the-job effectiveness. Francis echoed this, emphasizing that the program equipped him with essential learning and problem-solving skills to contribute immediately.

For IT hiring managers focused on budget optimization and long-term talent development, apprenticeship services are a reliable strategy. Companies like WEI demonstrate that well-structured programs consistently deliver on their potential.

Next Steps: Are you ready to transform your IT hiring strategy? Explore how IT apprenticeship services can significantly benefit your enterprise’s workforce development and reduce IT hiring costs. Reach out to us to learn more.

The post Want Better IT Hiring Results? Learn From These Real Apprenticeship Stories appeared first on IT Solutions Provider - IT Consulting - Technology Solutions.

The tech industry faces a dual challenge: a growing skills gap and a need for more diversity in technology roles. These unaddressed issues can hinder innovation and inclusivity across the sector. In response, WEI has developed its IT apprenticeship program tailored to early-career professionals from diverse backgrounds. This program bridges the technical skills gap and fosters a more inclusive workforce.

Let’s explore how WEI’s IT apprenticeship solutions stand out, ensuring participants and employers reap long-term benefits.

Building A Stronger IT Workforce

The demand for skilled IT professionals is outpacing supply. As cyber veteran Jeff Cassidy, Director of Cybersecurity Operations at CyberTrust Massachusetts, emphasized during a WEI Tech Talk podcast, “There’s an estimated 10,000 to 12,000 cyber job vacancies in Massachusetts alone.” Much of this demand stems from advancements in AI, machine learning, and other emerging technologies requiring specialized expertise.

Traditional hiring models often need to improve because they expect entry-level candidates to possess years of hands-on experience. WEI flips this script by designing a program integrating training, mentoring, and real-world applications. Greg Palmer, WEI’s Director of Technical Resourcing, explains, “Our apprenticeship model doesn’t just train individuals. It starts with understanding the client’s specific needs and then tailors the program to meet them.”

By addressing the skills gap with tailored training and practical experience, WEI empowers organizations to overcome hiring challenges and meet their technological demands. Some vital elements of WEI’s IT apprenticeship solutions include:

1. Customized training plans: Apprentices receive training specific to the tools and technologies used by their assigned company. It is a direct experience for the apprentice as they are immersed in the client’s tech stack.
2. Iterative learning: Training occurs in manageable phases, allowing participants to apply new skills on the job immediately. Valuable KPI’s are measured along the way to keep the apprentice on track and up to speed.
3. Hands-on experience: Apprentices work alongside seasoned professionals, gaining practical experience bridging the gap between knowledge and ability.

This proactive approach prepares apprentices for immediate job success and ensures employers benefit from a workforce ready to tackle emerging technologies and critical tasks. This sets WEI apart as a leader in IT apprenticeship solutions.

Fostering Diversity And Inclusivity

While bridging the IT skills gap is critical, creating a more inclusive tech industry is equally essential. Diversity in the tech sector is seen as a business advantage, as companies with diverse teams often outperform their peers in innovation and decision-making. However, traditional recruitment strategies usually overlook talent from underrepresented groups. Minority owned, WEI’s commitment to diversity goes hand in hand with its innovative IT apprenticeship program to directly address this disparity.

The program welcomes individuals from various backgrounds, including:

• Career changers seeking new opportunities in IT.
• Military veterans transitioning to civilian roles.
• Early-career professionals from underserved communities.

Palmer underscores the importance of diversity, stating, “WEI is a minority-owned enterprise. Our CEO is really passionate about ensuring we continue to pay it forward and focus on diversity initiatives where it makes sense. Our apprenticeship program reflects this commitment by focusing on candidates who bring unique perspectives and life experiences to the table.”

Jeff Cassidy adds, “The success of the program isn’t just about technical skills, it’s about creating a culture welcoming diverse backgrounds. This diversity enhances creativity and innovation in every organization.”

Ensuring Success For Apprentices And Employers

One of the standout features of WEI’s model is its focus on mutual success. The program equips apprentices with technical and cognitive skills and supports employers in integrating these new hires into their teams.

1. Mentorship for apprentices and managers

Mentorship plays a pivotal role in the program’s success. Apprentices receive guidance to navigate their roles, while managers receive coaching on effectively supporting and developing junior talent.

