Senior Network Administrator with Security Clearance

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Job description

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 #:NETWO004142 Job Title: Network Administrator IV Location: 27410 Hot Patch Rd Quantico, Virginia 22134 Clearance Level: Active DoD - Top Secret Shift Schedule: Sun-Tue, every other Wed, 6:00am to 6:00pm (). Required Certification(s): Professional series Certification (e.g. RHCE, CCIE, JNCIE, CCNP, or Fortinet NSE 5)
DoD IAT III, IAM III or IASAE II (CASP+ce, CCNP Security, CISA, CISSP (or Associate), GCED, GCIH, CCSP, GSLC, CCISO, OR CSSLP) Must attain any of the above certifications within 180 days of start. Selected applicants may be subject to a government security investigation and must meet eligibility requirements for access to classified information. SUMMARY
The Senior Network Administrator serves as the Subject Matter Expert (SME) for all core network systems, serving as Tier III echelon support for enterprise network IA devices to all units within a global enterprise network and provides escalated technical support to Tier II technicians.
The Senior Network Administrator serves as the Subject Matter Expert (SME) for all core network systems, serving as Tier III echelon support for network IA devices to all units within a global enterprise network and provides escalated technical support to Tier II technicians. In conjunction with other integrated teams, Tier III also provides planning for enterprise IA boundaries for the installation and configuration of all IA network devices located throughout the enterprise, acting as a two-way conduit by consulting with and providing technical guidance to other client sections regarding the testing, planning, and implementation of new network IA devices, as well as facilitating the transition of new capabilities to operations when appropriate. Tier III SME's also assist with the review of external or development of internal policies and plans related to enterprise operations in order to ensure standardization and compliance with Network Operations requirements throughout the organization. The candidate will be expected to attend weekly Tier III section meetings with client staff to provide verbal and written updates related to Tier III tasks; problems they have encountered in the past week; and plans for the coming week task completion. The Contractor shall document these Tier III issues and plans in a Tier III Weekly Status Report. JOB DUTIES AND RESPONSIBILITIES
Operate and maintain the network management and information architecture.
Maintain systems on-site in accordance with the original equipment manufacturers (OEM) recommended engineering and maintenance practices.
Perform preventive maintenance, during non-core hours on the system including scheduled preventive maintenance such as periodic tests, inspections, and all other preventive maintenance services/practices recommended by the OEM and as specified SOPs.
Perform maintenance after notification that equipment is inoperative and or malfunctioning.
Provide service personnel trained and certified by the respective OEMs sufficient to ensure system performance and compliance with the maintenance requirements.
Ensure all equipment is maintained in accordance with Original Equipment Manufacturer (OEM) guidelines, SOPs
Hardwar/Software supported:
Firewall - FortiNet FortiGate; Palo Alto, Panorama, Juniper SRX
Router - Cisco, Juniper
Proxy - Symantec Reporter Content web filtering, DISA CBII/Menlo
WAN Optimization - Riverbed Steelhead
Switch - Juniper, Cisco
DNS - Red Hat Enterprise Linux, RHEL Syslog, InfoBlox
WAN Optimization - Riverbed Steelhead, F5 Load Balancers, SDWAN/vManage
Management: ISE, HPNA, MEMS QUALIFICATIONS Required Certifications
Professional series Certification (e.g. RHCE, CCIE, JNCIE, CCNP, or Fortinet NSE 5)
DoD IAT III, IAM III or IASAE II (CASP+ce, CCNP Security, CISA, CISSP (or Associate), GCED, GCIH, CCSP, GSLC, CCISO, OR CSSLP) Must attain any of the above certifications within 180 days of start. Education, Background, and Years of Experience
7 Years related experience. ADDITIONAL SKILLS & QUALIFICATIONS Required Skills
7 Years related experience troubleshooting and administering network and firewall devices. Preferred Skills
H/W: FortiNet FortiGate; Palo Alto, Panorama, Juniper SRX
S/W: FortiOS, CISCO IOS, NXOS; JUNOS, Wireshark, Packet Capture, TACACS WORKING CONDITIONS Environmental Conditions
Contractor site with 0%-10% travel possible. Possible off-schedule support if individual or Team members need time off. This is coordinated in advance to minimize disruption. 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
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. 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)

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