Software Developer

Aberdeen Proving Ground, MD / Fort Carson, CO / Fort Cavazos, TX
Information Technology /
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.

Requisition #: SOFTW004161

Job Title: Software Developer

Location: 6560 Surveillance Loop, Building 6007, Aberdeen Proving Ground, Maryland 21005 (Hybrid)

Clearance Level: Active DoD - Interim Top Secret

Required Certification(s): 
DoD IAT Level II Certification (Must obtain within 90 days of starting).

SUMMARY
PM MC provides integrated system-of-system solutions to Army and Joint warfighters, whose products include computer hardware, software, communications and network management infrastructure.  The Mission Command Support Center (MCSC), under PM MC, is an integral part of the Program Executive Office - Command, Control, & Communications-Tactical (PEO-C3T) capability portfolio, providing a centralized capability to deploy, integrate, monitor, test, manage, modernize, evaluate and sustain fielded and enterprise-hosted MC capabilities.  The MCSC mission is one of constant change and adaptation, always responding to enable deployment of new capabilities, while assuring current capabilities are at an optimal state of readiness throughout globally deployed and networked assets.
The software developer is responsible for creating and maintaining a variety of software applications to support helpdesk operations and information technologies teams.

JOB DUTIES AND RESPONSIBILITIES
Support development-related tools, both custom and SaaS-provided.
Interact with other engineers on the Dev Tools and Automation team, software developers, test engineers, and release managers.
Be an advocate for agile development principles.
Proactively identify potential build/release pipeline bottlenecks, recommend and implement solutions. Perform System administration. Coordinate with IT for machine provisioning and related tooling. Build and release.
Triage and diagnose build failures. Coordinate with the release management to define tools that will improve efficiency.
Work with the development, infrastructure, release management and program management teams to define repository management strategies.

QUALIFICATIONS

Required Certifications
DoD IAT Level II Certification (Must obtain within 90 days of starting).
 
Education, Background, and Years of Experience
Must be a U.S. citizen and possess at minimum an Interim Secret clearance.
BS or BA preferred but not required; 7+ years of experience in software development, education can substitute for years of experience.
Proficient knowledge of AWS, Azure or other CSPs is preferred.
Ability to work with a small team locally, including remote team members.
Ability to work under pressure. Experience with scripting language such as BASH, Python, or Javascript. Experience managing DevOps tools including continuous integration services and continuous delivery services. Git repository maintenance.
Experience with Cloud or virtualization (AWS, VMWare, HyperV/Azure).
Experience with build systems and release management tools (GitLab, Jira).
Experience with Microsoft Windows Server. Advanced experience maintaining Git and GitLab repositories.
Experience developing automation and orchestration tools. Familiarity with database concepts and SQL.

ADDITIONAL SKILLS & QUALIFICATIONS

Required Skills
Experience with scripting language such as BASH, Python, or Javascript.
Experience managing DevOps tools including continuous integration services.

WORKING CONDITIONS

Environmental Conditions
Standard Work Environment.
Hybrid, 2-3 days per week on-site.

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
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)