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---
name: implementing-security-talent-pipeline
description: >-
  Build and manage security talent pipelines including competency frameworks,
  interview processes, career ladders, retention strategies, and workforce
  planning to address the cybersecurity skills shortage.
domain: cybersecurity
subdomain: security-leadership
tags:
  - talent-management
  - hiring
  - career-ladder
  - competency-framework
  - retention
  - workforce-planning
version: "1.0"
author: defconxt
license: AGPL-3.0
metadata:
  mitre-attack: []
---

# Implementing Security Talent Pipeline

## Overview

The cybersecurity skills shortage makes talent pipeline management a critical
leadership capability. This technique covers building competency frameworks,
designing effective interview processes, creating career ladders that retain
talent, and workforce planning for growth.

## Prerequisites

| Requirement | Purpose |
|---|---|
| Workforce plan | Headcount needs and timeline |
| HR partnership | Recruiting and compensation support |
| Competency baseline | Current team skill inventory |
| Market data | Compensation benchmarks |

## Key Concepts

- **Competency framework**: Skill matrix mapping roles to required capabilities
- **Career ladder**: Defined progression from junior to principal/director
- **Interview rubric**: Structured evaluation criteria reducing bias
- **Retention drivers**: Growth opportunities, compensation, culture, autonomy
- **Pipeline diversity**: Source from varied backgrounds and experience levels

## Workflow

### Step 1: Define Competency Framework

```python
COMPETENCY_MATRIX = {
    "detection_engineer": {
        "junior": ["sigma_rules", "basic_splunk", "log_analysis"],
        "mid": ["detection_as_code", "threat_modeling", "data_engineering"],
        "senior": ["detection_strategy", "ml_anomaly", "team_mentoring"],
        "principal": ["program_design", "research_publication", "industry_leadership"],
    },
    "incident_responder": {
        "junior": ["triage", "log_review", "playbook_execution"],
        "mid": ["forensics", "malware_analysis", "incident_lead"],
        "senior": ["threat_hunting", "ir_program_design", "stakeholder_mgmt"],
        "principal": ["ir_strategy", "crisis_leadership", "board_communication"],
    },
}
```

### Step 2: Design Interview Process

```python
INTERVIEW_STAGES = [
    {"stage": "resume_screen", "duration": "5 min", "evaluator": "recruiter"},
    {"stage": "technical_screen", "duration": "45 min", "evaluator": "hiring_manager",
     "focus": "domain_knowledge_and_problem_solving"},
    {"stage": "hands_on_exercise", "duration": "90 min", "evaluator": "team_panel",
     "focus": "practical_skills_in_realistic_scenario"},
    {"stage": "leadership_values", "duration": "45 min", "evaluator": "cross_functional",
     "focus": "communication_collaboration_growth_mindset"},
]
```

### Step 3: Implement Career Ladder

```bash
node agent.js assess --team detection-engineering --output skills_inventory.json
node agent.js gaps --inventory skills_inventory.json --target-roles senior
node agent.js plan --hiring-needs 5 --timeline 12m --budget 1200000
```

## Verification

| Check | Method |
|---|---|
| Competency framework complete | All roles and levels defined |
| Interview rubrics calibrated | Panel scoring consistency > 80% |
| Career ladder published | Team members acknowledge paths |
| Pipeline metrics tracked | Time-to-fill, offer acceptance, retention |

## References

- [NIST NICE Workforce Framework](https://www.nist.gov/itl/applied-cybersecurity/nice)
- [SANS Cybersecurity Workforce Study](https://www.sans.org/)
- [ISC2 Workforce Study](https://www.isc2.org/)
