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 nations 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: 715

Job Title: SOC Analyst II

Location: 45 L Street NE Washington, District of Columbia 20554

Clearance Level: Active DoD - Public Trust

Required Certification(s):

· All NSOC personnel shall hold the CompTIA Security+ or CISSP certification at a minimum at all times during performance of this task order. Additionally, one EnCase Certified Examiner (EnCE) certification.

· One GIAC Certified Incident Handler (GCIH) or GIAC Certified Intrusion Analyst (GCIA) certification is required.

SUMMARY

This federal program has a Network Security Operations Center and requires a dedicated analyst to join the SOC team to perform analysis of cyber threats.

Monitor and analyze network traffic, Intrusion Detection Systems (IDS), security events and logs and provide a technical resource and escalation point for tier 1 analyst.

JOB DUTIES AND RESPONSIBILITIES

· The candidate will Monitor and analyze network traffic, Intrusion Detection Systems (IDS), security events and logs and provide a technical resource and escalation point for tier 1 analysts. The candidate will perform incident response to investigate and resolve security incidents. The candidate will need to be able to determine between false and true positives events, prioritizing them appropriately and see them through from end to end. Additionally, the candidate will perform or review root cause analysis efforts following incident recovery. The candidate will compose security alert notifications and other communications on behalf of the SOC

QUALIFICATIONS

Required Certifications

· One GIAC Certified Incident Handler (GCIH) or GIAC Certified Intrusion Analyst (GCIA) certification is required.

Education, Background, and Years of Experience

· Bachelor’s Degree from an accredited college and 5+ years experience in the field of cyber security with demonstrated experience in protecting information; monitoring systems and network events; detecting security attacks and breaches; coordinating responses to security incidents; and reporting vulnerabilities.

· Demonstrated ability to work independently or under only general direction.

ADDITIONAL SKILLS & QUALIFICATIONS

Required Skills

· Understanding of command line scripting and implementation (e.g., Python, PowerShell)

· Ability to write new content/searches/scripts (e.g., Splunk dashboards, Splunk ES alerts, SNORT signatures, Python scripts, PowerShell scripts)

· Familiarity with Splunk Enterprise Security Strong understanding of networking (TCP Flags, TCP Handshake, IP addressing, Firewalls, Proxy, IDS, IPS)

· Ability to perform Netflow / packet capture (PCAP) analysis

· Experience with cyber threat hunting

WORKING CONDITIONS

Environmental Conditions

· Schedule: Monday - Friday 6am - 2pm or 10am - 6pm. Onsite, 3 to 4 days a week in Washington, D.C.

· Contractor site with 0%-10% travel possible. Possible off-hours work to support cyber-related incidents. General office environment. Work is generally sedentary in nature, but may require standing and walking for up to 10% of the time. The working environment is generally favorable. Lighting and temperature are adequate, and there are not hazardous or unpleasant conditions caused by noise, dust, etc. Work is generally performed within an office environment, with standard office equipment available.

Strength Demands

· Sedentary – 10 lbs. Maximum lifting, occasional lift/carry of small articles. Some occasional walking or standing may be required. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

Physical Requirements

· Stand or Sit; Walk; Repetitive Motion; Use Hands / Fingers to Handle or Feel; 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. Its how we show up every day. Its 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)