Enterprise Asset Manager (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: Enterprise Asset Manager (CBP)

Clearance: Active Top Secret with SCI eligibility, ability to obtain and maintain a 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 to 5 days

Salary Range: $135,000-160,000

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

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. Every one of those sites has equipment on it, and every network engineer, mobility technician, and field deployment analyst on this program is depending on that equipment being accounted for: what exists, where it is, what state it is in, and who is responsible for it. When that picture is wrong, the cost shows up somewhere else, as a device nobody can find during an audit, a refresh that misses a site because it was not on the list, or a security finding tied to hardware that was supposed to be retired months ago.

You own that picture. You will build and run the program's approach to tracking assets across their lifecycle, from acquisition through retirement, and work with network, cloud, mobility, and security teams who all depend on your data being right.

One thing is worth knowing before you apply. Asset management only matters if people actually use the system of record instead of working around it, and getting a program this size to do that is a change management problem as much as a data problem.

What Success Looks Like

Objective 1: Make the asset inventory something people trust enough to use

• An audit finds what the system says should be there.
• Teams check the inventory before a deployment or a refresh instead of after, because checking first is faster than discovering a gap later.
• Discrepancies get investigated and closed, not just logged.

⠀Objective 2: Close the gap between an asset's lifecycle and what the record says about it

• Equipment gets retired in the system when it is retired in practice, not months later.
• New equipment enters the inventory at acquisition, not whenever somebody remembers to add it.
• You can tell whether a piece of equipment is under warranty, due for refresh, or past its useful life without asking someone to go check.

⠀Objective 3: Turn asset data into decisions other teams can act on

• Refresh planning starts from your data rather than from a fresh inventory sweep.
• Security and compliance reviews get asset answers from the system of record instead of a special request to go find out.
• Budget and lifecycle forecasts are grounded in what is actually deployed.

What You Bring

Minimum required experience

• One or more of the following certifications:
  • Certified IT Asset Manager (CITAM)
  • Certified Software Asset Manager (CSAM)
  • ITIL Foundation or higher (e.g., ITIL v4 Managing Professional)
  • Certified Information Systems Security Professional (CISSP)
  • Certified Information Security Manager (CISM)
• 5-7 years of progressive professional experience in IT Asset Management (ITAM), Software Asset Management (SAM), or Enterprise Asset Management (EAM) roles is required, with at least 3-5 years of that experience in a lead or managerial capacity overseeing asset management programs within a large, complex enterprise environment.
• Bachelor’s degree in information technology, Computer Science, Cybersecurity, Business Administration, or a related field.

Preferred Experience

• Experience with IT Asset Management (ITAM), Software Asset Management (SAM), or Enterprise Asset Management (EAM) Experience for hybrid environments who assets include mobile devices, Multi-Cloud environments, on-premise, data centers or IOT environment.
• You have owned an asset or configuration management program at a scale where nobody could track it manually and be right.
• You have gotten technical teams to actually update a system of record instead of working around it, and can describe how.
• You have supported an audit or compliance review as the person whose data got checked.
• You have worked with procurement and lifecycle processes, not only with the inventory tool itself.
• 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 with the asset and configuration management platforms common in federal environments, and are not dependent on one specific tool.

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.