Utilize Agile DevSecOps practices, following a plan-code-build-test-release-deploy-monitor approach for new and modified applications.
Support implementation of Continuous Integration/Continuous Development (CI/CD) security gates to ensure software is secure prior to production deployment.
Assist in identifying gaps in the agency's cybersecurity baseline through security engineering analysis and recommend defense functions (encryption, access control, identity management).
Support development of code that interacts with API-driven security technologies to automate security tasks and reduce human error.
Perform integrated quality assurance testing for security functionality and resiliency on developed solutions, tracking defect dispositions and resolutions.
Support static and dynamic application security testing (SAST/DAST) and coordinate remediation of identified findings with development teams.
Contribute to documentation of the CI/CD security architecture and pipeline, keeping design and SOP artifacts current.
What you need
US Citizenship; 3+ years of related experience; BS degree (or 4 years of additional experience as a substitute).
A minimum of five (5) years of experience in system administration, database administration, network engineering, software engineering, or software development with a Cyber Security concentration (or a bachelor's degree plus three (3) years in the same disciplines).
Experience with secure software development lifecycle practices, CI/CD security integration, and static/dynamic application security testing (SAST/DAST).
Familiarity with Agile/Scrum delivery methodologies.
Nice to have
Hands-on experience with a modern CI/CD toolchain (GitLab CI, Jenkins, Azure DevOps, or similar) in a security-gated pipeline.
Scripting proficiency in Python, Bash, or PowerShell for security automation.
Familiarity with container security and cloud-native application security practices.
Required Certifications
No task-specific certification is mandated in the PWS for this role; CompTIA Security+ or equivalent is recommended, consistent with the PWS's general Security Engineer certification guidance.
As required by local law, Accenture Federal Services provides reasonable ranges of compensation for hired roles based on labor costs in the states of California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Ohio, Vermont, Virginia, Washington, and the District of Columbia. The base pay range for this position in these locations is shown below. Compensation for roles at Accenture Federal Services varies depending on a wide array of factors, including but not limited to office location, role, skill set, and level of experience. Accenture Federal Services offers a wide variety of benefits. You can find more information on benefits here. We accept applications on an on-going basis and there is no fixed deadline to apply.
The pay range for the states of California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Ohio, Vermont, Virginia, Washington, and the District of Columbia is:
$65,900—$126,000 USD
What We Believe
As a company wholly dedicated to serving the US federal government, we bring together the best talent to help reinvent how federal agencies operate and deliver greater value for their mission and the American people. We have an unwavering commitment to creating a culture in which all our people are respected, feel a sense of belonging, and have equal opportunity. As a business imperative, every person at Accenture Federal Services has the responsibility to create and sustain a culture where everyone feels welcomed and included. This is grounded in our core values and our experience that hiring and developing great people who reflect different perspectives, experiences, and backgrounds is key to driving innovation and delivering the results that our clients and the country count on.
Equal Employment Opportunity Statement
We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities. For details, view a copy of the Accenture Federal Services Equal Opportunity Policy Statement.
Accenture Federal Services is an Equal Employment Opportunity employer. Additionally, as an Affirmative Action Employer for Veterans and Individuals with Disabilities, Accenture Federal Services is committed to providing veteran employment opportunities to our service men and women.
Requesting An Accommodation
Accenture Federal Services is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture Federal Services and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.
If you are being considered for employment opportunities with Accenture Federal Services and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter.
Other Employment Statements
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.
Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company 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. Additionally, 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 Company's legal duty to furnish information.
California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information.
