Arcadie Lead

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 #: 707  Job Title: ArCADIE Lead Location: Fort Eustis Newport News, Virginia 23604 Clearance Level: Active DoD - Secret Required Certification(s):  ·  TBD SUMMARY The Architecture Integration and Management Division (AIMD) programs and manages architecture projects in accordance with the Army Modernization Guidance via Headquarters for the Department of the Army (HQDA) and AFC.  Primary support via this program includes overseeing the future development and maintenance of AIMD's ArCADIE and Forge environments. ArCADIE is currently developed and maintained in the cArmy Azure cloud, with instances in both IL5/NIPR and IL6/SIPR. ArCADIE is comprised of a suite of Government off-the-shelf (GOTS), Commercial off-the-shelf (COTS) and custom-built development software applications. Forge is a Cloud based, Azure SQL database-driven assessment application currently developed and maintained in the cArmy Azure cloud with instances in both IL5/NIPR and IL6/SIPR The ArCADIE Lead is a highly skilled technical position responsible for overseeing the Army's Architecture Integration Management Division (AIMD) ArCADIE environment. This role requires a deep understanding of systems engineering principles, architectural frameworks, and the intricacies of the DoD IT landscape. The ideal candidate will possess strong leadership, technical, and communication skills to effectively manage the ArCADIE team, collaborate with stakeholders, and ensure the platform's optimal performance. JOB DUTIES AND RESPONSIBILITIES · Create and manage work orders in ArCADIE, assigning tasks to technicians and scheduling maintenance activities. · Optimize resource allocation (personnel, equipment, parts) to ensure efficient and timely maintenance operations. · Monitor the progress of maintenance tasks and identify potential delays or bottlenecks. · Provide guidance and support to technical teams. · Troubleshoot complex technical problems and finding solutions. · Make informed decisions about technology choices and implementation strategies. · Work closely with business leaders to understand their needs and translate them into technical requirements.   · Explain complex technical concepts to non-technical audiences.   · Foster strong relationships with IT teams, business stakeholders, and vendors. SUPERVISORY DUTIES · Team Leadership: Leading and managing a team of IT professionals. Performance Management: Setting performance expectations, conducting regular performance reviews, and providing feedback and coaching. Talent Development: Identifying training needs, developing training plans, and providing opportunities for professional growth. Staffing: Hiring and onboarding new team members, as well as managing terminations and reassignments. Team Building: Fostering a positive and collaborative work environment, resolving conflicts, and motivating team members. QUALIFICATIONS Required Certifications ·  TBD Education, Background, and Years of Experience · Shall possess a Bachelor's Degree or higher from an accredited college or university in Engineering, Science, or Information Technology with at least 10 years of experience managing software intensive technology projects. ADDITIONAL SKILLS & QUALIFICATIONS Required Skills · At least 10 years of demonstrated experience managing software intensive technology projects within complex IT environments · Demonstrated knowledge and experience applying the Software Development Life Cycle processes and successful delivery of high-quality software applications · Experience leading large, enterprise web-based software applications with complex data federation demonstrated by leading software teams. · Experience leading development and maintenance of software applications employing Microsoft technologies including C#, Active Server Pages (ASP)/.NET, SQL, JavaScript, CSS, jQuery, AJAX, C++, HTML/DHTML, Azure with Platform as a Service (PaaS), Azure DevOps, Dynamics 365 · Experience with software tools Microsoft Visual Studio .NET, Microsoft Visual C++6.0, Microsoft SQL Server 2016, JBuilder 5.0, Crystal Reports, SSRS, and Internet Information Systems. · Experience responding to and expeditiously resolving system availability disruptions and maintaining continuity of operations through ITIL processes · Experience with the application of Business Intelligence (BI), integration of both structured and unstructured data in support of operational processes, and management of a diverse workforce to solve complex information management challenges · Experience with cloud service providers, both Government and/or commercial, as well as collaboration efforts with DISA. WORKING CONDITIONS Environmental Conditions · Contractor site with 0%-10% travel possible. Possible off-hours work to support releases and outages. 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
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\nEmployees 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)