Lead hands-on development of Azure-native API components (APIM policies, .NET Core/C# services, Azure Functions) and guide other developers. Build and maintain Azure DevOps CI/CD pipelines using PowerShell, and support production APIs and integration/UAT testing. Work involves Microsoft support escalations and AI-assisted tools like GitHub Copilot where approved.
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You Are: Senior Azure API Developer/Technical Lead
The Work:
In this role, you will lead the hands-on development of Azure-native API components for the client. That includes custom API Management policies, .NET Core and C# services, and serverless Azure Functions, and you will guide other developers on the team. You will design and build new APIs for emerging business needs using an API-led approach, building on existing reusable assets and frameworks. You will also keep the client's production APIs running and give day-to-day support to the business users and application teams who depend on them. A large part of the work is building and maintaining Azure DevOps CI/CD pipelines, using PowerShell and automation to move releases through each environment, including production, in a repeatable and validated way. You will write and review REST API designs and technical designs against the client's standards and Azure best practices. You will also take part in testing by creating and running test cases, supporting integration and user acceptance testing, and resolving defects. Performance tuning and improving shared services for logging, error handling, monitoring, and security are regular tasks as well. When problems come up, you will triage API and configuration issues, work with the platform administrators, and open tickets with Microsoft support when needed. You will also work with the product owner and architects on the backlog, document design decisions, and keep templates and knowledge-base content current. Where approved, you will use AI-assisted tools such as GitHub Copilot to improve code quality, documentation, and security scanning.
Key Responsibilities:
Direct the hands-on development of Azure-native API components, including custom APIM policies, .NET Core/C# services, and serverless Azure Functions, and guide the developers on the team
Design and build new APIs on the Azure platform for new business use cases, using an API-led approach (System, Process, and Experience APIs) and favoring existing reusable assets and frameworks
Maintain and enhance the client's existing production APIs, and give day-to-day help to business users and application teams who rely on them
Build and maintain Azure DevOps CI/CD pipelines, using PowerShell and automation to move releases through upper environments, including production, with validated, repeatable deployments
Write and review REST API designs and technical designs
Make sure they meet functional and non-functional requirements, follow the client's API development standards, and apply Azure best practices
Plan and support testing: create and run test cases, support integration and user acceptance testing, run unit tests, and fix defects found during the test cycle
Tune the performance of APIs and applications, and improve shared services for logging, error handling, monitoring, authentication, authorization, and auditing
Triage and resolve API-related issues and configuration problems found during code migration
Coordinate with the platform administrators and with Microsoft support on outages
Work with the product owner and architects to shape the development backlog, document design details, and keep API templates, guidance, and knowledge-base content current
Use approved AI-assisted tools such as GitHub Copilot to improve code quality, documentation, and security scanning
Here’s What You Need:
At least five (5) years of API design and development experience
Three (3) years in Azure integration technologies
Proficient in Azure DevOps
Proficient in CI/CD pipelines
Proficient in PowerShell
Proficient in REST API design
Eligibility Requirements:
Must be a U.S. Citizen
#LI-SaaS&ERP
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. Accenture Federal Services 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:
$109,500
—
$224,200 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 Accenture Federal Services 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 Accenture Federal Services Equal Opportunity Policy Statement.
Accenture Federal Services is an Equal Employment Opportunity employer. Additionally, as an Affirmative Action Employer for Veterans and Individuals with Disabilities, Accenture Federal Services is committed to providing veteran employment opportunities to our service men and women.
Requesting An Accommodation
Accenture Federal Services is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture Federal Services 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 youare being considered for employment opportunities with Accenture Federal Services 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 Accenture Federal Services or an affiliated Accenture 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.
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