“[As] most of these technical managers started as technical individual contributors, they are still very much technical individual contributors, and oftentimes don’t (A) have the skill or (B) have the time necessary to spend with those folks to get them where they need to be to get from that knowledge to skill,” explained Palmer. “You’re taking time away from those senior workers in the job already that should be contributing.”

“If we can shift that mindset so you’re not cannibalizing on your own productivity rates to train the new joiners coming into the job market, we can take that burden off of them so the company doesn’t lose momentum and you get skilled and knowledgeable workers at the same time,” he continued. This dual approach minimizes onboarding challenges and ensures a smooth transition for all parties.

2. Tailored roles and measurable outcomes

Unlike one-size-fits-all boot camps, WEI’s program begins with identifying a specific role within the client organization. The curriculum is then designed to prepare apprentices for that role.

“In the course of the apprenticeship program, five years to date, we’ve put 150 individuals through the apprenticeship program and every single one of them has gotten the placement with the company they completed the apprenticeship with at the end,” Palmer said.

The WEI Apprenticeship Experience Is A Win-Win Solution

For companies, partnering with WEI means gaining access to skilled professionals ready to hit the ground running. Employers save both time and resources by eliminating the guesswork in hiring and reducing the time to productivity. For apprentices, the program provides a pathway to fulfilling careers in IT, backed by mentorship, real-world experience, and tailored training.

WEI’s IT apprenticeship program stands out for its ability to deliver tailored solutions to meet both the employer’s needs and the apprentice’s career goals:

• Seamless transition to full-time roles: Apprentices enter their roles equipped with relevant experience, minimizing ramp-up time. Greg Palmer emphasized this point during the podcast: “Our model ensures apprentices are ready to contribute on day one, eliminating the costly gap between hiring and productivity.”
• Support for niche and legacy technologies: WEI’s program fills critical gaps in areas often overlooked by traditional training models. For instance, mainframe computing and COBOL remain mission-critical in many industries. WEI trains apprentices to handle these technologies, helping organizations maintain operations while addressing workforce shortages in specialized areas.
• Scalable for organizations of any size: WEI’s model adapts to unique needs, whether an organization has five IT employees or 500. By offering flexible program structures, even smaller organizations with limited resources can benefit from this innovative apprenticeship approach.

This program also provides substantial cost advantages for hiring organizations. Palmer noted, “With zero transition time between apprenticeship completion and full-time employment, companies save time and money while gaining workers uniquely prepared for their specific environments.”

Watch: Harnessing A Diverse Talent Pipeline For Cybersecurity Personnel

Final Thoughts

Solving the skills and diversity gaps requires innovative approaches in today’s rapidly evolving tech landscape. WEI’s IT apprenticeship program is more than a training solution; it’s a comprehensive strategy for addressing workforce gaps, fostering diversity, and empowering organizations to thrive. With its focus on real-world application, tailored training, and mentorship, the program delivers unmatched results, including a 100% placement rate over the past five years.

If you’re looking to build a stronger, more inclusive IT workforce, WEI’s expertise in IT apprenticeship solutions can help. Contact WEI today to discover how their innovative program can transform your team and prepare your organization for the future.

The post Innovative IT Apprenticeship Solutions For A Diverse Tech Workforce appeared first on IT Solutions Provider - IT Consulting - Technology Solutions.

Today’s fast-paced demands of cybersecurity require a workforce that is both highly skilled and diverse. However, many large and medium enterprises face ongoing challenges in attracting and retaining cyber talent. Economic uncertainties have led to hiring slowdowns and cutbacks, despite the rising need for cybersecurity due to increasing threats. Key skills in demand include programming, threat analysis, and cloud security, with soft skills like communication also being crucial. Upskilling and internal training are highlighted as strategies to address workforce gaps.

Recognizing these challenges, WEI has partnered with CyberTrust Massachusetts while also creating an innovative solution: This apprenticeship service not only addresses the critical need for skilled cybersecurity professionals but also fosters a more inclusive IT environment. Companies are increasingly valuing diversity in IT and cybersecurity teams, recognizing that diverse perspectives enhance problem-solving in the face of evolving digital threats.

Watch: Harnessing A Diverse Talent Pipeline For Cybersecurity Personnel

Why The WEI Apprenticeship Offering Stands Unique

Graduates from the CyberTrust program who enroll in the WEI Technical Apprenticeship benefit from a smoother transition from academia to the corporate world. Our cyber apprenticeship program stands out by prioritizing attitude and aptitude over existing skill sets, ensuring that we equip individuals with the necessary skills through role-specific and tech stack-specific training. Unlike other programs that focus on generic tech stacks, our training aligns directly with the technology actually deployed by the customer.

