SOLUTION · TRAINING
Cyber talent.
Open security and IT roles sit unfilled for months while the work piles up on whoever is already there. Cyber6 builds the pipeline from both ends: training that creates real skills, and partnerships that connect that talent to open roles.
Cyber6 is an AI & technology partner: we automate the work slowing businesses down, protect them with IT & cybersecurity, and train their people.
WHAT'S REALLY HAPPENING
How an open role turns into a permanent gap
It rarely starts with a hiring freeze. It starts with one role nobody can fill.
STEP 01
A security role opens up
Someone leaves, or the workload finally outgrows one person, and a posting goes up.
STEP 02
The posting sits for months
Candidates with the right experience are scarce and often expensive, and the search stretches on.
STEP 03
One person absorbs the work
Security and compliance tasks back up, or get handled part-time by someone already stretched thin.
STEP 04
Interested staff have no path forward
People who want to move into the field, sometimes already on staff, have no structured way to build the skills employers ask for.
STEP 05
The gap reopens
The role eventually gets filled, contracted out, or quietly dropped, and the same gap reopens the next time someone leaves.
STEP 01
A security role opens up
Someone leaves, or the workload finally outgrows one person, and a posting goes up.
STEP 02
The posting sits for months
Candidates with the right experience are scarce and often expensive, and the search stretches on.
STEP 03
One person absorbs the work
Security and compliance tasks back up, or get handled part-time by someone already stretched thin.
STEP 04
Interested staff have no path forward
People who want to move into the field, sometimes already on staff, have no structured way to build the skills employers ask for.
STEP 05
The gap reopens
The role eventually gets filled, contracted out, or quietly dropped, and the same gap reopens the next time someone leaves.
WHY IT HAPPENS
Four gaps keep security roles open.
Select a cause to see the problems it creates on your team.
- No structured path in: People interested in security, including junior staff, have no clear route to real credentials and hands-on skill. Leads to: Unfilled roles, Turnover.
- Only competing for experienced hires: Chasing already-experienced candidates alone means higher pay and a longer search every time. Leads to: Unfilled roles, Rising costs.
- No coverage during the search: Security and compliance work waits on a hire instead of getting covered another way in the meantime. Leads to: Undone work, Burnout.
- No mentorship past a course: A certification alone doesn't turn someone into a job-ready hire without guidance from someone doing the work. Leads to: Turnover, Burnout.
People interested in security, including junior staff, have no clear route to real credentials and hands-on skill.
Unfilled rolesTurnover
WHO IT HITS HARDEST
Where the talent gap hurts the most.
SCENARIO
Local governments
Small government IT teams often need to grow talent internally rather than compete for scarce hires.
See the local governments pageLocal governments
Small government IT teams often need to grow talent internally rather than compete for scarce hires.
Industry pageSchool districts
Districts building cyber talent internally reduce reliance on stretched, part-time IT support.
Industry pageDefense contractors
For defense contractors, meeting CMMC often means growing qualified staff, not only buying tools.
Industry pageHiring managers
They watch a posting sit for months while the same backlog piles onto one overloaded person.
SIGNS THIS IS HAPPENING TO YOU
Six questions show how exposed your team is.
One question at a time. The gauge moves as you answer.
Has a security or IT role been open for more than a few months?
EXPOSURE
0 gaps so far
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WHAT IT'S COSTING YOU
An open role costs more than the search.
LINE ITEM
CATEGORY
- 01RISK
Unfilled roles mean undone work
Every month a security role stays open is a month of monitoring, patching, or compliance work that isn't happening the way it should.
- 02TIME
Burnout on a thin team
One person covering a role built for two or three eventually burns out or leaves, restarting the hiring problem.
- 03MONEY
Losing junior staff who wanted a path
People interested in security often leave for another employer that offers training, taking that potential with them.
- 04MONEY
Paying more for scarce experienced hires
Competing only for already-experienced candidates means higher pay and longer searches.
HOW CYBER6 FIXES IT
Training and mentorship build the hire you couldn't find.
Training does most of the work here. IT & Cybersecurity covers the backlog while it happens. Select any piece to see what it does.
TRAINING
Certification bootcamps
Live, instructor-led prep for Security+, CySA+, CISSP, and cloud security certifications, with study plans and practice exams.
WHAT IT MEANS FOR YOUYou get staff with credentials employers recognize, built on a real structure.
IT & CYBERSECURITY
- TRAINING: Certification bootcamps. Live, instructor-led prep for Security+, CySA+, CISSP, and cloud security certifications, with study plans and practice exams. You get staff with credentials employers recognize, built on a real structure.
- TRAINING: Mentorship. We pair people moving into cyber roles, including your own junior IT staff, with mentors who are doing the work. The path from interested to qualified has real support along the way.
- TRAINING: Workforce partnerships. For employers, workforce boards, schools, and local governments, we design training cohorts matched to the specific roles you need to fill. The training produces people ready for the actual jobs open in your organization.
- IT & CYBERSECURITY: Coverage during the gap. While your internal talent pipeline develops, our managed security and compliance services can cover the work that's currently piling up. The backlog doesn't have to wait for a hire to get handled.
WHAT'S INCLUDED
Everything included, in the order it runs.
Six pieces, matched to the roles you're trying to fill.
01
Role mapping
We match the curriculum to the roles you're actually trying to fill.
02
Certification bootcamp
Live instruction, labs, and practice exams over a set number of weeks.
