SOC Manager

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.
Requisition #:
651 Job Title:
SOC Manager Location:
Morgantown WV Morgantown, West Virginia 26501 Clearance Level:
Active DoD - Top Secret
SUMMARY A 24x7 Security Operations Center (SOC) program supporting the Federal Government provides continuous monitoring, threat detection, and incident response to protect critical systems and data.
This program is essential to ensuring uninterrupted support for the mission and security of the customer.
Our team focuses on enhancing the SOC's security posture, implementing advanced analytics, and leveraging threat intelligence to anticipate and counter evolving cyber threats.
This role involves close collaboration with stakeholders, prioritizing proactive defense measures, and responding swiftly to incidents, all in alignment with the highest standards of federal cybersecurity.
The SOC Manager will have decision-making authority to plan, manage, and allocate resources for the operation and maintenance of the 24x7 SOC.
This includes coordinating responses to potential, suspected, and confirmed IT security incidents, as well as deploying countermeasures to defend, contain, and recover from incidents.
JOB DUTIES AND RESPONSIBILITIES The SOC Managers responsibilities include:

• Leading SOC analysts in implementing the cybersecurity strategy and customer's incident response plan.
• Coordinating SOC responses to major security threats.
• Providing expert analysis on threats and vulnerabilities.
• Creating cybersecurity reports by gathering, analyzing, and summarizing data and trends, and delivering ongoing updates.
• Maintaining incident response protocols by ensuring compliance with standards and policies, and developing and delivering training programs.
QUALIFICATIONS Required Certifications Education, Background, and Years of Experience
• Bachelors
ADDITIONAL SKILLS & QUALIFICATIONS Required Skills The SOC Manager shall possess and maintain one or more of the following technical certifications or equivalent:

• DOD 8140
• SANS DOD 8140 Cert Track
• CompTIA DOD 8140 Cert Track
• CEH-Master-Cert-Track
• ISACA's Cybersecurity Nexus (CSX)
• Global Information Assurance Certification (GIAC) credential track
WORKING CONDITIONS Environmental Conditions
• Contractor site with 10%-20% travel possible.
Possible off-hours work to support incidents and outages.
General office environment.
Work is generally sedentary in nature, but may require standing and walking for up to 10% of the time.
The working environment is generally favorable.
Lighting and temperature are adequate, and there are not hazardous or unpleasant conditions caused by noise, dust, etc.
Work is generally performed within an office environment, with standard office equipment available.
Strength Demands
• Sedentary - 10 lbs.
Maximum lifting, occasional lift/carry of small articles.
Some occasional walking or standing may be required.
Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.
Physical Requirements
• Stand or Sit; Walk; Repetitive Motion; Use Hands / Fingers to Handle or Feel; Stoop, Kneel, Crouch, or Crawl; See; Push or Pull; Climb (stairs, ladders) or Balance (ascend / descend, work atop, traverse).
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.
We also believe in supporting our employees by offering a competitive and comprehensive benefits package.
To explore the benefits we offer, please visit our website under the Careers section.
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 Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
41 CFR 60-1.35(c) Apply for this job