After years of expansion, the U.S. Department of Defense (DoD) is preparing for significant reductions in its DoD Cyber Workforce Faces Cuts Amid Hiring Freeze and Strategic Restructuring due to an ongoing civilian hiring freeze and a broader initiative to downsize its civilian employee base. The move marks a strategic shift in personnel management as officials attempt to align workforce numbers with evolving national security priorities.
The DoD cyber workforce comprising around 225,000 individuals, including civilians, military personnel, and contractors spans roles in cybersecurity, artificial intelligence, software development, and information technology. In recent years, the department aggressively used direct hiring authorities to reduce cyber vacancy rates from over 25% to roughly 15%. However, the current hiring slowdown has caused monthly new hires to drop sharply from 1,500 to under 200, according to Patrick Johnson, Director of Workforce Innovation under the DoD Chief Information Officer (CIO).
Although the full impact of recent changes remains uncertain, Johnson confirmed that some personnel adjustments are already in motion. Civilian employees have the option to delay resignation or take early retirement, and specific agency cuts are emerging. For instance, the Defense Information Systems Agency expects to lose nearly 10% of its civilian staff.
DoD Cyber Workforce Strategic Cuts and Workforce Upskilling Initiatives
The planned reductions follow a directive from Defense Secretary Pete Hegseth, issued in March, calling for a 5–8% reduction in the civilian workforce, approximately 50,000 to 60,000 positions. This “Workforce Acceleration and Recapitalization Initiative” aims to better align DoD staffing with strategic defense goals.
In response, the DoD CIO’s office is revising its cyber workforce strategy to accommodate smaller personnel numbers while maintaining operational effectiveness. One key priority is upskilling current staff to mitigate the impact of both civilian and contractor reductions. Johnson emphasized the need to build internal capabilities, especially as contractor support may also be scaled back.
“We’re adjusting our strategy to support the Secretary’s goals,” said Johnson. “If we can’t hire more people and may lose contractor support, upskilling becomes critical.”
To that end, the department is collaborating with academic institutions like the University of Albany to develop new training pathways. These programs aim to enhance the technical capabilities of existing cyber personnel and build a more resilient workforce amid shrinking headcounts.
Embracing Skills-Based Hiring Across the Federal Landscape
Despite the constraints, the DoD Cyber Workforce is pushing ahead with skills-based hiring and talent assessments, an approach increasingly favored across government agencies. This method focuses on candidates’ technical abilities over traditional credentials like formal education or years of experience.
Johnson’s office is piloting such assessments and hopes to share successful practices with other federal entities also grappling with staffing challenges. “It’s not just a DoD issue,” he said. “Other agencies have taken deeper cuts, and I want to make sure what we’re doing can scale across federal partners.”
While the current climate presents hurdles, Johnson remains optimistic. “These are challenging times, no doubt. But there’s an opportunity here to break through old barriers and improve our workforce in new ways,” he added.
As the DoD navigates the transition, leaders are emphasizing precision, collaboration, and innovation to ensure that cybersecurity capabilities remain robust despite fewer personnel.
