Rostelecom Refactors InfoSec Careers: Matching Employee Skills to Evolving Business Priorities
Rostelecom has introduced a structured process for evaluating employee experience and redirecting professionals to roles where their skills deliver greater value when business priorities shift faster than organizational charts.
Olga Lapshina, HR business partner for the information security block, described how the company avoids losing qualified experts by widening the view of their career profiles beyond a single job title. The approach proved essential after a five-month search for an information security architect ended with a successful hire, only for the target team to be disbanded shortly afterward.
The new colleague was first moved to another information security unit, yet his competencies did not fully match the department's current requirements. Rather than terminate the employment, the team reviewed his entire prior experience, which extended well beyond architecture design to include audits, methodology creation, preparation of normative documents, university lecturing, and scientific work, along with an aptitude for engaging younger colleagues.
These attributes aligned closely with the needs of the methodology department. The specialist accepted the transfer and received an individualized development plan plus a mentor through the company's Tochka Rosta platform, which supports skill growth and internal mobility.
Two months after the move the employee had fully integrated and proposed concrete enhancements. His input refined control-question lists used in risk identification, shortening preliminary information security audits by 30 percent and risk evaluations by 20 percent. The same expertise expanded the catalog of unacceptable-event scenarios by 10 percent, giving analysts a more complete threat model.
The specialist's teaching background now supports Rostelecom's educational programs and university outreach, introducing students to information security professions. The case illustrates that career growth at the company includes horizontal moves that apply existing strengths to new directions rather than only vertical advancement.
Rostelecom maintains multiple career tracks that help specialists explore desired functions, acquire required competencies through training and mentoring, and become priority candidates for internal vacancies, including transfers to the corporate center or other regions.
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