TL;DR

  • 27% of organizations report breaches directly caused by workforce skills gaps
  • 60% of organizations say their teams lack the right skills—up from being tied with headcount shortages last year
  • AI is eroding entry-level cybersecurity roles, the traditional training ground for future experts
  • 95% of organizations now face regulatory pressure on cybersecurity hiring
  • For SMBs, the solution isn't more hires—it's strategic skill development and fractional expertise

The Cybersecurity Workforce Crisis Has Shifted

For years, the cybersecurity industry narrative has been consistent: we can't fill open positions fast enough. The "skills gap" was a headcount problem. Hire more people, and the problem goes away.​‌‌​​​‌‌‍​‌‌‌‌​​‌‍​‌‌​​​‌​‍​‌‌​​‌​‌‍​‌‌‌​​‌​‍​‌‌‌​​‌‌‍​‌‌​​‌​‌‍​‌‌​​​‌‌‍​‌‌‌​‌​‌‍​‌‌‌​​‌​‍​‌‌​‌​​‌‍​‌‌‌​‌​​‍​‌‌‌‌​​‌‍​​‌​‌‌​‌‍​‌‌‌​​‌‌‍​‌‌​‌​‌‌‍​‌‌​‌​​‌‍​‌‌​‌‌​​‍​‌‌​‌‌​​‍​‌‌‌​​‌‌‍​​‌​‌‌​‌‍​‌‌​​​‌‌‍​‌‌‌​​‌​‍​‌‌​‌​​‌‍​‌‌‌​​‌‌‍​‌‌​‌​​‌‍​‌‌‌​​‌‌‍​​‌​‌‌​‌‍​‌‌‌​​‌‌‍​‌‌​​​​‌‍​‌‌​‌‌‌​‍​‌‌‌​​‌‌‍​​‌​‌‌​‌‍​​‌‌​​‌​‍​​‌‌​​​​‍​​‌‌​​‌​‍​​‌‌​‌‌​‍​​‌​‌‌​‌‍​‌‌‌​​‌‌‍​‌‌​‌‌​‌‍​‌‌​​​‌​‍​​‌​‌‌​‌‍​‌‌​​‌‌‌‍​‌‌‌​‌​‌‍​‌‌​‌​​‌‍​‌‌​​‌​​‍​‌‌​​‌​‌

The SANS 2026 Cybersecurity Workforce Research Report, based on 947 global respondents, reveals that narrative

is now wrong [1]. The problem has fundamentally changed.

For the first time in the report's three-year history, skills gaps decisively overtook headcount shortages as the industry's top workforce challenge. When asked to choose between "not having the right staff" and "not enough staff," 60% of organizations identified skills gaps as the greater problem, compared to 40% citing staffing shortages [1].​‌‌​​​‌‌‍​‌‌‌‌​​‌‍​‌‌​​​‌​‍​‌‌​​‌​‌‍​‌‌‌​​‌​‍​‌‌‌​​‌‌‍​‌‌​​‌​‌‍​‌‌​​​‌‌‍​‌‌‌​‌​‌‍​‌‌‌​​‌​‍​‌‌​‌​​‌‍​‌‌‌​‌​​‍​‌‌‌‌​​‌‍​​‌​‌‌​‌‍​‌‌‌​​‌‌‍​‌‌​‌​‌‌‍​‌‌​‌​​‌‍​‌‌​‌‌​​‍​‌‌​‌‌​​‍​‌‌‌​​‌‌‍​​‌​‌‌​‌‍​‌‌​​​‌‌‍​‌‌‌​​‌​‍​‌‌​‌​​‌‍​‌‌‌​​‌‌‍​‌‌​‌​​‌‍​‌‌‌​​‌‌‍​​‌​‌‌​‌‍​‌‌‌​​‌‌‍​‌‌​​​​‌‍​‌‌​‌‌‌​‍​‌‌‌​​‌‌‍​​‌​‌‌​‌‍​​‌‌​​‌​‍​​‌‌​​​​‍​​‌‌​​‌​‍​​‌‌​‌‌​‍​​‌​‌‌​‌‍​‌‌‌​​‌‌‍​‌‌​‌‌​‌‍​‌‌​​​‌​‍​​‌​‌‌​‌‍​‌‌​​‌‌‌‍​‌‌‌​‌​‌‍​‌‌​‌​​‌‍​‌‌​​‌​​‍​‌‌​​‌​‌

That 20-point gap has widened sharply from just four points a year ago. This isn't gradual evolution—it's a structural shift in how cybersecurity risk manifests in organizations of all sizes.

