When hiring a red team leader, you should prioritise candidates with strong offensive security expertise, proven leadership experience, and the ability to communicate complex technical findings to non-technical stakeholders. Look for hands-on experience in penetration testing, vulnerability assessment, and red team operations, combined with skills in team management and strategic thinking.
A red team leader orchestrates simulated cyberattacks against an organisation’s infrastructure to identify security vulnerabilities before real attackers do. This role combines technical expertise in offensive security with leadership responsibilities for managing a team of security professionals.
Red team leaders design and execute comprehensive security assessments that mimic real-world attack scenarios. They coordinate with blue teams (defensive security) and management to ensure testing remains within scope whilst maximising the value of security findings.
The role requires someone who can think like an attacker whilst maintaining the ethical standards and business awareness needed to protect the organisation. They must balance aggressive testing techniques with responsible disclosure and remediation support.
A qualified red team leader needs advanced penetration testing skills across multiple domains. Essential technical competencies include:
Network security knowledge is fundamental, including understanding of firewalls, intrusion detection systems, and network segmentation. The candidate should also possess expertise in wireless security, cloud security architectures, and emerging technologies like IoT and industrial control systems.
Experience with threat intelligence and understanding of current attack trends helps red team leaders design relevant and challenging scenarios that reflect real-world threats facing your organisation.
Leadership experience is absolutely vital for red team leaders, as they must coordinate complex multi-phase engagements whilst managing team dynamics and stakeholder expectations. Technical skills alone are insufficient for this senior role.
Effective red team leaders excel at project management, ensuring engagements stay on schedule and within scope. They must communicate progress to executives, coordinate with internal teams, and manage potential conflicts that arise during testing.
Look for candidates who can mentor junior team members and foster a collaborative learning environment. Red teaming requires continuous skill development, and strong leaders create opportunities for their team to grow and specialise in different attack vectors.
The ability to make strategic decisions under pressure is important. Red team leaders often need to adjust tactics mid-engagement based on discoveries or changing business requirements whilst maintaining the integrity of the assessment.
Evaluate candidates through scenario-based interviews that present realistic security challenges they might encounter in your environment. Ask them to walk through their approach to planning and executing a red team engagement from initial reconnaissance to final reporting.
| Assessment Method | Focus Area | Key Evaluation Points |
|---|---|---|
| Work Examples Review | Methodology & Adaptability | Decision-making process, approach adaptation |
| Technical Assessments | Hands-on Skills | Penetration testing, tool usage, scenario handling |
| Experience Diversity | Industry Knowledge | Banking, healthcare, government regulatory requirements |
Strong candidates can articulate their decision-making process and explain how they adapted their approach based on the target environment. Consider the diversity of their experience across different industries and organisation sizes, as this brings valuable perspective on regulatory requirements and risk management approaches.
Exceptional communication skills are non-negotiable for red team leaders, as they must translate complex technical findings into actionable business recommendations for diverse audiences. They regularly present to executives, security teams, and business stakeholders.
Critical soft skills include:
Red team leaders must balance innovative thinking with practical constraints and business objectives, often operating under tight deadlines in high-stakes environments.
The ideal red team leader combines technical depth with leadership maturity, bringing both hands-on offensive security skills and the ability to guide teams through complex security assessments. Focus on candidates who demonstrate clear communication abilities and ethical judgement.
Prioritise real-world experience over theoretical knowledge. Look for candidates who can articulate their methodology, show adaptability in different environments, and demonstrate a track record of delivering valuable security insights to organisations.
Remember that red team leaders serve as bridges between technical security teams and business leadership. They need the credibility to influence security decisions and the expertise to ensure assessments provide genuine value.
Finding the right red team leader requires understanding both the technical demands of offensive security and the leadership challenges of managing complex security programmes. We specialise in connecting organisations with elite cybersecurity professionals who bring the unique combination of skills needed for this demanding role.
If you are interested in learning more, reach out to our team of experts today.
