October 22, 2025

Navigating NZ’s Cyber Security Talent Gap

5 min read

The Growing Importance of Cyber Resilience

During Cyber Smart Week earlier this month, the National Cyber Security Centre highlighted that over 4.3 million New Zealand account details have been exposed online, and NZ’s reported direct losses from cyber crime climbed from $6.8m to $7.8m in the first quarter of this year (you can read more here).

Given that backdrop, it feels like the right time to shine a spotlight on New Zealand’s cybersecurity talent landscape. Having spent time in the Telco industry before moving into recruitment, I’ve seen firsthand how critical strong, well-supported technology teams are to business success. As cyber threats grow in scale and complexity, the strength of your organisation’s security increasingly depends on having prepared, capable teams in place.

So, let’s explore where the cyber security skills gaps exist, what this means for employers, where the opportunities are for tech professionals, and what practical steps can help close the gap.

From Awareness to Action

Last year, we wrote about the importance of businesses ‘future-proofing’ their cybersecurity teams. Since then, the challenges have evolved, but so have the opportunities.

While the core issue remains the same – demand for cybersecurity talent in New Zealand continues to outstrip supply – the drivers have shifted. There are signs that burnout and attrition are shrinking the available talent pool and markets like Australia are actively recruiting Kiwi cyber talent.

So, what’s the good news? These challenges bring opportunities. Forward-thinking organisations can use this as a catalyst to rethink how they attract, develop, and retain their cyber talent, focusing on long-term capability, resilience, and sustainable growth.

Understanding the Impact Across Sectors

The impact of cyber threats extends far beyond the immediate financial cost of an attack. A single breach can cause operational disruption, halting critical services; reputational damage, eroding hard-earned customer trust; and regulatory consequences, including penalties for failing to safeguard sensitive data. Together, these risks underscore why cybersecurity resilience is a priority across nearly every sector.

The cybersecurity skills gap touches multiple industries, with some facing more pressure than others:

1. Financial Services: Banks and insurers are high-value targets for fraud and ransomware, and the stakes are heightened by compliance obligations and customer trust. These organisations require robust defences, with focus on roles that proactively identify threats and ongoing investment in incident response expertise.

2. Healthcare: Hospitals and public health providers rely on interconnected digital systems that can be vulnerable to ransomware attacks. Because they often operate on tight budgets, they may be using outdated software and hardware that lacks modern security features and systems that are difficult to patch or upgrade due to compatibility with medical devices or regulatory constraints. Budgetary constraints also mean it can be hard to compete for skilled talent.

3. Government and Public Sector: Central and local government agencies manage sensitive data, but recruiting skilled cyber staff into public roles can be challenging when competing against private sector offers.

4. Telco and Infrastructure: As someone who’s worked in Telco, I know how vital secure networks are in our interconnected world. A cyber-attack on core infrastructure can have a massive impact on business as well as everyday life.

Across all sectors, the focus needs to shift from reacting to incidents to building sustainable systems, processes, and people.

Opportunities for Tech Professionals

While the skills shortage presents challenges for employers, it also creates exciting opportunities for job seekers and professionals considering a move. Cybersecurity is one of the fastest-growing career paths in tech, and here at Absolute IT, we’re seeing demand increase for roles such as SOC Analysts, Penetration Testers, Cloud Security Architects, and Governance Specialists.

Cybersecurity offers excellent career mobility, the salaries and progression opportunities tend to be at the higher end of the scale, and you get the chance to make a tangible impact – protecting organisations, communities, and the digital infrastructure that keeps countries running.

Building a More Resilient Workforce

While conversations in 2024 were about preparing, conversations in 2025 are about taking action. Cybersecurity is now a top tech priority across New Zealand, and it’s not just an IT concern – it’s a shared responsibility that connects leadership, strategy, and culture. Organisations that invest in their people today will see long-term rewards in resilience and capability.

Here are some practical steps to consider:

1. Workforce Planning – Identify critical roles, define urgent requirements vs. those that can wait, and align hiring strategies to your long-term goals.

2. Retention – Talk to your cyber team to understand what recognition and rewards they value most, then design your retention strategy around those insights to reduce burnout and attrition.

3. Training and Development – Invest in graduate programmes and apprenticeships, and create clear learning and career development pathways for current employees.

4. Flexible Resourcing – Use trusted contractors and outsourced partners to meet immediate needs and cover any gaps while you focus on building internal capacity.

These steps can help balance short-term protection with long-term sustainability.

Looking Ahead

The cybersecurity landscape will continue to change, with predictions that there will be an increase in AI-driven attacks, including deepfake-enabled scams, automated malware, and large-scale phishing campaigns that outpace traditional defences.

Along with this will come a need for tighter regulation. The growing global emphasis on privacy, cyber standards and supply-chain security will shape New Zealand’s landscape too. Of course, with increased need, we’re expecting more competition for talent too.

Cybersecurity is ultimately about people – those defending, innovating, and responding every day. New Zealand organisations that act now by investing in people, partnerships, and proactive planning can turn today’s skills gap into tomorrow’s competitive advantage.

If you’re an employer looking to plan or strengthen your cybersecurity workforce, or a tech professional wanting to explore your next career move in this space, feel free to reach out – I’d be more than happy to help!

Simon Meehan

Consultant

Having worked in various roles within the New Zealand Telco industry, Simon decided a change was needed and joined the Absolute IT team as a Consultant in 2021.

How to Build Resilience: Topping Up Together

6 min read

Navigating Challenging Times

I think we can all agree that the past few years have tested the resilience of us New Zealanders. From COVID-19 disruptions to inflation, restructures, and global uncertainty, both employers and employees have been under loads of pressure.