For small and medium businesses, this distinction is critical. Your cybersecurity problem isn't that you need another security analyst. Your problem is that your existing team may lack the specialized capabilities required to secure your specific environment, manage your risk profile, and respond to incidents effectively.

Why Skills Gaps Are Becoming Breaches

The SANS report contains perhaps its most alarming statistic: 27% of organizations report experiencing breaches as a consequence of workforce skills gaps [1].

Let that number sink in. More than one in four organizations that suffered a breach in the past year can trace that breach directly to not having the right capabilities on their team—not not having enough people, but not having the right skills.

This is a measurable security failure with direct business impact. According to IBM's Cost of a Data Breach Report 2025, the average breach costs $4.88 million globally [2]. When skills gaps are the root cause, that $4.88 million isn't a technology problem—it's a workforce development problem that could have been prevented.

The Capability Gap in Critical Infrastructure

The problem is most acute in critical infrastructure and industrial environments. These sectors don't fail because teams are understaffed alone. They fail when existing teams lack the specialized capabilities required to secure complex OT (Operational Technology) systems, manage industrial risk, and respond to incidents in real time [1].

For SMBs in manufacturing, healthcare, energy, or any sector with operational technology dependencies, this is the difference between a minor security event and a business-disrupting incident. When your security team understands IT security but not OT security, you have a skills gap that attackers can exploit.

The AI Complication

Artificial intelligence is compounding the shift in ways the industry is still processing. The SANS report found that 74% of cyber teams report AI is actively changing team size and role structures [1].

Entry-level roles—SOC analysts, threat intelligence analysts, incident responders—are among the most affected, with reductions reported at 32%, 26%, and 22% respectively [1]. These roles have traditionally been the training ground for cybersecurity talent. They're where juniors learn the fundamentals before advancing to senior and expert positions.

When AI reduces these roles, it doesn't just save money—it erodes the pipeline that produces tomorrow's experts. James Lyne, CEO of SANS Institute, warns: "If we signal that the lower end of cybersecurity is going to be replaced by AI, even if that's not the truth, and we don't end up with enough practitioners learning foundational skills, we won't have seniors and experts later" [1].

For SMBs, this creates a future risk: today's experts are expensive because they're scarce. If the pipeline that produces new experts is disrupted, expertise will become even scarcer and more expensive. The cost of fractional cybersecurity services will rise as supply tightens.

The Regulatory Pressure Cooker

Regulatory pressure on cybersecurity hiring has surged from 40% to 95% in just one year [1]. That's not incremental change—that's a complete transformation of the hiring landscape.

For critical infrastructure sectors, which sit directly within the scope of frameworks like NIS2 (EU), DORA (EU financial sector), and APRA (Australia), this pressure is not theoretical. It's actively reshaping workforce composition and forcing rapid capability validation.

The SANS report finds that 68% of organizations experience moderate to extreme impact from regulations on hiring [1]. Frameworks like NICE (US) and ECSF (EU) are becoming less about best practice and more about compliance necessity. 56% of organizations now use structured frameworks to define cybersecurity roles, up from 46% the previous year [1].

For SMBs in regulated industries, this creates a dual burden: you must maintain cybersecurity with limited budget while facing the same regulatory requirements as enterprises. Compliance is becoming a capability gate—if you can't demonstrate that your team has the right skills, you can't operate in your market.

The Hiring Paradox: More Openings, Harder to Fill

Despite the shift from headcount to skills, hiring challenges are intensifying at the expert and senior levels. The SANS report found [1]:

  • 27% of organizations report expert roles as the most difficult to fill
  • 22% cite senior roles, and 23% mid-level positions
  • Collectively, these account for 72% of recruitment difficulty
  • Only 4% report difficulty hiring entry-level staff

Time-to-hire data reinforces this pressure:

  • 55% of senior roles take six months or longer to fill
  • 38% of expert roles remain open for over a year [1]

For SMBs, these delays translate directly into prolonged exposure to risk. You can't wait 12 months to fill a critical security role while threats evolve daily. The gap between current capability and required capability is where breaches happen.

