Latest / The Comeback Career Podcast with Fexingo: Returning After a Gap, Stay-at-Home Re-Entry / How One Parent Pivoted to Cybersecurity After a Career Gap
Transcript
- Lucas: When the Bureau of Labor Statistics projects a cybersecurity workforce gap of over 4 million globally, and you see a field that's desperate for talent, you'd think employers would jump at experienced professionals, even if they've been out for a few years. But the reality for parents returning to IT after a career break often involves a lot of convincing. Luna: Yeah, it's like the industry wants them but the hiring process doesn't. Lucas: Exactly. And that's where returnship programs come in. I spoke with Sarah Miller, a former network administrator who took five years off to be home with her kids. She came back as a cybersecurity analyst at a mid-sized regional bank. It was a direct result of a returnship. Luna: So a returnship is basically a paid internship for people with a break on their resume? How did she find it? Lucas: Close. They're typically 12 to 16 weeks, paid, and designed to bridge the gap between someone's previous experience and current industry requirements. Sarah found hers through a program run by a consortium of banks in the Midwest. She applied, did a technical assessment, and got accepted. Luna: What certifications did she need? That's always the big question. Lucas: She started with CompTIA Security Plus—that's the entry-level standard. Then during the returnship, she worked toward the Certified Information Systems Security Professional, or CISSP. The bank actually paid for the exam prep. By the time she got her full-time offer, she had the CISSP under her belt. Luna: That's a big jump. The CISSP isn't easy. She had to have at least five years of experience to qualify, right? Lucas: Yes, but her previous five years as a network administrator counted. That's a key point: many mid-career parents already have the foundational experience that's required for advanced certifications. They just need to update their technical knowledge. Luna: What about the confidence factor? Being away from tech for five years is like a language you haven't spoken. Lucas: Sarah admitted that was the hardest part. She said the first two weeks of the returnship were 'absolute mental chaos.' The tools had changed—cloud security, zero trust architecture, new compliance frameworks. But the returnship had built-in mentorship and a cohort of peers going through the same thing. That helped normalize the learning curve. Luna: And the bank offered her a role after? Was it a guarantee? Lucas: Not a guarantee, but the program had an 80 percent conversion rate. She got an offer as a Level One analyst. Starting salary around seventy-five thousand—which was actually a slight step down from her network admin pay five years earlier, but she said the growth potential was much higher. Luna: That's a trade-off. Take a small cut now for a bigger upside later. Did she negotiate? Lucas: She didn't because she felt lucky to get back in. But in hindsight, she said she should have. The returnship gave her leverage she didn't recognize at the time. Luna: So what's the takeaway for someone listening who's been out of IT for three, four, five years? Start with a returnship? Lucas: I think returnships are underrated. They're not just for tech. There are programs in finance, marketing, even HR. But specifically for cybersecurity, they're a fast track because the demand is so high. Sarah's advice: research which companies have formal returnship programs—many large banks, consultancies, and tech firms do—and don't be afraid to apply even if you feel rusty. Luna: And what about the certifications? Should they get the Security Plus before applying, or can they do it during? Lucas: She recommends getting Security Plus first. It's a few hundred dollars and a couple months of study. It shows you're serious and it's a prerequisite for many returnship applications. Then use the returnship to earn the higher-level certs. Luna: I love that. It's like a residency for your career. Lucas: Exactly. And the best part: many returnships are specifically designed for parents returning from a break. They understand you might need flexible hours or a staggered start. The stigma around gaps is fading, but the systems to support re-entry—like returnships—are still relatively new. Lucas: If stories like Sarah's have helped you map out your own return, that's exactly why we do this show. The way we keep it free and ad-free is through listener support at buy me a coffee dot com slash fexingo. Luna: Yeah, even a small coffee helps us keep producing episodes like this one. Lucas: And we're grateful every time. Now, Sarah's story is from the US, but I've heard similar from the UK and Canada. The returnship model is spreading. Luna: Is there a downside? Any red flags with returnships? Lucas: The biggest criticism is that some companies use them as cheap labor. Make sure the program has a clear pathway to permanent employment and is paid at a rate that's reasonable for your experience level. Also, check the conversion rate. If it's below 50 percent, it's more of an internship than a returnship. Luna: Good advice. So if you're a parent looking to get back into cybersecurity, start researching returnships today, get Security Plus, and lean into your previous experience. Lucas: Exactly. And remember: the cybersecurity field is growing so fast that your break might actually be an asset. You bring perspective, maturity, and a different approach to risk. Companies are starting to value that. Luna: Sarah sounds like she's thriving. Five years out and now she's a cyber analyst. It's proof that a gap doesn't have to be a dead end. Lucas: Absolutely. The question I'd leave with our listeners: if you knew there was a program designed for someone with exactly your career break, would you apply? That's the kind of clarity a returnship gives you.