From my perspective as an IT recruiter in Wellington, at times it’s felt like running a marathon in the desert – you keep going, but the finish line seems like a mirage you never reach. The IT job market has been one of the toughest in decades, with employers juggling tighter budgets, heavier workloads, and change fatigue, while job seekers face constant rejections and limited opportunities.

I get calls from candidates all the time (including people at senior leadership level) saying they’ve lost jobs, had to move back home or sell their house, or even look overseas for work. It can be heartbreaking, and while I’m not a trained counsellor, part of my role has become simply listening and checking in.

That’s why the theme of this year’s Mental Health Awareness Week, ‘Top Up Together’, feels so relevant, because I don’t think resilience is something we build on our own. I reckon it comes from connection, support, and the ways we help each other through tough times. Which brings me to the question: what does it mean to be resilient?

What is resilience?

Resilience doesn’t look the same for everyone. I think it’s subjective, but it basically comes down to how we react in difficult situations, as well as our ability to overcome challenging circumstances.

For me personally, resilience isn’t about pushing through and pretending everything’s fine. I’ve battled with anxiety most of my life – which I didn’t even realise was anxiety until much later, when mental health was more widely spoken about.

I started noticing it during Uni, when I was exercising less and partying more (definitely going a bit too hard!), but back then the blokes I knew didn’t really talk about their own mental health for fear of being judged. So even though I knew my lifestyle was part of the reason my mental health was declining, I didn’t want to admit it because I knew I was failing myself and my own high expectations, so I just battled it internally.

Over the years I’ve learned that for me, consistent routines, exercise and wellness techniques like running, cycling, meditation, breath work, laying on a shakti mat or even plunging into the ocean on a cold day, help to give me balance. Without those outlets, I can feel my resilience tank running empty pretty quickly.

When my 19-month-old son was diagnosed with leukaemia on the first day of the COVID lockdown, resilience took on a whole new meaning. Our life literally stopped in its tracks, but the world outside kept spinning. Once I got out enough tears to fill a swimming pool and worked through the feeling of “why us?”, I just kept looking forward and getting the little guy through it.

It was easily the toughest period of my life – constant stress, sleepless nights, the pain of watching him suffer, and the intense fear of losing him. I found myself needing to dig deeper down to find the resilience to keep myself going, and my daily runs around Hagley Park were truly a life saver.

Thankfully George made it out the other side, and so did we. What really got my wife and I through was the love and support from family, friends, colleagues, and even strangers, and we’ll be forever grateful.

The experience changed me, and taught me to let my guard down, be vulnerable in front of people, shed a tear, accept offers of help, and share what I was going through. It also taught me that resilience isn’t just about what I can do myself – it’s also about leaning on others.

Supporting Each Other at Work

This year’s Mental Health Awareness Week theme, ‘Top Up Together’, is a great reminder that we can’t build resilience alone. As part of this, the Mental Health Foundation have provided a handy framework called ‘Five Ways to Wellbeing’, which are evidence-backed practices to help build resilience and improve your wellbeing. Here’s how I think we can apply these to our work (and daily) lives:

Connect

Create opportunities for genuine conversations, whether that’s regular team check-ins, coffee catch-ups, or even just asking a workmate how they’re doing. I think this is especially important for employers and managers whose companies are going through a lot of change because it helps you keep your finger on the pulse and make sure your team aren’t burnt out.

Give

One thing we can often give is our time – whether you’re a leader taking the time to listen to your team, or a team member taking the time to lend a hand to a workmate. Or if you know someone who’s job hunting and struggling (it’s really hard out there!), you could help them review their CV or reach out to your own networks to see if anyone knows of any opportunities. It’s those small acts of generosity – whatever they may look like – that help build trust and community.

Be Active

It sounds so simple, but make sure you move during the day. This is a huge one for me because I find it makes the biggest difference to my mental health. Take a proper break and go for a lunchtime run, walk, or cycle to work, or even try walking meetings. And if you’re a manager, make sure your team have the capacity to do this, especially because a lot of tech roles require you to sit in front of screens all day.

Take Notice

When I’m feeling anxious, I often overlook the positives, so I’d suggest focusing on small wins, celebrating achievements, and acknowledging contributions. But it’s also important to notice when things might not be going so well. I’m lucky enough to have had Mental Health First Responder training, an opportunity I got through Absolute IT’s parent company, Accordant Group. This training gave me tools to spot when someone might be struggling and to guide them toward the right support. Sometimes, even just asking a simple “are you okay?” can make a big difference. I’d encourage organisations to explore this training for their team – it was delivered by a great company called CoLiberate.

Keep Learning

For candidates, this could look like taking free online courses, earning certifications, or attending webinars in emerging tech areas. Not only does this strengthen your CV, but it also builds confidence and a sense of progress, which is super important when job hunting feels tough. For employers, this could mean offering clear development pathways, creating mentorship programmes, or giving staff time each week to experiment with new tools. Growth fuels resilience and helps people feel valued.

Moving Forward

The IT industry in New Zealand is full of talented people, but right now many are feeling stretched thin. Employers can’t underestimate the value of supporting staff wellbeing, and job seekers shouldn’t underestimate the importance of looking after themselves during tough times.

For me, resilience is built on exercise, routine, gratitude, and the support of others. This Mental Health Awareness Week, let’s make an effort to ‘top up together’, so that none of us have to carry the load on our own.

Gavin Woodfield

Principal Consultant