Why Traditional Hiring Isn't the Solution

If the problem is skills gaps, why not just hire more skilled people? The SANS report reveals several structural barriers:

1. Expertise Is Concentrated and Expensive

The report found that only 5% of organizations report no measurable impact from AI on their workforce [1]. That means 95% are scrambling to adapt to AI-driven changes while simultaneously trying to hire experts who understand AI security. Those experts are in brutally short supply, and their salaries reflect it.

For an SMB with a $50,000-$150,000 annual cybersecurity budget, hiring a $200,000/year AI security expert isn't just difficult—it's impossible. The economics don't work.

2. Training Constraints Are Self-Reinforcing

About 60% of organizations cite lack of time as the primary barrier to training, while 54% point to budget limitations [1]. This creates a self-reinforcing cycle: your team is too busy fighting fires to develop the skills that would prevent fires, so you keep fighting fires.

Rob T. Lee, SANS chief AI officer and chief of research, puts it bluntly: "Organizations have people. But those people are overwhelmed, under-resourced, and unable to develop the capabilities they need because they're too busy running today's operations" [1].

3. Career Path Uncertainty Deters Talent

About 32% of organizations cite unclear career paths as a major hiring challenge, up from just 9% the previous year [1]. Only 24% report having well-defined and clearly communicated cybersecurity career paths [1].

For SMBs, this is a recruitment killer. Top talent won't join your team if they can't see a growth trajectory. But you can't define that trajectory if you don't have cybersecurity expertise in-house to design it. Another self-reinforcing cycle.

What SMBs Can Actually Do About It

If hiring experts isn't feasible and internal training is constrained by time and budget, what's the path forward? The SANS data points to several strategies that align with SMB constraints:

1. Shift from Hiring to Building Capability

Instead of competing for scarce expert talent, focus on upskilling your existing team. The SANS report notes that 64% of organizations rely on cybersecurity certifications as their primary validation method [1].

For SMBs, this is actionable:

  • Sponsor key team members for certifications (CISSP, Security+, CC, cloud-specific certs)
  • Use certification study as structured capability building, not just test prep
  • Map certifications to your specific risk profile (healthcare → HIPAA-focused, retail → PCI-DSS-focused)

The goal isn't to turn your IT generalist into a cybersecurity expert. It's to build enough specialized capability to manage your specific risk profile effectively.

2. Use Fractional Expertise Strategically

You can't afford a full-time CISO or security architect. But you might afford 10 hours per month of fractional CISO services, or a quarterly security architecture review.

This is where managed security service providers (MSSPs) and cybersecurity consultants fit. Use them for:

  • Strategy and governance: Design your security posture, not just monitor it
  • Capability assessment: Identify your actual skills gaps, not perceived ones
  • Incident response preparation: Build playbooks before you need them
  • Compliance mapping: Translate regulatory requirements into actionable controls

The key is using fractional expertise to build internal capability, not replace it. Every engagement should include knowledge transfer so your team becomes more capable over time.

3. Prioritize AI Governance Skills

The SANS report identifies AI governance, risk, and compliance as the top required competencies, followed by data security for AI and securing AI systems [1].

For SMBs, this is a leveraged skill investment. AI governance skills cover multiple risk vectors:

  • Data protection (Privacy Act, HIPAA, GDPR)
  • Third-party risk (AI vendor management)
  • Compliance readiness (EU AI Act preparation)
  • Incident response (AI-specific threats)

One person developing AI governance capability can de-risk multiple aspects of your security posture simultaneously.

4. Address the Training Barrier Structurally

If 60% of organizations can't train because of time constraints [1], the solution isn't "make more time"—it's embed training into operations.

  • Lunch-and-learn sessions: 45-minute focused briefings on specific threats
  • Simulation-based training: Use attack simulation tools to learn by doing
  • Peer learning: Have team members present on security topics they've researched
  • Micro-credentials: Break large certification paths into smaller, achievable milestones

The goal is to shift training from "something we do when we have time" to "how we operate every day."

5. Leverage Frameworks for Efficiency

With 56% of organizations now using structured frameworks like NICE or ECSF to define roles [1], SMBs can stand on the shoulders of giants rather than building from scratch.

