How to hire a lead handler

How to hire a lead handler, step by step

Here's a step-by-step lead handler hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a lead handler, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A lead handler's background is also an important factor in determining whether they'll be a good fit for the position. For example, lead handlers 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.

   Here's a comparison of lead handler salaries for various roles:

   Type of Lead Handler	Description	Hourly rate
   Lead Handler		$11-51
   Freight Elevator Operator	Freight elevators are designed to move goods and materials to and from different floors within a building. The job of a freight elevator operator is to move control levers or push buttons to control the elevator movement between floors... Show more	$11-51
   Helper/Driver	A Helper/Driver's responsibilities will depend on the company or industry involved. It mainly revolves around delivering a wide variety of supplies at a particular place within an allotted schedule and distributing them according to the instructions given... Show more	$11-51

2. Create an ideal candidate profile

   Common skills:

   • Logistics
   • Performance Reviews
   • Unload Trucks
   • Materials Handling
   • Windows
   • Measure Materials

   Responsibilities:

   • Manage all aspects of branch operations, including package logistics and the supervision of staff.
   • Doff rolls weigh, wrap, and label then place into inventory warehouse using a forklift or roll clamp
   • Utilize proper PPE full face respirator and tyvek suits.
   • Have traits of knowledge, leadership, and coordination.
   • Fill sandbags and cut scribing wood and wire for cement pours.
   • Assist in all aspects of the company; signage team, logistics, mark downs, inventory

3. Make a budget

   Including a salary range in your lead handler job description is one of the best ways to attract top talent. A lead handler can vary based on:

   • Location. For example, lead handlers' average salary in wyoming is 47% less than in alaska.
   • Seniority. Entry-level lead handlers 78% less than senior-level lead handlers.
   • Certifications. A lead handler with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a lead handler's salary.

   Average lead handler salary

   $51,594yearly

   $24.80 hourly rate

   ---

   Entry-level lead handler salary

   $24,000 yearly salary

   Updated December 21, 2025

4. Writing a lead handler job description

   A good lead handler job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a lead handler job description:

   Lead handler job description example

   **Overview**
   
   SOS International LLC (SOSi)is seeking a **24/7** **Incident Handling Lead** in **Ft. Huachuca, AZ** . The 24/7 Incident Handling Lead reports to the DCO Branch Manager and is responsible for collecting and analyzing event information and performing threat or target analysis duties.
   
   **Responsibilities**
   
   + Perform event triage & escalation, sensor monitoring, cyber incident investigation, cyber event analysis & correlation, log analysis, and malware analysis.
   
   + Act as the primary escalation point for all Incident Handling and Incident Response actions across the 24/7 team.
   
   + Maintain 24/7 scheduling and callback procedures to ensure adequate support to the Incident Handling and Incident Response missions.
   
   + Detect, document, and report potential or confirmed incidents and security issues.
   
   + Oversee 24/7 analysis of events utilizing ArcSight Security Information Event Management (SIEM) systems, Big Data Analytics (Gabriel Nimbus), and other supporting platforms or applications.
   
   + Conduct incident handling actions in accordance with CJCSM 6510.01b, established operational procedures, and providing recommendations in the best interest of protecting the DoDIN.
   
   + Coordinate and perform incident response investigations providing leadership with details to make critical security decisions.
   
   + Conduct quality control of incidents and investigations to maintain compliance with applicable policies.
   
   + Develop recommendations to enhance detection capabilities and implement mitigation measures in response to general or specific threats (attempted exploits, attacks, malware delivery, etc.).
   
   + Assist in designing and integrating custom rules and reports within data collection platforms.
   
   + Prepare technical summaries and briefings.
   
   + Provide technical expertise regarding the defense of information systems and networks.
   
   + Correlate event data to create situational awareness and trend analysis reports.
   
   + Conduct root cause analysis to identify, diagnose, and resolve cyber security problems.
   
   + Develop and maintain TTPs and SOPs on Incident Handling and Incident Response.
   
   + Work with vendors to evaluate new products and resolve equipment design problems.
   
   + Provide guidance and work leadership to less-experienced cyber security analysts and other technical staff.
   
   + Maintain current knowledge of relevant technologies as assigned.
   
   + Update SmartBooks associated with current knowledge of relevant technologies as assigned.
   
   + Participate in special projects as required.
   
   + Potential to lead/manage high level administrative/technical taskings without assistance.
   
   + Collaborate with external agencies, LE/CI, GTMs, Branch Chiefs, Division Chiefs and RCC-C Leadership.
   
   **Qualifications**
   
   • Active in scope Top Secret (TS) with eligibility for Sensitive Compartmented Information (SCI) clearance or the abililty to obtain an Interim Top Secret with SCI eligibility
   
   • HS +12 years of experience, or AA/AS +10, or BA/BS +8
   
   • An IAT II certification (CCNA-Security, CND, CySA+, GICSP, GSEC, Security+ CE, or SSCP) is required
   
   • CSSP-IR Certification
   
   **Preferred Qualifications**
   
   + ITIL Foundation Certification
   
   + Familiarity with the following computer network defense technologies:
   
   + Security Information and Event Management (SIEM) systems
   
   + Network and Host Intrusion Detection Systems / Intrusion Prevention Systems (IDS/IPS)
   
   + Network and Host malware detection and prevention
   
   + Network traffic analysis tools
   
   + Basic understanding of how to analyze the following data sets:
   
   + Proxy logs
   
   + Firewall logs
   
   + PCAP data
   
   + Host based security event alerts
   
   + Windows system and event logs
   
   + Basic problem solving
   
   + The ability to multi-task
   
   + Customer service
   
   + Fluency in a foreign language isdesirable, but not required.
   
   **Working Conditions**
   
   + Working conditions are normal for an office environment.
   
   + Fast paced, deadline-oriented environment.
   
   + May require periods of non-traditional working hours including consecutive nights or weekends (if applicable)
   
   SOSi is an equal employment opportunity employer and affirmative action employer. All interested individuals will receive consideration and will not be discriminated against on the basis of race, color, religion, sex, national origin, disability, age, sexual orientation, gender identity, genetic information, or protected veteran status. SOSi takes affirmative action in support of its policy to advance diversity and inclusion of individuals who are minorities, women, protected veterans, and individuals with disabilities.
   
   **Job Locations** _US-AZ-Fort Huachuca_
   
   **Job Post Information* : Posted Date** _7 months ago_ _(3/18/2022 4:00 PM)_
   
   **_ID_** _2022-5768_
   
   **_Location : Location_** _US-AZ-Fort Huachuca_
   
   **_Potential for Remote_** _No_
   
   **_Clearance Requirement_** _Top Secret/SCI_
   
   **_Job Requires Relocation_** _Yes_
   
   **_Job Requires Relocation_** _Yes_

   Copy this example

   

5. Post your job

   To find lead handlers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any lead handlers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level lead handlers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your lead handler job on Zippia to find and recruit lead handler candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with lead handler candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 lead handler

   Once you've found the lead handler 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.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new lead handler. 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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