How to hire an emergency response team leader

How to hire an emergency response team leader, step by step

Here's a step-by-step emergency response team leader hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an emergency response team leader job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new emergency response team leader
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your emergency response team leader job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an emergency response team leader for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   An emergency response team leader's background is also an important factor in determining whether they'll be a good fit for the position. For example, emergency response team leaders from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of emergency response team leaders and their corresponding salaries.

   Type of Emergency Response Team Leader	Description	Hourly rate
   Emergency Response Team Leader	Emergency management directors prepare plans and procedures for responding to natural disasters or other emergencies. They also help lead the response during and after emergencies, often in coordination with public safety officials, elected officials, nonprofit organizations, and government agencies.	$12-56
   Emergency Management Director	An emergency management director must maintain liaisons, prepare plans and procedures in responding to natural disasters and calamities or any emergencies. They organize training for volunteers, staff, and responders to emergency response operations... Show more	$34-172
   Emergency Management Coordinator	An Emergency Management Coordinator is responsible for strategizing techniques and facilitating programs to respond to emergencies and natural threats. They evaluate the effect of hazards and develop comprehensive plans to minimize or mitigate emerging risks to the community... Show more	$15-54

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Safety Procedures
   • Law Enforcement
   • Emergency Response Procedures
   • ERT
   • Natural Disasters
   • Disaster Response
   • National Security
   • Responder
   • CPR
   • EMT
   • NFPA
   • Incident Command System
   • Emergency Situations

   Check all skills

   Responsibilities:

   • Manage store and employees.Ran opening and closing store procedures.price and clean donated items and put on sales floor.Rang up customer sales.
   • Lead teen volunteers on community service outings, facilitate group discussions, organize program activities, facilitate learning through service.
   • Coordinate logistics and operational response teams.

   More emergency response team leader duties

3. Make a budget

   Including a salary range in your emergency response team leader job description helps attract top candidates to the position. An emergency response team leader salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for an emergency response team leader in Idaho may be lower than in New Jersey, and an entry-level emergency response team leader usually earns less than a senior-level emergency response team leader. Additionally, an emergency response team leader with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average emergency response team leader salary

   $56,858yearly

   $27.34 hourly rate

   ---

   Entry-level emergency response team leader salary

   $27,000 yearly salary

   Updated December 15, 2025

   Average emergency response team leader salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$78,338	$38
   2	California	$63,064	$30
   3	Minnesota	$52,305	$25
   4	Louisiana	$51,587	$25
   5	Wisconsin	$47,819	$23
   6	Texas	$47,803	$23
   7	Missouri	$39,810	$19

   Average emergency response team leader salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Broadcom	$117,938	$56.70
   2	Control Risks	$101,780	$48.93	1
   3	HealthTrust	$65,540	$31.51	16
   4	The Bridge	$57,400	$27.60
   5	Americorps	$51,029	$24.53	9
   6	San Bernardino County	$47,046	$22.62
   7	Weston	$36,821	$17.70
   8	Allied Universal	$33,851	$16.27
   9	G4s Secure Solutions International Inc.	$33,463	$16.09
   10	G4S	$31,597	$15.19

4. Writing an emergency response team leader job description

   An emergency response team leader job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an emergency response team leader job description:

   Emergency response team leader job description example

   Lead Vulnerability Researcher - Emergent Threat Response (Security Sciences)
   The past two years has seen a significant rise in widespread attacks and zero-day vulnerabilities that pose a threat to many organizations. Rapid7's emergent threat response team is a group of vulnerability researchers and cross-functional leaders who work across the company to help customers understand and implement defenses against active and impending security threats. Our researchers analyze CVEs that are being actively exploited in the wild and publish both in-depth and high-level research on vulnerability and exploit trends.
   At the same time, we aren't satisfied with a merely reactive approach to security research-we seek to identify, characterize, and contextualize the vulnerabilities and attack vectors that will turn into tomorrow's widespread threats (or next month's, or next year's). We're looking for an experienced researcher to join our team and help define vuln research priorities (and drive execution!) that help defenders get ahead of the attack curve.
   
   Key responsibilities:
   Perform and publish root cause analyses of high-priority vulns and potential threats that highlight Rapid7's attacker-focused approach to vulnerability risk management Work with the Metasploit team to incorporate new exploits into Metasploit Framework as needed (we believe strongly that defenders benefit from having democratic access to offensive security capabilities in order to understand attacks and test their controls!) Advise our security content and threat detection engineers as they develop vulnerability checks, fingerprints, and detections for CVEs and exploits that meet emergent threat criteria Work with the broader security research team to define and execute on longer-term research priorities across one or more key areas. This is intentionally open: We're looking for someone who understands vulns, has a point of view on what matters to big swaths of enterprise orgs, and can pitch and develop impactful projects that help our customers advance and position Rapid7 as a leader in the threat and vuln research space.
   
   Core competencies:
   A clear, specific point of view on vulnerabilities, attack surface area, and exploitation. This team's purview is vulnerability intelligence-which vulns matter, why they matter, how attacks and exposure are likely to change (or not), and what defenders can do about it.Demonstrable experience finding high-impact zero-day vulnerabilities, writing about vulns and exploits, and/or speaking publicly about research and tools you've deliveredA bent toward practicality when defining research priorities. We eschew ivory towers-making research understandable and actionable is what wins customers' hearts. There are tons of under-researched attack vectors that aren't gimmicky or niche...that's the stuff we want to be highlighting.Deep understanding of the challenges that security teams and global organizations face in today's threat climate Willingness to mentor and teach others what you know-you don't need to be a people lead or manager, but clear communication and the ability to tell a story will make you successful!Understanding of how urgency and importance can complement each other or detract from one another: Your work will fall into both categories, but you'll need to know when to counsel patience vs. when to raise alarms.Enormous empathy, patience, and adaptability, with a healthy dose of boundary-setting for sustainable achievement. This industry can be intense and full of fire drills, but we strive to never, ever spread FUD (fear, uncertainty, and doubt) amongst ourselves or our customers. You'll be a leader on a cross-functional team who supports each other and advocates relentlessly for customers in an ever-changing threat climate-your insight will help us define what the right responses look like and extend our ability to deliver them without succumbing to hype or contributing to alert fatigue.
   What you'll get:
   A remote-friendly team who cares about each other and about the community, who prioritizes open information whenever possible, and who will respect your unique strengths, weaknesses, and boundaries The ability to work with and learn from some of the lowest-ego, kindest folks in the exploit development and vuln research business. They're smart and driven, too, but they are kind to one another and the community first and foremost (always) A high-visibility role with lots of opportunity for growth and leadership, and a cross-functional leadership team who will cheer you on, brag about your work, and advocate for your point of viewA manager who will listen to feedback, partner with you on defining a career path that excites and inspires you, and support you in prioritizing work-life balance that keeps you healthy and happy The opportunity to be part of a company that's thinking strategically about its future in the industry and its ability to solve problems for security teams in a resource-constrained climate. Whatever bumps we hit along the way, Rapid7 cares about accessibility and security achievement for its customers. Both our own team and executive leaders also care deeply about research and open source-and they put their money where their mouths are!
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

   Copy this example

   

5. Post your job

   To find the right emergency response team leader for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with emergency response team leaders they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit emergency response team leaders who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your emergency response team leader job on Zippia to find and recruit emergency response team leader candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting emergency response team leaders requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new emergency response team leader

   Once you've found the emergency response team leader candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new emergency response team leader. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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