Custom Dev/DevOps Developer

The work:

Design, develop, test, and maintain Java-based applications, delivering high-quality and maintainable code. Analyze user and business requirements, translating them into effective technical solutions. Collaborate with cross functional teams—including Pega developers, QA, DevOps, and product owners—to deliver scalable, high-performing software features.

Debug, troubleshoot, and optimize applications to ensure system reliability, performance, and maintainability. Participate in code reviews, contributing to coding standards, best practices, and architectural discussions. Support deployment activities and ensure smooth rollout of new features across environments.

Work closely with QA teams to validate functionality, reproduce issues, and resolve defects. Utilize monitoring and logging tools to detect and address system performance issues or bottlenecks.

Her’s what you need:

• 2+ years professional experience as a DevOps Developer.
• Strong proficiency in Java development, with experience building production-ready applications.
• Experience with Pega or integrating Java applications with Pega-based workflows, services, or APIs highly desired.
• Ability to write high-quality, scalable, and maintainable code using industry best practices.
• Familiarity with Git and modern version control workflows (branching, pull requests, peer review).
• Understanding of CI/CD pipelines, automated builds, and Agile development methodologies.
• Ability to work effectively with cross functional partners and communicate technical concepts clearly.
• MUST be clearable up to Top Secret clearance (active Top Secret highly desired).
• Willingness to work onsite in Arlington, VA.

Bonus points if you have:

• Experience working with Pega PRPC (Pega Rules Process Commander).
• Knowledge of Pega BPM concepts such as case management, rule sets, and workflow design.
• Hands-on experience integrating Pega using REST or SOAP APIs.
• Pega certifications such as CSA or CSSA.
• Prior experience in enterprise-level application development environments.
• Exposure to DevOps practices, cloud platforms (AWS, Azure), or containerized environments (Docker, Kubernetes).

Eligibility Requirements:

US Citizenship required

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:

$91,300—$184,900 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.

California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please click here for additional important information.