Security Operations Center Manager (CBP)

About Agile Defense At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next. Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.Title: Security Operations Center ManagerClearance: Active CBP Background Investigation (CBP BI) and EOD strongly preferred. We can begin processing for candidates who do not hold one.Citizenship: U.S. Citizenship requiredLocation: Ashburn, VASalary Range: [Pending]Signing Bonus: $10,000 for candidates with an active CBP BI. Payable after 90 days; standard terms apply.Travel: As neededThe RoleU.S. Customs and Border Protection runs continuous operations across more than 300 land, air, and sea ports of entry, plus Border Patrol stations and the Air and Marine Operations Center. Every system that keeps that mission running, biometric checks against watchlists, apprehension processing, surveillance feeds, is also a target. An intrusion that goes undetected does not just risk data. It risks the same operational capability an outage would take down, except an adversary chose the timing. You run the security operations center that watches for that. You own its people, process, and performance: how alerts get triaged, how work gets prioritized when everything looks urgent at once, and how the center performs as a whole rather than as a collection of individual analysts. You will work closely with the leads who run insider threat monitoring, threat hunting, incident response, digital forensics, and vulnerability assessment, and you are accountable for how well those functions work together, not just how well each one works alone. One thing is worth knowing before you apply. A SOC that catches everything but cannot tell leadership what happened in terms they can act on has not actually done its job. Managing up and out is as much a part of this role as managing the floor.What Success Looks LikeObjective 1: Run a SOC that catches what matters and does not drown in what does notAlert volume gets triaged fast enough that a real incident does not sit in a queue behind noiseAnalysts know what to escalate and what to close, and the standard for that decision is written down rather than tribal knowledgeRecurring false positives get tuned out at the source instead of re-triaged every shiftObjective 2: Make the SOC's specialist functions work as one operationInsider threat, threat hunt, incident response, forensics, and vulnerability assessment hand work to each other cleanly, without a finding stalling because nobody owned the next stepYou can tell which function is under strain before it becomes the SOC's bottleneckCoverage holds across shifts and gaps in staffing, rather than depending on who happens to be on dutyObjective 3: Give leadership an accurate picture of the SOC's performance and the program's exposureReporting to leadership tells them what changed and what it means, not just a count of tickets closedRisk that needs a decision above your level reaches that decision maker while there is still time to act on itAn incident's real severity and impact get communicated accurately the first time, not revised upward after the fact⠀Objective 4: Build a SOC that gets better at its job over timeLessons from real incidents change how the SOC operates, not just what gets written in an after-action reportAnalysts get better at their craft under you, not just busierStandards and playbooks exist for the SOC's recurring work, and they get followed because they hold up under real conditionsWhat You BringPreferred ExperienceYou have run a security operations center or an equivalent detection and response function, not only worked inside one as an analystYou have managed a team through a real incident and can describe what you would do differentlyYou have reported security posture and incidents to non-technical leadership and can describe what changed in how you communicate because of itYou have worked inside a federal or highly regulated security program and know what that adds to the job beyond the technical workYou hold an active CBP BI, a fitness determination at another DHS component, or an active DoD clearance. Any of these shortens your start dateYou are comfortable across the disciplines your team covers, insider threat, threat hunting, incident response, forensics, and vulnerability assessment, even where you are not the deepest technical expert in eachCertifications such as CISSP, GCIH, or CISM are useful, but they are not a substitute for having run the functionA note on timingWe are staffing this program now. If you already hold an active CBP BI and EOD, your start date is short and a $10,000 signing bonus comes with the role, payable after 90 days under standard terms. We would like to talk this week.If you do not, we can begin processing a CBP BI for you. That takes months rather than weeks, so applying now means joining a pipeline rather than starting immediately. We would rather tell you that up front than have you find out after you apply.Employee BenefitsAgile's benefits offerings include, dependent upon position, Health Insurance, Life Insurance, Paid Time Off, Holiday Pay, short-term and long-term Disability, Retirement and Learning and Development opportunities as well as other optional benefit elections.Our Core Values Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together.  What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions. It's how we show up every day. It's who we are. Happy - Be Infectious. Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.Helpful - Be Supportive. Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.Honest - Be Trustworthy. Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support.Humble - Be Grounded. Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task.Hungry - Be Eager. Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges.Hustle - Be Driven. Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success. Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesWe may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.