How to build a modern security operations team

Part 2 of a four-part series, Moving into the modern era of security operations

In Part 1 of this series, we established that policy is the foundation of any strong security operation. Without clear, enforceable rules, even the best resources won’t be effective. Once the policy framework is set, the next step is building the team that will bring it to life. Security operations are, at their core, people-driven.

A security operations team must bring together a diverse range of skills and expertise while maintaining a shared baseline of understanding and respect of cybersecurity. The philosophy is simple: every team member should be a jack of all trades and a master of one. Breadth keeps the team agile, and depth makes it powerful.

Core competencies every SOC analyst must have  

The baseline skills of a security operations center (SOC) are non-negotiable. No matter their specialization, every analyst must be able to:

• Handle alert triage and response — from phishing attempts to endpoint detections, recognize, validate, and respond to the most common threats.
• Administer the security technology stack — at least at the level of critical functions. If a user is blocked from an essential resource, the SOC must be able to quickly and safely create and record policy exceptions so the business can keep moving.
• Handle emergencies independently — no one should ever be left in a position where they cannot respond to a critical alert if they are the only person on shift. An analyst should understand and practice response and escalation procedures. SOC leadership is responsible for championing and enforcing those procedures.

This baseline ensures resilience. A SOC is only as strong as its weakest link, and when a business-critical exception arises, every analyst must be equipped to keep operations moving.

Developing specialization within the team

Once the baseline is in place, individuals can lean into their strongest skills. This is where a team begins to differentiate and mature. Specializations may include:

• Networking and infrastructure expertise: essential for understanding traffic flow, segmentation, and how access and user management tools like Active Directory apply.
• Programming and forensics skills: invaluable in forensics and incident response, where reverse engineering malware or reconstructing attack paths require deep technical fluency.
• Emerging specialties: Depending on the maturity of the SOC, specialties such as cloud security, threat intelligence, or compliance monitoring may be emphasized.

Leadership plays a critical role in this phase. A good leader recognizes strengths early and encourages analysts to develop them further while still covering the fundamentals. This balance of breadth and depth is what turns a functioning SOC into a high-performing one.

Hiring strategy for a modern SOC

Cybersecurity sits on top of every IT domain, which means strong candidates often emerge from networking, infrastructure, or systems backgrounds. Effective hiring doesn’t mean chasing unicorn résumés. Instead, organizations should consider a layered model:

• A small percentage of highly experienced experts who can also lead.
• A majority of mid-level professionals who bring solid operational capability.
• Curiosity-driven analysts with strong fundamentals who can grow into the role.

Entry-level hiring should prioritize aptitude and curiosity over unrealistic experience requirements. Many organizations still mislabel roles as “entry level” while demanding three to five years of experience. That approach narrows the candidate pool and undermines long-term team development. SOCs should be prepared to train and nurture the growth of their new talent.

Team size and staffing considerations

The right size for a SOC depends on three factors: organizational size, budget, and the obligations defined in the security policy. Large enterprises may need more team members to maintain true 24/7 coverage.

Shift staffing deserves particular attention:

• Overnight coverage should ideally have at least two people per shift to avoid leaving anyone isolated with critical alerts.
• Rotation models and fixed shifts both have pros and cons. Rotations distribute the burden of late shifts but can create burnout; fixed shifts are stable but require a workforce willing to commit to overnight roles.

Ultimately, if leadership commits to round-the-clock monitoring, the budget must match the commitment.

The hiring market and industry realities

The candidate pool is growing as more universities and training programs offer cybersecurity pathways. Still, organizations struggle with defining what “entry level” really means. The best long-term strategy is often to hire and develop junior talent, even if it requires patience and ongoing training.

This approach pays dividends: curiosity-driven analysts with a strong grasp of IT fundamentals often grow into the most capable specialists. A team built this way  covers today’s alerts and positions the SOC for tomorrow’s challenges.

Conclusion and what’s next in the series

A strong SOC balances breadth and depth. Every member can cover the basics, but each also brings unique specialties that increase the team’s overall capability. Team building is not just about filling seats:; it’s about ensuring coverage today while investing in the strengths that will carry the organization forward.

In Part 3 of this series, we’ll examine the tools and technology that enable security operations teams to succeed.

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