Accelerating Growth for Maryland Cybersecurity Companies

On June 17, 2025, the Cybersecurity Association, Inc. hosted a roundtable discussion with the Comptroller of Maryland, Howard Community College, and BCR Cyber. The Roundtable brought to light critical challenges and opportunities in our region's cybersecurity landscape. A major theme was the persistent mismatch between the available labor pool and industry needs, particularly for mid-level talent.

Here are some key takeaways and proposed solutions:

• Hands-On Experience is Gold: There's a strong push for "cyber clinics" to provide practical experience. Interestingly, automating skills isn't seen as helpful for entry-level technical roles. Tasks once performed by entry-level talent are most likely to be automated, and employers have to rethink these roles in the age of AI. If possible, internships are considered the "gold standard" for clearing talent; many larger government contractors recruit entry-level talent from former intern pools, as it is possible for some to start the clearance process during the internship. 
• Addressing Brain Drain & Education Gaps: A significant concern is the "brain drain," with 45-55% of cyber/IT graduates leaving the region to begin their careers. Universities face hurdles in innovation due to long accreditation processes, and there's a greater need for foundational tech talent over an abundance of "master cybersecurity professionals." While cyber apprenticeships are promising, there's a need for more full-time entry-level jobs in Maryland to place graduates. Otherwise, the apprentices will also contribute to the "brain drain."
• Navigating Compliance & Cost: New compliance changes are increasing costs for all, making it harder for new innovations to break into markets, especially due to high costs of cyber liability.
• Boosting State Investment & Innovation: The Board highlighted the need for more state investment. A proposed solution includes the Maryland government publishing its toughest cyber challenges to solicit industry responses, fostering dual-use solutions and new company engagement.
• Optimizing the Military & Federal Workforce: Unfavorable pension taxes are driving military personnel out of Maryland. There's a disconnect between government clearances and what government contractors need, with few entry-level positions on contracts. Federal contracting also faces risks, including contract cancellations and a loss of institutional knowledge on the government side with a reduction in force.
• State Contracting Shifts: Maryland is increasingly "in-sourcing" talent, aiming to reduce reliance on external contracts.