Here’s What You Need:
Minimum of 3 years engineering experience with cloud-native systems (APIs, microservices, containerization, serverless).
Minimum of 1 year expertise in designing and deploying agentic solutions (agents, orchestration, context engineering, RAG, workflows) in production environments.
Minimum of 2 years experience with AI platforms — OpenAI, Claude, Vertex AI, plus open-source models — including building abstraction layers to manage multi-provider pipelines.
Minimum of 5 years experience programming in Python, Java, or equivalent; familiarity with evaluation tooling, logging, monitoring, and agent observability.
Minimum of 5 years experience deploying to production — CI/CD, infrastructure as code (Terraform, Helm), monitoring, and debugging.
Minimum of 5 years experience with client communication and collaboration, including being capable of leading technical workshops and delivering under ambiguity.
Bachelor's degree or equivalent (minimum 12 years) work experience. (If Associate Degree, must have minimum 6 years work experience)
Bonus Points If:
You’ve served as an Agentic AI Engineer in an Enterprise environment
Additional AI certifications or agentic tool experience is a plus.
You’ve defined or worked with enterprise-grade architectures for compound AI systems, orchestration frameworks, or agent registry/stream-based architectures.
You understand the AI-native paradigm — blending cloud-native with generative model architectures — optimizing for performance, modularity, and efficiency.
You’ve delivered solutions across multiple industries (e.g., finance, healthcare) by tailoring agentic workflows to industry needs
Compensation at Accenture varies depending on a wide array of factors, which may include but are not limited to the specific office location, role, skill set, and level of experience. As required by local law, Accenture provides a reasonable range of compensation for roles that may be hired as set forth below.
We anticipate this job posting will be posted until 10/16/2026.
Accenture offers a market competitive suite of benefits including medical, dental, vision, life, and long-term disability coverage, a 401(k) plan, bonus opportunities, paid holidays, and paid time off. See more information on our benefits here:
U.S. Employee Benefits | Accenture
Role Location Annual Salary Range
California $94,400 to $316,300
Cleveland $87,400 to $253,000
Colorado $94,400 to $273,200
District of Columbia $100,500 to $291,000
Illinois $87,400 to $273,200
Maine $80,400 to $232,800
Maryland $94,400 to $273,200
Massachusetts $94,400 to $291,000
Minnesota $94,400 to $273,200
New York $87,400 to $316,300
New Jersey $100,500 to $316,300
Virginia $87,400 to $291,000
Washington $100,500 to $291,000
#LI-MP
Requesting an Accommodation
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If you would like to be considered for employment opportunities with Accenture and have accommodation needs such as for a disability or religious observance, please call us toll free at 1 (877) 889-9009 or send us an email or speak with your recruiter.
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For details, view a copy of the Accenture Equal Opportunity Statement
Accenture is an EEO and Affirmative Action Employer of Veterans/Individuals with Disabilities.
Accenture is committed to providing veteran employment opportunities to our service men and women.
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 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. Further, at Accenture a criminal conviction history is not an absolute bar to employment.
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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