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Plan Your Cyber Workforce

Plan your cyber workforce with workforce intelligence

Connect the roles your organization needs with the capability it has today. AdaptIQ brings skills, workforce demand, market context, and assessment evidence into a clearer view, so leaders can prioritize what to build, hire, or redeploy.

Assess Your Cyber Workforce Talk to a Workforce Expert

Why workforce intelligence

Workforce planning needs more than a headcount view

See roles, capability, supply, and demand together before pressure turns into reactive hiring.

  • Reveal hidden skills gaps

    Compare the capability required by priority roles with the evidence already visible in the workforce.

    Explore skills gaps

  • Understand supply and demand

    Add labor-market context to internal capability so plans reflect the talent market around you.

    Explore workforce data

  • Connect workforce decisions

    Give security, talent, and learning leaders a shared view of roles and capability priorities.

    Explore AdaptIQ

Clearer visibility before the organization commits time and budget.

Explore the planning routes

Explore Plan Your Cyber Workforce

The four core routes explain workforce intelligence, planning, skills gaps, and the skills structure beneath them. Related routes connect the plan with research, redeployment, and security leadership priorities.

Cyber Workforce Intelligence

Bring skills, roles, capacity, and demand into a clearer workforce view.

Explore AdaptIQ

  • Cyber & IT Workforce Planning

    Translate workforce priorities into build, hire, and redeploy decisions.

  • Skills Gap Analysis

    Compare required capability with the evidence visible across teams and roles.

  • Cyber Skills Ontology

    Use a shared structure to connect cyber work, roles, skills, and related capability.

  • Research Center

    Use category research and workforce data to inform planning assumptions.

  • Reskill & Redeploy

    Connect workforce gaps with employees who hold relevant adjacent skills.

  • CISOs & Security Teams

    Apply workforce intelligence to the capability and capacity decisions security leaders own.

Cyber workforce intelligence

What is cyber workforce intelligence?

Cyber workforce intelligence combines information about roles, skills, workforce capability, labor-market supply, and future demand. It helps leaders see where the organization has enough capacity, where a skills gap creates risk, and whether the next response should be development, hiring, or redeployment.

Explore Cyber Workforce Intelligence

  • See capability clearly

    Connect people, roles, skills, and evidence in one workforce view.

  • Add demand and market context

    Understand which roles and skills may become difficult to build or buy.

  • Prioritize the response

    Decide where to develop, hire, redeploy, or investigate further.

Workforce intelligence and planning

What is AdaptIQ?

AdaptIQ is QuickStart’s workforce intelligence and planning experience. It uses a cyber skills ontology, job-market context, and workforce evidence to show gaps and capacity more clearly. Leaders can use that view to prioritize development, hiring, and redeployment without treating every workforce problem as the same problem.

Assess Your Cyber Workforce

AdaptIQ at a glance

A connected workforce view

Workforce structure
Roles Skills Proficiency
Market and demand
Labor supply Role demand Market context
Planning decisions
Skills gaps Build or hire Redeployment

  • Cyber skills ontology

    Connect roles, work, skills, proficiency, and related capability in a shared structure.

  • Market context

    Place internal capability beside labor supply, role demand, and changing skill requirements.

  • Workforce decisions

    Turn visibility into clearer priorities for development, hiring, and redeployment.

How AdaptIQ supports planning

Connect role demand with workforce capability

A useful cyber workforce plan keeps the required work, current capability, and available responses connected from the first question to the final priority.

  • Connect role needs

    Define the work, skills, proficiency, and demand behind priority roles.

    • Priority roles
    • Required skills
    • Demand horizon

  • See gaps and capacity

    Compare requirements with internal evidence and market context.

    • Current capability
    • Internal capacity
    • Market supply

  • Prioritize action

    Choose which capability to build, hire, redeploy, or examine further.

    • Develop
    • Hire
    • Redeploy

From visibility to priority

A workforce gap becomes useful when it changes a decision

A gap report should do more than list missing skills. Connect each gap to the role, business priority, available talent, and time horizon so leaders can prioritize action and choose the right organizational response.

  • Name the affected role

    Connect the missing capability to the work and workforce outcome it may constrain.

  • Understand the available supply

    Review internal capacity, adjacent skills, and the external market before choosing a response.

  • Prioritize a defensible action

    Use the evidence to support a development, hiring, redeployment, or research decision.

Explore Skills Gap Analysis

Build, hire, or redeploy

Choose the workforce response that fits the gap

Some gaps need development. Others require external hiring, internal movement, or a change in timing. AdaptIQ gives leaders a common view of the role and capability need, while SkillsIQ and HiringIQ support the development and hiring responses.

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  • Build capability

    Use SkillsIQ when focused development can close the gap in the available time.

  • Hire capability

    Use HiringIQ when the organization needs talent that it cannot build quickly enough.

  • Redeploy capability

    Move adjacent-skilled employees when existing strengths support a practical transition.

Connected workforce decisions

Planning connects the hiring and development response

AdaptIQ helps the organization see demand, capacity, and gaps. HiringIQ supports the hiring response. SkillsIQ supports development, reskilling, and readiness. The shared skills structure helps each team act on the same workforce problem from its own decision point.

  1. Plan

    See the need clearly

    Use AdaptIQ to connect roles, capability, supply, and future demand.

  2. Hire

    Add external or internal talent

    Use HiringIQ to structure roles and compare people with stronger evidence.

  3. Develop

    Build the missing capability

    Use SkillsIQ for focused development, reskilling, and readiness.

Cyber workforce planning connects the roles and capability an organization needs with the workforce it has today and expects to need later. It helps leaders prioritize development, hiring, redeployment, and capacity decisions before gaps become urgent.
Cyber workforce intelligence combines information about roles, skills, workforce capability, labor-market supply, and future demand. It gives leaders a clearer view of capacity and gaps so they can choose a more appropriate workforce response.
AdaptIQ is QuickStart’s workforce intelligence and planning experience. It uses a cyber skills ontology, market context, and workforce evidence to help organizations understand skills gaps, capacity, and priorities for development, hiring, and redeployment.
A skills gap analysis compares the capability required by target roles with the relevant evidence visible across the workforce. The useful output connects each gap with role demand, internal capacity, available supply, and the workforce decision it may require.
Yes. Earlier visibility gives leaders more time to develop internal talent, build a pipeline, redeploy adjacent-skilled employees, or adjust the workforce plan. It does not remove every urgent hire, but it helps the organization see more options sooner.
A cyber skills ontology is a structured model that connects cybersecurity work, roles, skills, proficiency, and related capability. It creates a common language for planning, hiring, and development while allowing each experience to serve a different decision.
AdaptIQ supports planning and workforce visibility. HiringIQ supports skills-based hiring. SkillsIQ supports development and readiness. Together they connect the workforce need with the hiring or development response while keeping each decision focused.

Frequently asked questions

Cyber workforce planning FAQs

Clear answers about workforce intelligence, AdaptIQ, skills gaps, and connected workforce decisions.

Your next step

Plan your cyber workforce with confidence

See the roles, skills, capacity, and gaps behind the workforce decision. Start with a cyber workforce assessment or talk with an expert about planning, hiring, development, and redeployment priorities.

Assess Your Cyber Workforce Talk to a Workforce Expert
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