Lab Manager

Springfield, VA
Federal / Civilian – Cyber / Security /
Regular /
On-site
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next.

Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.

Requisition # 353
Job Title: Lab Manager
Location: 6595 Springfield Center Dr Springfield, Virginia 22150
Clearance Level: Top Secret
Required Certification(s):
· GCIA, GCED, GCFA, GCFE, GCTI, GNFA, GCIH, ECSA, CHFI, CISSP, Security+, Network+, CEH, CND. CCE, CFC, EnCE, CFCE, GREM

*Required to be onsite 5 days a week*

SUMMARY:
Agile Defense is currently seeking a Digital Forensics Lab Manager to support an Agency-level Focused Operations (FO) team at DHS. The FO program is part of a team that provides comprehensive Computer Network Defense and Response support through monitoring and analysis of potential threat activity targeting the enterprise.
The successful candidate will be responsible for the day-to-day management of the central digital device laboratory and develop and enforce lab best practices. The lab supports multiple aspects of the Agency’s digital forensic analysis of observed or suspected malware samples/evidence and investigates computer security incidents to include insider threat investigations. The Lab Manager will be leading and overseeing all case work related to forensics investigations for a variety of platforms and devices, including networks, file and operating systems, memory, email, and browsers. As these cases and activities may be used as evidence as part of legal proceedings for potential computer crimes, the Lab manager must be highly disciplined in handing and enforcing strict protocols for case management, chain of custody, and reporting.

JOB DUTIES AND RESPONSIBILITIES
· Manage and monitor resources, staff, and performance, to drive efficiency and professional development as it relates to digital forensics and forensic lab processes.
· Write and maintain laboratory policy documents and procedures for incorporation into the quality management system.
· Work to ensure forensic lab processes and procedures are implemented and adhered to uniformly and comprehensively.
· Manage evidence Intake/Outtake and Evidence Storage.
· Manage overall case load and assist with forensic analysis and reporting of case workload when required.
· Oversee development of staff to ensure digital forensics procedures are conducted in accordance with policy and best practices.
· Work with the Government leads to ensure all lab equipment inventories, requirements, licensing, and operating standards are maintained.

QUALIFICATIONS 
Required Certifications
· GCIA, GCED, GCFA, GCFE, GCTI, GNFA, GCIH, ECSA, CHFI, CISSP, Security+, Network+, CEH, CND. CCE, CFC, EnCE, CFCE, GREM
Education, Background, and Years of Experience
· Bachelor’s Degree

ADDITIONAL SKILLS & QUALIFICATIONS
Required Skills
· Possess at least 5 years of directly relevant experience performing digital forensic analysis with demonstrated leadership responsibilities.
· Active Top Secret Security Clearance with the ability to obtain a TS/SCI is required.
Preferred Skills

WORKING CONDITIONS
Environmental Conditions
· Onsite five days a week in Springfield, VA
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
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. What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions. It's how we show up every day. It's who we are.

Happy - Be Infectious.
Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.

Helpful - Be Supportive.
Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.

Honest - Be Trustworthy.
Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support.

Humble - Be Grounded.
Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task.

Hungry - Be Eager.
Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges.

Hustle - Be Driven.
Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success.

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)