Use existing frameworks to:

  • Define role requirements: NICE and ECSF have already mapped cybersecurity roles to required skills
  • Identify gaps: Compare your team's capabilities against framework-defined standards
  • Validate compliance: Framework alignment makes audits simpler and faster
  • Guide hiring: Framework-defined roles reduce ambiguity in job postings and candidate evaluation

For an SMB without a dedicated HR team, frameworks provide scaffolding that would otherwise require expensive consultants to build.

The Bottom Line

The cybersecurity workforce crisis has evolved. The problem isn't that you need more people—it's that your people may lack the right skills for the threat landscape you're facing.

When 27% of breaches are directly caused by skills gaps [1], and the average breach costs $4.88 million [2], the economics are clear: investing in capability development is cheaper than learning from breaches.

For SMBs, the path forward isn't trying to compete with enterprises for scarce expert talent. It's building capability strategically: upskilling existing team members, using fractional expertise for specialized needs, leveraging frameworks for efficiency, and embedding continuous learning into operations.

The most important shift is recognizing that cybersecurity isn't a headcount problem you can hire your way out of. It's a capability problem you have to build your way through. The organizations that close their skills gaps won't be the ones that hired the most people—they'll be the ones that developed the right capabilities.

Related: AI Outpacing Human Defenders: Why Your Security Strategy Is Now Obsolete

FAQ

A headcount shortage means you don't have enough people. A skills gap means the people you have don't have the right capabilities. The SANS 2026 report found that 60% of organizations now say skills gaps are their bigger problem, compared to 40% citing headcount [1]. You can have a fully staffed team and still have a skills gap if nobody knows how to secure your specific environment.

AI is reducing some entry-level roles (SOC analysts down 32%, threat intelligence analysts down 26%) [1], but it's also creating new roles (AI security specialists, AI governance analysts) [1]. The net effect is workforce restructuring, not elimination. The risk is that AI erodes the traditional training ground for future experts.

The average data breach costs $4.88 million globally according to IBM's 2025 report [2]. When skills gaps are the root cause, that's a preventable expense. For SMBs, even a fraction of that cost can be business-ending.

Yes—by being strategic. Instead of hiring expensive experts (which 72% of organizations struggle to do [1]), invest in certifying existing team members, use fractional CISO services for specialized needs, and leverage existing frameworks rather than building from scratch. Capability development is cheaper than breach recovery.

Start with your risk profile. Healthcare → HIPAA-focused training and Health Information Security and Privacy Practitioner (HISPP) or similar. Retail → PCI-DSS training and PCI Professional certification. General business → Security+ (foundational) then specialization based on your environment (cloud, industrial systems, etc.).

References

[1] SANS Institute | GIAC, "The Evolving Cyber Workforce: AI, Compliance, and the Battle for Talent," SANS 2026 Cybersecurity Workforce Research Report, 2026. [Online]. Available: https://www.sans.org/mlp/2026-evolving-cybersecurity-workforce-ai-compliance-talent

[2] IBM Security, "Cost of a Data Breach Report 2025," IBM, 2025. [Online]. Available: https://www.ibm.com/reports/data-breach

[3] Anthropic, "Disrupting the first reported AI-orchestrated cyber espionage campaign," Anthropic, November 2025. [Online]. Available: https://www.anthropic.com/news/disrupting-AI-espionage

[4] Purple Book Community, "State of AI Risk Management 2026," The Purple Book Club, 2026. [Online]. Available: https://thepurplebook.club/state-of-ai-risk-management-2026

[5] National Institute of Standards and Technology (NIST), "NICE Cybersecurity Workforce Framework," NIST, 2024. [Online]. Available: https://www.nist.gov/itl/applied-cybersecurity/nice

[6] European Union Agency for Cybersecurity (ENISA), "European Cybersecurity Skills Framework (ECSF)," ENISA, 2022. [Online]. Available: https://www.enisa.europa.eu/topics/national-cybersecurity-strategies/nis-cooperation/ecsf

[7] Consortium for Information & Software Quality, "2025 CISQ Report on Software Quality in the US," CISQ, 2025. [Online]. Available: https://www.it-cisq.org/cisq-reports

[8] CyberSeek, "Demand for Cybersecurity Talent," CyberSeek, 2026. [Online]. Available: https://www.cyberseek.org

Experiencing cybersecurity challenges that might be skills-related? lilMONSTER can assess your team's capabilities against your risk profile and build a strategic roadmap to close the gaps. Book a consultation at https://consult.lil.business?utm_source=blog&utm_medium=post&utm_campaign=skills-crisis to strengthen your defenses before a breach exposes the gap.

