Insider Threat Monitoring Lead (CBP)

Job Description

Job Description

About Agile Defense

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.

Title : Insider Threat Monitoring Lead (CBP)

Clearance : Active Top Secret with SCI Eligibility, and ability to obtain CBP Background Investigation (CBP BI) and EOD, active BI strongly preferred. We can begin processing for candidates who do not hold one.

Citizenship : U.S. Citizenship required

Location : Reston, VA - Hybrid, 3-5 days onsite

Salary Range : $160,000-$185,000

Signing Bonus : $10,000 for candidates with an active CBP BI. Payable after 90 days; standard terms apply.

Travel : Rare, as needed

Required Certification(s) : Active CISSP

The Role

U.S. Customs and Border Protection runs continuous operations across more than 300 land, air, and sea ports of entry, plus Border Patrol stations and the Air and Marine Operations Center. The systems behind that mission hold sensitive law enforcement and personal data, and the people with legitimate access to it are, by definition, trusted. Most of the damage an insider threat program exists to catch does not come from a sophisticated outside attacker. It comes from someone who already has the access, and the work is telling the difference between normal use and misuse without treating every employee as a suspect.

You lead that function. You will build and run the monitoring, analysis, and escalation process that catches insider risk early, working closely with the Security Operations Center Manager, human resources and security partners, and the incident response and digital forensics leads when a case moves from monitoring to action.

One thing is worth knowing before you apply. This work carries real privacy and proportionality weight. Getting it wrong in either direction, missing real risk or treating ordinary behavior as suspicious, costs the program trust it needs to keep doing the job.

What Success Looks Like

Objective 1: Catch real insider risk without drowning in noise

• Cases that escalate to investigation are the ones that warrant it, not everything that triggered an alert.
• Patterns that matter, unusual access, data movement, or behavior change, get identified before they become an incident rather than after.
• Analysts working under you can explain why a case escalated in terms someone outside the program would find reasonable.

Objective 2: Run the program in a way people can trust is fair

• Monitoring stays proportional to actual risk indicators rather than expanding because it is easy to collect more data.
• Cases get handled consistently regardless of who the subject is.
• When a case does not substantiate, it closes cleanly rather than leaving a lingering question mark on someone's record.

Objective 3: Hand off cleanly when a case becomes something else

• Cases that move to investigation or incident response arrive with a record that the next team can act on immediately, not one they have to reconstruct.
• You know where insider threat monitoring's job ends and where forensics or HR involvement begins, and you do not sit on a case past that line.
• Findings that reveal a systemic gap, not just an individual case, reach the people who can fix the gap.

Objective 4: Improve what the program watches for over time

• Detection logic gets tuned based on what real cases actually looked like, not left static after initial setup.
• Near misses and lessons learned change what the program monitors going forward.
• You can explain the program's current blind spots honestly, rather than presenting coverage as complete.

What You Bring

Minimum Required Experience

• Minimum of five (5) years of professional experience leading the cyber component of an insider threat program
• An in-depth understanding of the principles, methodologies, and best practices for establishing, operating, and maturing an insider threat program.
• Active Certified Information Systems Security Professional (CISSP)
• Bachelor’s degree in computer science, Engineering, STEM, Information Technology, or Cybersecurity

Preferred Experience

• You have run or been a senior analyst in an insider threat program, ideally in a federal or cleared environment where NITTF-aligned or equivalent standards applied.
• You have handled a case that involved coordination with HR, legal, or security partners, and can describe how you kept it proportional.
• You have tuned detection logic based on real case outcomes rather than left it as originally configured.
• You can explain a sensitive finding to people outside the program in terms they can act on without oversharing what they should not see.
• You hold an active CBP BI, a fitness determination at another DHS component, or an active DoD clearance. Any of these shortens your start date.
• You are comfortable working closely with human behavior data and understand the privacy and legal boundaries around it, not only the technical monitoring tools.
• Counter-intelligence experience
• Digital Forensics and related certifications
• User Activity Monitoring (UAM)
• User Behavior Analytics (UBA)

A note on timing

We are staffing this program now. If you already hold an active CBP BI and EOD, your start date is short and a $10,000 signing bonus comes with the role, payable after 90 days under standard terms. We would like to talk this week.

If you do not, we can begin processing a CBP BI for you. That takes months rather than weeks, so applying now means joining a pipeline rather than starting immediately. We would rather tell you that up front than have you find out after you apply.

Employee Benefits

Agile's benefits offerings include, dependent upon position, Health Insurance, Life Insurance, Paid Time Off, Holiday Pay, short-term and long-term Disability, Retirement and Learning and Development opportunities as well as other optional benefit elections.

Our Core Values

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

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.