IT Cyber Specialist

At the company, nothing matters more than helping the US federal government make the nation stronger and safer and life better for people. Our 13,000+ people are united in a shared purpose to pursue the limitless potential of technology and ingenuity for clients across defense, national security, public safety, civilian, and military health organizations.

Join the company, a technology company within global the company. Recognized as a Glassdoor Top 100 Best Place to Work, we offer a collaborative and caring community where you feel like you belong and are empowered to grow, learn and thrive through hands-on experience, certifications, industry training and more.

Join us to drive positive, lasting change that moves missions and the government forward!

AFS IT is seeking an IT Cyber Specialist to track, review, and help remediate the vulnerabilities and misconfigurations that the Wiz for Gov Cloud Security Posture Management (CSPM) / CNAPP platform identifies across AFS’s Azure, AWS, and GCP cloud environments. This role is the day-to-day owner of the cloud vulnerability lifecycle: from the first finding in Wiz for Gov through risk-based prioritization, ticketing, remediation follow-up, validation, and closure.

The IT Cyber Team’s purpose is to protect the AFS brand. The team applies security strategies and safeguards against current and emerging threats using all available tools, including Wiz for Gov. The specialist works hand in hand with infrastructure, cloud, and application teams and with Information Security to ensure security compliance and risk-mitigation best practices are applied across the enterprise, while balancing usability and business operations.

This role will help establish and sustain the recurring processes, metrics, and ticket workflows that keep cloud findings visible, owned, and resolved within agreed timelines.

The Work

Vulnerability Tracking and Triage (30%)

• Monitor and review new and recurring findings in Wiz for Gov (vulnerabilities, misconfigurations, exposed resources, toxic combinations, and compliance issues) across all onboarded cloud accounts.

• Validate findings, remove noise, and prioritize by severity, exploitability, internet exposure, asset criticality, and business context to determine remediation priority.

• Open, assign, and track tickets for each actionable finding, ensuring a named system owner and target date for every item.

• Maintain an accurate vulnerability register and track findings through to verified closure, including risk acceptances and approved exceptions.

Remediation Support (30%)

• Work directly with system owners and infrastructure, cloud, and application teams to explain findings, recommend remediation actions, and assess feasibility and impact of proposed fixes.

• Follow up on open items, escalate overdue or blocked remediation, and help remove impediments.

• Drive server patch compliance through the Patch Management Incident Ticket process (monthly and application-specific).

• Drive the removal of end-of-life software in server and endpoint environments.

• Re-scan and validate in Wiz for Gov that remediation is effective before closing items.

Critical Vulnerability and Incident Response (15%)

• Respond to critical and high-severity findings, including P1 incident creation and escalation between the IT Cyber team and infrastructure teams, and coordinate resolution according to established processes.

• Serve as a technical escalation point for day-to-day IT Cyber team activities involving cloud vulnerabilities. Reporting, Compliance, and Governance (10%)

• Produce recurring metrics and dashboards (open findings by severity, aging, SLA compliance, remediation trends, and top risk owners) for IT Cyber leadership and stakeholders.

• Support evaluation of the security posture against cybersecurity frameworks and requirements (CMMC, NIST SP 800-171, CIS) and support audit and compliance evidence requests.

Wiz for Gov Operations and Continuous Improvement (10%)

• Support day-to-day Wiz for Gov operations, including user access and roles, saved views and reports, and notification and ticketing integrations, in coordination with the cloud engineering team.

• Recommend tuning of policies, ignore rules, and workflows to reduce false positives and improve remediation speed; identify opportunities to automate repetitive tracking and reporting tasks.

• Document procedures, runbooks, and lessons learned to support operations and maintenance handoff.

Agile Team Participation (5%)

• Participate as a DevOps/Agile team member: communicate progress, escalate impediments, align with teammates on dependencies, and decompose stories into tasks with effort estimates.

• Support the Product Owner in refining backlog items (acceptance criteria, descriptions, test scenarios, estimates) and gather stakeholder feedback during the sprint.

• Deliver fully tested, documented work products that meet the Definition of Done.

What you need

• U.S. Citizen located on U.S. soil (mandatory)

• Vulnerability management and remediation tracking (Intermediate)

• Cyber security fundamentals, including risk-based prioritization (CVSS, exploitability, asset criticality) (Intermediate)

• Cloud security concepts across Azure, AWS, and/or GCP (Intermediate)

• Cybersecurity frameworks: CMMC, NIST SP 800-171, CIS (Basic to Intermediate

• Incident and ticket management, including escalation workflows (Intermediate)

• Agile methodology (Basic to Intermediate)

• Written and verbal communication; ability to work independently on moderately complex tasks and collaborate effectively with technical and non-technical stakeholders

Bonus if you have

• Cloud Security Posture Management (CSPM/CNAPP) experience in Azure, AWS, and/or GCP

• Experience with Wiz or the Wiz for Gov platform

• Patch management and end-of-life software remediation experience

• Scripting or automation for reporting and ticketing workflows (e.g., Python, PowerShell, APIs)

• Security certification such as Security+, CySA+, CISSP, or a cloud security certification

As required by local law, the company 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 the company varies depending on a wide array of factors, including but not limited to office location, role, skill set, and level of experience. The company offers a wide variety of benefits. You can find more information on benefits here. We accept applications on an on-going basis and there is no fixed deadline to apply.

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:

$94,000 — $187,600 USD

What We Believe

As a company wholly dedicated to serving the US federal government, we bring together the best talent to help reinvent how federal agencies operate and deliver greater value for their mission and the American people. We have an unwavering commitment to creating a culture in which all our people are respected, feel a sense of belonging, and have equal opportunity. As a business imperative, every person at the company has the responsibility to create and sustain a culture where everyone feels welcomed and included. This is grounded in our core values and our experience that hiring and developing great people who reflect different perspectives, experiences, and backgrounds is key to driving innovation and delivering the results that our clients and the country count on.

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. For details, view a copy of the  the company Equal Opportunity Policy Statement.

The company is an Equal Employment Opportunity employer. Additionally, as an Affirmative Action Employer for Veterans and Individuals with Disabilities, the company is committed to providing veteran employment opportunities to our service men and women.

Requesting An Accommodation

The company is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by the company and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

If you   are being considered for employment opportunities with the company and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter.

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.

Candidates who are currently employed by a client of the company or an affiliated the company business may not be eligible for consideration.

Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

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.