TL;DR

  • 27 out of 100 companies had security problems because their team didn't have the right skills
  • It's not about having more people—it's about having the right skills
  • Smart computer programs (AI) are changing how security teams work
  • Companies need to teach their teams new skills, not just hire new people
  • Small businesses can protect themselves by being smart about training

What Is a Skills Gap?

Imagine you have a soccer team with 11 players. That's a full team, right? But what if nobody knows how to be the goalie? You have enough players, but you're missing the right skills.

That's what a skills gap is in cybersecurity. You might have people working on security, but they might not know how to protect against the specific problems your business faces.

A big study in 2026 found that 60 out of 100 companies said their problem was having the wrong skills, not having not enough people [1]. That's a huge change from before, when everyone thought the problem was just needing more security people.

Why Skills Gaps Are Dangerous

They Cause Real Problems

The same study found that 27 out of 100 companies had security breaches—meaning bad guys broke in—because their team didn't have the right skills [1].

Think of it like this: if you're building a treehouse, and you have plenty of friends helping, but nobody knows how to tie proper knots, the treehouse might fall down. It doesn't matter that you had enough people. What mattered was having the right skills.

It Costs a Lot of Money

When a security breach happens, it costs about $4.88 million on average to fix the problems [2]. That's like losing 488 hundred-dollar bills all at once!

For a small business, that's enough money to shut down forever. And the scary part is, many of these breaches could have been prevented if the security team had better training.

Why Is This Happening Now?

Smart Computers Are Changing Everything

Artificial Intelligence (AI)—the technology behind ChatGPT and other smart tools—is changing how security teams work. The study found that 74 out of 100 companies say AI is changing how their teams are organized [1].

AI is like having a super-smart assistant. It can do some of the simpler security work automatically, like looking through security camera footage or checking if doors are locked.

But here's the problem: those simple jobs were how new security people learned the job! It's like if you had a robot that could do all the dishes automatically—but then nobody would ever learn how to wash dishes, so when the robot breaks, nobody knows what to do.

The Training Problem Is Getting Worse

About 60 out of 100 companies say they can't train their team because everyone is too busy [1]. It's like being too busy driving the car to stop and ask for directions when you're lost. You just keep going, but you might end up more lost.

This creates a cycle:

  1. Your team is busy fighting security problems
  2. They don't have time to learn new skills
  3. Because they don't have new skills, they keep fighting the same problems
  4. They stay busy fighting, and never get time to learn

What Happens Without the Right Skills?

Real Example: The Treehouse Builder

Imagine you hire someone to build a treehouse. They're great at building houses on the ground, but they've never built anything in a tree before. They have plenty of skills—just not the right skills for your specific treehouse.

They might:

  • Use nails that are too long (poking through into the treehouse)
  • Put the treehouse too low (it floods when it rains)
  • Forget to check if the branch is strong enough (the whole thing falls)

In cybersecurity, the same thing happens. You might have someone great at protecting regular office computers, but they don't know how to protect:

  • Special machines in factories
  • Medical equipment in hospitals
  • Cash registers in stores

Each of these needs different skills, just like a treehouse needs different skills than a regular house.

The Expert Shortage

The study found that expert roles—people who are really, really good at security—are the hardest to fill [1]. It's like trying to find a master chef who can cook any cuisine perfectly. There just aren't enough of them to go around.

For small businesses, this is a problem because you can't afford to pay expert salaries (which can be $200,000 or more per year). But you still need expert-level protection!

What Can Small Businesses Do?

Strategy #1: Teach Your Team New Skills

Instead of trying to hire expensive experts, help the people you already have learn new skills. It's like teaching your regular cook how to make sushi instead of hiring a sushi chef.

Companies do this by:

  • Paying for certifications: Special tests that prove someone knows their stuff
  • Sending people to training: Classes that teach specific security skills
  • Making time for learning: Setting aside work time specifically for learning

The study found that 64 out of 100 companies use certifications to make sure their team has the right skills [1].

Strategy #2: Get Expert Help Part-Time

If you can't afford a full-time expert, you can hire one part-time! It's like hiring a music teacher for just one hour a week instead of employing them full-time.

