CyberArk Engineer

Washington, D.C
Cyber/Security /
Regular /
Hybrid
Agile Defense provides leading-edge Digital Transformation solutions to support and advance our customers' mission. We deliver innovative and high-quality services to our customers worldwide through an empowered and engaged workforce.

Job Title: CyberArk Engineer

Location: Hybrid - Washington, D.C.

Clearance Level:  Public Trust

Required Certification(s): 
Must have the CyberArk Defender certification as we need them to be able to  directly interact with the CyberArk vendor, as well as perform upgrades independent of CyberArk Professional Services.

SUMMARY:
Agile Defense is currently seeking a talented CyberArk Engineer for an exciting position supporting one of our federal clients. Our project is aimed at establishing cutting-edge techniques for network defense, identifying threats and detecting malicious activity using advanced toolsets.  The candidate should have an in-depth understanding of CyberArk and be able to perform the installation, configuration, tuning, and administration of CyberArk.  This effort will require a technically, skilled engineer with experience performing analysis of network security solutions, including identifying gaps, recommending and implementing configuration changes related to CyberArk.

As a Privilege Access Management (PAM) Engineer, they will apply Cybersecurity experience in leading an Identity and Access Management (IAM) to analyze, design, and support a continuous monitoring solution to verify and validate appropriate user privileges, assigned credentials, trustworthiness, appropriate user security behavior training, and appropriately granted resource access rights to users.


JOB DUTIES AND RESPONSIBILITIES
Engage multiple stakeholders and leverage related security products or technologies to recommend solution architectures and designs needed to monitor and report on IAM related data across multiple government agencies.
Integrate disparate IAM data from multiple sources into a singular database for correlation and presentation.
Maintain responsibility for articulating and authoring multiple findings, recommendations, and other artifacts, including interfacing with key stakeholders to implement tailored IAM solutions.
They will work with architects, SMEs and other engineers.

SUPERVISORY DUTIES
Provide work leadership to junior employees, as needed.

QUALIFICATIONS

Required Certifications
Must have the CyberArk Defender certification as we need them to be able to  directly interact with the CyberArk vendor, as well as perform upgrades independent of CyberArk Professional Services.

Education, Background, and Years of Experience
Minimum of 10 years of overall IT experience.
5 years of CyberArk experience.
2+ years of experience in supporting IAM, security operations and threat response, or security architecture.
 2+ years of experience with requirements, design, implementation, integration, testing, or change management.

ADDITIONAL SKILLS & QUALIFICATIONS

Required Skills
Supporting access management solutions with CyberArk, including user privileges management, user credential management, and user security related behavior monitoring.

Preferred Skills
Experience with SailPoint, Saviynt.
Experience with supporting IAM in a Cloud environment, including Azure or AWS.
Experience with SQL database administration or management.
Experience with an SIEM tool, preferably Splunk or the ELK stack.
Experience with authoring Cybersecurity guidance, including policies, strategies, and whitepapers.
Experience with implementing PKI and PIV standards.

WORKING CONDITIONS

Environmental Conditions
Contractor onsite requirements: Work from home authorized.

Strength Demands
Light – 20 lbs. Maximum lifting with frequent lift/carry up to 10 lbs.  A job is light if less lifting is involved but significant walking/standing is done or if done mostly sitting but requires push/pull on arm or leg controls.

Physical Requirements
Stand or Sit; Walk; Repetitive Motion; Use Hands / Fingers to Handle or Feel; Stoop, Kneel, Crouch, or Crawl; See; Push or Pull; Climb (stairs, ladders) or Balance (ascend / descend, work atop, traverse).
Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together. We believe several attributes are the root of our very best employees and extraordinary culture. We have named these attributes “The 6 H’s” – Happy, Helpful, Honest, Humble, Hungry, and Hustle.

Happy: We exhibit a positive outlook in order to create a positive environment.
Helpful: We assist each other and pull together as teammates to deliver.
Honest: We conduct our business with integrity.
Humble: We recognize that success is not achieved alone, that there is always more to learn, and that no task is below us.
Hungry: We desire to consistently improve.
Hustle: We work hard and get after it.

These Core Values are present in all our employees and our organization's aspects. Learn more about us and our culture by visiting us here.

COVID-19 Vaccination Requirements
Agile Defense is subject to federal vaccine mandates or other customer/facility vaccination requirements as a federal contractor. As such, to protect its employees' health and safety and comply with customer requirements, Agile Defense may require employees in certain positions to be fully vaccinated against COVID-19. Vaccination requirements will depend on the status of the federal contractor mandate and customer site requirements.


Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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. However, 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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)