Hey everyone,

One of the biggest myths in cybersecurity is that you need to start from scratch.

That you need a Computer Science degree. That you need to have been coding since you were 12. That you need to tick every box on the job description before you even apply.

I've spent 15 years recruiting, and I can tell you: that's not how most people actually get hired.

Here's what I see over and over again. People from completely unrelated backgrounds land cybersecurity roles. Finance, audit, compliance, operations, customer service, even teaching. Not despite their background, but because of it.

Why? Because cybersecurity is about more than technical knowledge. It's about how you think, how you communicate, and how you solve problems. Let me break down some of the most valuable transferable skills I see.

Problem solving under pressure

Every cybersecurity role involves making decisions when things are moving fast. If you've worked in environments where you had to troubleshoot issues, handle complaints, or manage competing priorities without falling apart, you already know what this feels like. SOC analysts deal with alerts all day. Incident responders work under time pressure. The ability to stay calm and think clearly is a skill most employers struggle to train.

Following structured processes

Security work is process heavy. Incident response has playbooks. Compliance has frameworks. Audits have checklists. If you've worked in any role that required you to follow documented procedures, maintain accurate records, or ensure consistency across tasks, you've already developed this muscle. People from finance, operations, quality assurance, and admin backgrounds often thrive here.

Clear communication

One of the most underrated skills in cybersecurity is the ability to explain technical findings to non-technical people. Security teams have to report to executives, legal, HR, and customers. If you can take something complex and make it simple, that's a genuine advantage. Many technically skilled candidates fail interviews because they can't communicate clearly.

Attention to detail

Cybersecurity is about spotting what doesn't belong. A strange login. An unusual file. A suspicious email. If you've worked in roles where small details mattered, whether that's reconciling accounts, reviewing contracts, catching errors in data, or quality checking work, you've been training this skill without realising it.

Asking good questions

Curiosity drives security professionals. The best analysts don't just accept what they see. They dig deeper. They ask why something happened, what else might be affected, and what the attacker might do next. If you're naturally curious and tend to ask questions others don't think to ask, that mindset is exactly what hiring managers are looking for.

Documentation and reporting

Security teams document everything. Investigation notes, incident reports, risk assessments, audit findings. If you've written reports, maintained logs, or created documentation in previous roles, you already understand the discipline required. Many career changers underestimate how much this skill matters.

If you've worked in any role where you had to investigate, document, escalate, or explain complex information to others, you already have transferable skills.

The trick is learning to position them properly.

After 15 years as a recruiter, I've had hundreds of conversations with cybersecurity hiring managers and what they tell me off the record is very different from what you see in job postings.

In this video, I'm sharing the 6 real questions hiring managers ask me when they're trying to fill cybersecurity roles, and what those questions reveal about what you need to demonstrate to actually get hired.

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When hiring managers call me to fill a role, they don't ask: "Can you find me someone with Security+ and 3 years of experience?"

The real questions sound very different. Here are six I hear constantly, and what they reveal about what you need to demonstrate.

1. "Will they actually investigate, or just follow scripts?"

Hiring managers worry about candidates who only know how to click through playbooks. They want someone who can look at an alert, think critically, and decide what to do next. If you can show examples of times you investigated something, made a judgement call, or dug deeper when something didn't add up, you're already ahead.

2. "Can they explain what they found to someone non-technical?"

Security teams don't operate in isolation. They have to report findings to executives, legal teams, and stakeholders who don't speak technical language. If you can break down complex ideas simply and clearly, that's a major asset. Many candidates fail here.

3. "Do they show curiosity and initiative?"

Hiring managers want people who learn on their own. Have you built a home lab? Completed challenges on TryHackMe or CyberDefenders? Explored a topic because you were genuinely interested? That curiosity signals someone who will keep growing on the job.

4. "Will they fit into the team and communicate well?"

Culture fit matters more than most people realise. Managers ask me about personality, collaboration style, and how candidates handle feedback. Technical skills can be trained. Attitude and communication are harder to change.

5. "Can they handle pressure without panicking?"

Security incidents are stressful. Hiring managers want to know if someone can stay calm, prioritise clearly, and work through ambiguity. If you've handled high-pressure situations in previous roles, even outside of tech, those stories matter.

6. "Are they coachable?"

Nobody expects a junior hire to know everything. Managers ask me whether a candidate seems open to learning, willing to take feedback, and humble enough to ask questions. Arrogance is a red flag. Curiosity and humility are green lights.

The job posting says "3+ years experience." The hiring manager says "I need someone who can think."

That gap is where career changers win.

If you spot any trends or news you'd like me to cover, just reply to this email. I read every response.

Take 10 minutes this week and write down 3 transferable skills from your current or past roles that could apply to cybersecurity.

Then, for each one, write a single sentence that explains how it connects.

Example:

"In my finance role, I investigated discrepancies in transaction data, which is similar to identifying anomalies in security logs."

That sentence is the start of your interview story.

Have questions about breaking into cybersecurity? Hit reply and let me know what you're struggling with. I read every email.

As always, keep levelling up your career and thanks for reading.

Best wishes,

Luke Gough

Career Coach | Recruitment Specialist

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