Small businesses can:

  • Hire a security advisor: Someone who checks your security a few times per month
  • Use security consultants: Experts who come in to solve specific problems
  • Join security groups: Where lots of small businesses share expert knowledge

This way, you get expert help without paying expert salaries all year round.

Strategy #3: Use Playbooks and Checklists

You don't have to figure everything out yourself. Lots of smart people have already created guides and checklists for security.

Think of it like cooking from a recipe. You don't need to be a master chef if you have a good recipe and follow it carefully.

In security, these "recipes" are called frameworks:

  • NICE: A guide from the US government about security skills
  • ECSF: A guide from Europe about security jobs
  • Company-specific guides: For healthcare, stores, factories, etc.

The study found that 56 out of 100 companies use these frameworks [1]. Instead of guessing what skills you need, you can just follow the guide!

Strategy #4: Learn Little by Little

If you're too busy to learn, you need to change how you learn. Instead of taking a week-long class, learn in small chunks:

  • Lunch lessons: Learn one new thing while eating lunch
  • Friday 15-minute briefings: Quick updates on new security problems
  • Team teaching: Have different team members teach what they know

It's like learning to play an instrument. You don't get good by practicing for 8 hours once a year. You get good by practicing for 15 minutes every day.

The Bottom Line

The old way of thinking was: "We just need more security people!"

The new way of thinking is: "We need people with the right skills!"

For small businesses, this is actually good news. It means you don't need to hire a bunch of expensive experts. You need to:

  1. Teach your current team new skills
  2. Get part-time expert help for specialized problems
  3. Follow guides and frameworks instead of guessing
  4. Learn a little bit every day instead of trying to learn everything at once

When 27 out of 100 companies had breaches because of skills gaps [1], and breaches cost $4.88 million on average [2], investing in training is like buying insurance—it costs a little bit now, but it can save you everything later.

The companies that stay safe won't be the ones with the most people. They'll be the ones with the smartest plan for building the right skills.

Related: AI Outpacing Human Defenders: Why Security Is Getting Harder

FAQ

"Not enough people" is like needing 5 builders but only having 3. "Wrong skills" is like having 5 builders, but none of them know how to build a treehouse. The 2026 SANS study found that 60% of companies now say wrong skills are their bigger problem [1].

Yes! Instead of hiring expensive experts (which can cost $200,000+ per year), small businesses can train their existing team, get part-time expert help, and use free guides and frameworks. Training costs much less than a breach (which averages $4.88 million) [2].

AI is doing some of the simpler security work, which means fewer entry-level jobs. But it's also creating new jobs in AI security [1]. The real challenge is making sure people still learn the basics before moving to advanced stuff—like learning to walk before you run.

If you've had security problems that seemed like they should have been prevented, or if you're not sure whether your team can handle new threats, you might have a skills gap. A security expert can assess your team's skills and tell you what's missing.

Start with a risk assessment—figuring out what you need to protect. Then compare that against what your team already knows how to do. The gap between "what we need" and "what we know" is your skills gap, and that's what you focus on fixing first.

References

[1] SANS Institute | GIAC, "The Evolving Cyber Workforce: AI, Compliance, and the Battle for Talent," SANS 2026 Cybersecurity Workforce Research Report, 2026. [Online]. Available: https://www.sans.org/mlp/2026-evolving-cybersecurity-workforce-ai-compliance-talent

[2] IBM Security, "Cost of a Data Breach Report 2025," IBM, 2025. [Online]. Available: https://www.ibm.com/reports/data-breach

[3] Purple Book Community, "State of AI Risk Management 2026," The Purple Book Club, 2026. [Online]. Available: https://thepurplebook.club/state-of-ai-risk-management-2026

[4] National Institute of Standards and Technology (NIST), "NICE Cybersecurity Workforce Framework," NIST, 2024. [Online]. Available: https://www.nist.gov/itl/applied-cybersecurity/nice

[5] CyberSeek, "Demand for Cybersecurity Talent," CyberSeek, 2026. [Online]. Available: https://www.cyberseek.org

Worried your business might have a security skills gap? lilMONSTER can help figure out what skills your team needs and how to build them. Book a time at https://consult.lil.business?utm_source=blog&utm_medium=post&utm_campaign=skills-eli10 to make sure your team is ready to protect your business.

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