The program follows an iterative process combining on-the-job training with classwork, allowing apprentices to absorb and apply material in real-world settings, ensuring a deeper understanding and practical application. Additionally, we provide comprehensive mentoring for both apprentices and hiring managers to facilitate early course corrections and maximize program success.

To integrate WEI’s apprenticeship service into their existing talent development strategies, clients can leverage it to fill difficult early-career roles in niche or emerging technologies, establish a reliable entry-level technical talent pipeline, and enhance their team’s skills by incorporating apprenticeship training into their broader upskilling initiatives. Furthermore, the program can support a targeted Diversity, Equity, and Inclusion (DEI) hiring strategy, helping clients build a more diverse and skilled workforce tailored to their specific technological needs.

WEI’s proven apprenticeship service features a four-step process designed to ensure the successful transition of apprentices into full-time cybersecurity roles. There is zero obligation from the client to hire the apprentice to a full-time position, although that is the case in 99% of our engagements. Here’s how it works:

1. Identify Apprenticeship Plan & Expectations: WEI collaborates with the client to develop a role-specific apprenticeship plan, identifying expectations and recruiting individuals with the potential to excel in cybersecurity careers. This step aims to tap into underutilized talent pools, fostering a more inclusive workforce.
2. Hire Apprentice: Candidates undergo a job suitability assessment and participate in client interviews. While they may not possess all the required skills initially, their attitude and aptitude are key factors in the hiring decision. WEI then provides essential technical training.
3. Deliver Development Plan: Apprentices are paired with experienced cybersecurity professionals who offer guidance, support, and career development opportunities. This mentorship is crucial for shaping the trainees’ professional growth and ensuring a smooth transition into the workforce. This phase often lasts 12 months.
4. Transfer Apprentice to Full-time Employment: Upon successful completion of the program, apprentices are offered full-time positions with the client. This commitment helps bridge the cybersecurity skills gap and strengthens the regional cybersecurity landscape. As mentioned above, clients are not obligated to hire the apprentices, but WEI does boast a 99% success rate in job placements.

Addressing the Cybersecurity Skills Gap With CyberTrust Massachusetts

At WEI’s recent renowned cyber thought leader Rick Howard said the perception of a cyber staffing shortage actually has more to do with the mismanagement of existing talent within many enterprises.

“In my opinion, we don’t have a shortage of new talent coming into the field,” said Howard. “There’s lots of training programs for that. When you’re a security manager hiring a disposition manager, you’re not looking for the new talent, though. They are looking for the person with 25 years of experience and 17 certifications that they can pay them $150 an hour for. That’s why when you hear everyone say there’s a shortage of cybersecurity professionals, there’s not. As a profession, we manage it poorly. We don’t bring in new talent and train them up the scale. We try to find the unicorns, the super stars, and we don’t pay attention to all that stuff. That’s a complete mindset that needs to change in our industry if we are going to fix that problem.”

Watch: WEI Cyber Warfare Roundtable Discussion

Identifying and sustainably developing tomorrow’s IT talent is more pertinent than ever. That’s why WEI’s partnership with CyberTrust Massachsuetts comes at a time when many organizations are struggling to retain and upskill IT personnel. WEI is working to help customers alleviate this challenge by offering the apprenticeship.

The collaboration leverages the state-of-the-art Cyber Range at Bridgewater State University (BSU), where students and interns can simulate real-world cyberattacks, test defense strategies, and hone their skills in a controlled environment. CyberTrust is also affiliated with the Center For Cybersecurity Education at MassBay Community College and will also be leveraging an additional cyber range at Springfield Technical Community College later in 2024.

Our leaders at WEI passionately champion diversity by actively fostering inclusive practices and building strategic partnerships. Our DEI initiatives aren’t just about avoiding pitfalls, it’s about embedding diversity as a core value that fuels innovation across our business. CyberTrust’s comprehensive approach ensures that students receive both theoretical and practical training, making them well-equipped to handle real-world cybersecurity challenges.