03
Mentorship pairing
Participants are paired with mentors who answer questions and help with real scenarios.
04
Certification exam
Participants sit for the certification the cohort was built around.
05
Interim coverage
Managed security coverage for work piling up during the transition.
06
Placement support
We help connect certified participants with the open roles they trained for.
BEFORE AND AFTER
A security team, two ways.
| A typical Monday without Cyber6 | A typical Monday with Cyber6 |
|---|---|
| Security role open for months | A structured pipeline of trained candidates |
| One overloaded person covering security | Coverage while new talent is trained |
| No path for interested junior staff | A mentored track into a security role |
| Competing only for expensive experienced hires | Growing skills internally alongside external hiring |
| Turnover among junior IT staff | A visible path that keeps people invested |
| Backlog of security and compliance work | Work covered during the transition |
NO PROTECTION IS PERFECT
How a cohort runs from start to placement
No cohort guarantees a hire. What matters is a structured path from interest to a real, filled role.
- 1
Design
We match the curriculum to the roles you're actually trying to fill, whether an internal hire or a community cohort.
- 2
Deliver
Live instruction, labs, and practice exams run over a set number of weeks.
- 3
Mentor
Participants are paired with mentors who answer questions and help with real scenarios as they come up.
- 4
Certify
Participants sit for the certification the cohort was built around.
- 5
Place
For workforce partnerships, we help connect certified participants with the open roles they trained for.
WHAT WE MEASURE
Three numbers that show the pipeline is working.
We track these across every cohort or mentorship track.
EVERY MEASURE IS TRACKED THROUGH THE CYBER6 PROVE FRAMEWORK
- Plan the goals
- Record the baseline
- Operate and observe
- Verify the results
- Evolve
PLAN THE GOALS
Roles filled
How many open positions were filled by program participants.
RECORD THE BASELINE
Certifications earned
The count of certification exams passed by cohort participants.
OPERATE AND OBSERVE
Backlog covered
Security and compliance work completed by interim coverage during the transition.
IN YOUR INDUSTRY
What changes in your industry
BEFORE
A security analyst posting sits open for five months while compliance work backs up.
AFTER
A workforce partnership trains a cohort matched to the exact role, filled from within the community.
Local government pageWHY CYBER6
Why Cyber6 for talent
01
Real, job-ready skills
Bootcamps build toward recognized certifications, not a generic curriculum with no proof behind it.
02
Mentorship past the course
Participants get guidance from people doing the work, not just a course to finish alone.
03
Training matched to real roles
Workforce partnerships are designed around the specific jobs you need to fill.
04
Coverage while you build
Managed security services can absorb the backlog while your pipeline develops.
QUESTIONS
Questions people ask
No. Bootcamps work for individuals moving into the field as well as current staff growing into a security role.
It depends on the certification. Most run over several weeks of live sessions alongside independent study.
Not immediately. It builds capacity over time. For urgent coverage, we can pair training with managed security services in the meantime.
No. We work with individual employers, small workforce boards, and larger government and education partners alike.
Security+, CySA+, CISSP, and cloud security certifications, chosen based on the roles you're training toward.
Yes. Many employers run a closed cohort for their own team rather than an open community program.
For workforce partnerships, we help connect graduates to open roles. For internal cohorts, that's typically the role your staff member was training for.
Our managed security team, the same one that supports customers on the unreliable-IT and ransomware pages.
Start with people who already handle IT tasks or show interest in them, such as the office manager who resets passwords or the staff member everyone asks for help. We talk through each candidate's current role, the time they can give each week, and the certification that fits the work you need covered. Picking the right first person matters more than training many people at once.
No program can promise that. What helps is a clear path after certification: a new title, defined security duties, and time set aside to keep learning. We help you plan those steps before the cohort starts, so the person sees where the new skills lead inside your organization, not only outside it.
WHO WE'VE WORKED WITH
- A statewide cybersecurity assessment program
- Credit unions
- A water and wastewater utility
- Housing organizations
- Nonprofits and churches
- Small businesses
- A health and wellness startup
Every result is measured against your own starting point.
How we prove it →PART OF ONE PARTNER
One partner for all three.
Empower · Training for Businesses & Individuals
Training that builds skills for your team and your career.
You're here
WHY CYBER6
Why businesses choose Cyber6.
One partner, not three vendors
The people automating your work also run and protect your IT and train your team, so nothing falls between companies.
Plain language and real people
You talk to people who explain things clearly, answer the phone, and tell you what they'd do in your place.
Measured against your own numbers
We record where you start before anything changes, then report results against that baseline.
Marquis Carroll, Founder & CEO. Marquis has spent years doing hands-on IT and security work through his own business, and runs a mentorship program that has helped people start careers in tech.
Our storyGETTING STARTED
Four steps from first call to results.
Explore
A relaxed 30-minute conversation about how your business runs and what's getting in the way. No cost, no pressure.
You get: honest answers on whether we can help.
Assess
We look at your systems, security, manual work, and training needs, and record your starting numbers.
You get: a plain-English picture of your risks and opportunities.
Set up
A prioritized plan and proposal, then a kickoff that introduces your team and sets up access safely.
You get: a shared timeline and who to call for what.
Enable
We roll out in phases, train your team, and walk you through your first results.
You get: your first plain-English report, measured with PROVE.
Let's build the pipeline instead of waiting for the perfect hire.
A 30-minute call. No cost, no pressure, and honest answers.