Attack Sensing & Warning Analyst Senior

Who you'll be:

We are seeking a Senior Attack Sensing & Warning Analyst to provide subject-matter expertise for a federal agency's highest-severity security events. You will lead complex event analysis, mentor junior analysts, and serve as a key technical voice in shaping SOC detection strategy. When the SOC faces its toughest calls — ambiguous alerts, novel attack patterns, or fast-moving incidents with executive visibility — you will be the analyst the team looks to for clarity, and your recommendations will directly influence how the SOC tunes its defenses going forward.

What you'll do:

• Lead analysis of the most complex and high-severity security events across SIEM, network, cloud, and endpoint systems.
• Serve as SME for evidence preservation and proper chain-of-custody handling across all data classification levels, up to Top Secret.
• Mentor Tier I and Tier II analysts on advanced triage and analysis techniques.
• Drive security content recommendations (signatures, detection rules) resulting from complex investigations.
• Support the SOC's weekly and monthly reporting cycle with high-fidelity analysis summaries.
• Serve as shift technical lead when the AS&W Lead is unavailable, making real-time escalation and prioritization calls.
• Lead retrospective reviews of significant incidents to identify detection gaps and process improvement opportunities.
• Partner with Cyber Threat Intelligence and Cyber Threat Hunt to validate and operationalize new indicators of compromise.

What you need:

• US Citizenship, 10+ years of experience, BS degree, MS degree.
• A minimum of five (5) years of professional experience in security, information risk management, or information systems risk assessment (Tier 3 specialization).
• Deep knowledge across vulnerability assessment, IPS/IDS, access control, policy enforcement, application security, protocol analysis, firewall management, incident response, DLP, encryption, and advanced threat protection.
• Advanced SIEM query/correlation-rule authoring skills (preferred).
• Experience leading post-incident retrospectives or lessons-learned sessions (preferred).
• Prior informal or formal shift-lead experience in a 24x7 operations environment (preferred).

Required Certifications:

• One or more: CASP+, CISSP, CISA, GCIH, GCED.

As required by local law, Accenture Federal Services provides reasonable ranges of compensation for hired roles based on labor costs in the states of California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Ohio, Vermont, Virginia, Washington, and the District of Columbia. The base pay range for this position in these locations is shown below. Compensation for roles at Accenture Federal Services varies depending on a wide array of factors, including but not limited to office location, role, skill set, and level of experience.

The pay range for the states of California, Colorado, Connecticut, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Ohio, Vermont, Virginia, Washington, and the District of Columbia is:

$109,500—$224,200 USD

Equal Employment Opportunity Statement

We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.

Other Employment Statements

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.

The Company 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. Additionally, 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 Company's legal duty to furnish information.

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