Supporting a Sustainable Talent Pipeline

The sustainability of the cybersecurity talent pipeline is crucial for the long-term success of any enterprise. With WEI and CyberTrust Massachusetts, organizations can:

• Invest in Continuous Learning: Support ongoing training and development to keep pace with the evolving cybersecurity landscape.
• Foster Culture of Inclusivity: Create an environment where diverse talents can thrive and contribute to the organization’s success.
• Strengthen Community Relations: Engage with local educational institutions and community programs to build a robust talent pipeline.

The WEI Technical Apprenticeship for Diverse Candidates focuses on developing a comprehensive set of technical and soft skills that are essential for success in the cybersecurity field. Here’s a proven breakdown of some learned technical skills:

Network Security: Apprentices learn to design, implement, and manage security measures for network infrastructure. This includes configuring firewalls, intrusion detection systems, and other security protocols to protect data and prevent unauthorized access.

Cloud Security: Training covers security practices for various cloud environments, including public, private, and hybrid clouds. Apprentices learn about cloud security frameworks, identity and access management (IAM), and how to secure data in transit and at rest.

Security Operations Center: Apprentices gain hands-on experience in a SOC environment, learning to monitor networks for security breaches, analyze security incidents, and implement response strategies. This includes familiarity with security information and event management (SIEM) tools.

Incident Response: Apprentices are trained in incident detection, response, and recovery processes. They learn to develop and execute incident response plans, conduct forensic investigations, and report on security incidents.

Risk and Compliance Management: Apprentices learn about regulatory requirements and frameworks such as GDPR, HIPAA, and NIST. They are trained to conduct risk assessments, implement compliance controls, and ensure that security practices meet legal and regulatory standards.

Vulnerability Management: This includes identifying, assessing, and mitigating security vulnerabilities in software and hardware. Apprentices learn to use vulnerability scanning tools and develop remediation plans.

Endpoint Security: Training covers the deployment and management of security measures on endpoint devices such as computers, smartphones, and tablets. Apprentices learn to protect these devices from malware, unauthorized access, and other threats.

Penetration Testing: Apprentices are introduced to penetration testing techniques to identify and exploit vulnerabilities in systems and networks. They learn to use tools like Metasploit, Wireshark, and Nmap.

Data Protection: Apprentices learn about data encryption, data loss prevention (DLP) strategies, and secure data handling practices to protect sensitive information.

DevOps Security: Training includes integrating security practices into the DevOps process, ensuring that security is considered at every stage of the software development lifecycle.

Conclusion

The in partnership with CyberTrust Massachusetts, provides a comprehensive solution to the ongoing challenges of talent shortages and lack of diversity in cybersecurity. By adopting this program, medium and large enterprises can ensure a steady flow of skilled, diverse cybersecurity professionals who are well-prepared to meet the demands of the industry. This initiative not only benefits the participating companies but also contributes to a more secure and inclusive digital ecosystem.

Next Steps: To learn more, please contact or anyone from the WEI cybersecurity team to learn more on how we can help build you a sustainable IT talent pipeline for cybersecurity-based roles.

In the meantime, please download and read this original WEI white paper, As a SOC leader, you have the option to modernize your security approach by incorporating AI and ML technologies. AI-enabled security solutions are designed to directly address the challenges posed by gaps in knowledge, unfilled expert roles, growing digital footprints, and the rapidly evolving threat landscape, as adversaries also harness AI for nefarious purposes.

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As business leaders outside of IT continue accepting cybersecurity as a business strategy rather than just as a digital defense mechanism, there are still major vacancies in the cybersecurity personnel pipeline that require addressing. Knowing this, WEI’s advanced security solutions are complemented by a focus on helping replenish the talent pipeline. This commitment is confirmed by WEI’s partnership with CyberTrust Massachusetts, a non-profit organization working to cultivate a robust talent pipeline. The support CyberTrust receives from its higher education consortium members is paramount, especially with the all-new Cyber Range at Bridgewater State University (BSU) opening earlier this year.

Bridging The Cybersecurity Skills Gap

Fundamentally, our partnership with CyberTrust is built on the collective mission to train students to create a more diverse and qualified cybersecurity workforce. This correlates with an offering that debuted last year, The program, designed to train and develop individuals with the attitude and aptitude to learn solutions across the entire IT spectrum, is directly applicable to those learning within the Cyber Range.

The Technical Apprenticeship carries a 99% success rate in placing entry-level IT professionals into a full-time IT position, a metric WEI is very proud of. As companies starving for cybersecurity talent continue relying on heavily fished talent pools and lean on expensive third-party managed services, the apprenticeship avenue is growing in popularity. In this case, an individual gaining real-world experience as an intern at CyberTrust at the BSU Cyber Range can be eligible for the WEI apprenticeship program for meaningful job training and career development. The four-step process of the Technical Apprenticeship For Diverse Candidates is:

1. Identify Apprenticeship Plan Expectations: For the apprenticeship to succeed, WEI and the respective client will develop a custom role that is specific to the client’s existing tech stack. Once the expectations are identified and agreed upon, individuals from diverse backgrounds with the potential to excel in cybersecurity careers are then recruited. This initiative aims to tap into underutilized talent pools, fostering a more inclusive and well-rounded cybersecurity workforce.
2. Hire Apprentice: All apprenticeship candidates must complete a job suitability assessment and participate in client interviews to be eligible for hiring. While a candidate will not already possess the required entry level skills to be a full-time cybersecurity employee, their attitude and aptitude regarding cybersecurity is what drives the hiring decision. This is where WEI’s guidance to equip an apprentice with the essential technical skills comes into play.
3. Deliver Development Plan: WEI pairs trainees with experienced cybersecurity professionals who offer guidance, support, and career development opportunities. Mentors play a crucial role in shaping the trainees’ professional growth and ensuring a smooth transition into the workforce. Technical and soft skills are developed in this important stage, often lasting 12 months.
4. Transfer Apprentice To Full-time Employment: Upon successful completion of the program, the apprentice will be transferred to full-time employment under the client that the apprenticeship took place with. This commitment to job placement helps bridge the cybersecurity skills gap and strengthens the regional cybersecurity landscape. The client has no obligation to hire the apprentice, however.

BSU Cyber Range: Building the Future Cybersecurity Workforce

The state-of-the-art features a sophisticated network infrastructure that replicates real-world scenarios, allowing CyberTrust interns to utilize a next-gen security operations center (SOC). Here, students participate in simulated cyberattacks, test blue team/red team strategies, and hone their incident response skills within a controlled environment. This proves invaluable in preparing students for the challenges they will encounter in their professional careers.

The Cyber Range is not just a training ground for aspiring cybersecurity professionals, however. It also serves as a valuable resource for regional organizations. Businesses, government agencies, and non-profit institutions can leverage the Cyber Range to train their IT staff and security teams on the latest cyber threats and defense techniques. This collaborative approach fosters a more secure digital ecosystem for the entire region.

The creation of this facility serves as a catalyst for strengthening the regional cybersecurity landscape in several ways:

• Collaboration And Knowledge Sharing: The Cyber Range fosters collaboration between academia, industry, and government agencies. This exchange of knowledge and expertise is crucial for staying ahead of cyber threats and developing effective defense strategies.
• Building A Talent Pipeline: By providing students with the necessary training and experience, the Cyber Range helps to build a robust pipeline of cybersecurity talent in the region. This benefits local companies and organizations seeking to fill cybersecurity gaps within their workforce.
• Economic Development: A growing cybersecurity workforce creates a more attractive environment for businesses to attract new investors and customers. This, in turn, leads to a boost in regional economic activity and the creation of new jobs across various sectors.

Through CyberTrust Massachusetts and BSU, students and interns are gaining access to at a live SOC that monitors and safeguards the IT infrastructure of local governments, non-profit organizations, and small businesses. This immersive experience allows students to observe cybersecurity professionals in action, apply their theoretical knowledge to practical situations, and gain a deeper understanding of the intricacies of SOC operations.

By integrating advanced hands-on experience with classroom learning, BSU and CyberTrust are revolutionizing cybersecurity education, as the Cyber Range equips students with real-world skills and knowledge required for entry-level positions. These obtained skills and relationships will serve as the critical foundation for many young cyber professionals. Even more, BSU will be offering an in Fall 2024. WEI is proud to support this incredible ecosystem of education, training, and inclusivity.

Next steps: Jeff Cassidy, the Manager of Cyber Security Operations Center at CyberTrust Massachusetts, joins WEI Cybersecurity Solutions Architect Shawn Murphy for an exciting discussion about modern cybersecurity. Topics the two experts dissect include the modern SOC, incident response, and threat hunting. Listen to the WEI Tech Talk here:

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