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The work:
The Release Train Engineer serves as the operational and cultural leader of a multi‑team Agile release train consisting of two (2) development teams, two (2) infrastructure teams, and one (1) operations/support & governance team. This role goes far beyond SAFe ceremony facilitation: the RTE drives delivery excellence, contract KPI attainment, operational rigor, and process maturity across all teams. Acting as a consultant‑leader, the RTE develops and enforces SOPs, champions continuous improvement, and coaches BAs, team leads, and client stakeholders on planning, prioritization, value delivery, and high‑quality customer engagement. The RTE ensures that teams consistently produce well‑defined requirements, prototypes and design outputs, professional documentation, and client‑ready demos while maintaining a predictable cadence of delivery and a strong, healthy team culture. The Release Train Engineer builds alignment across technical, operational, and business domains; mitigates risks; manages cross‑team dependencies; and maintains a forward‑looking view of workload, capacity, and quality expectations. This role requires frequent and proactive communication, clear escalation management, strong relationship building, and the ability to influence without authority. Ultimately, the RTE owns the rhythm, transparency, and overall performance of the release train.
Core Responsibilities:
Lead and coordinate execution across development, infrastructure, and operations/support teams. Drive achievement of contract KPIs, including delivery timeliness, quality, throughput, SLA adherence, and stakeholder satisfaction. Establish, maintain, and refine SOPs, templates, workflows, and governance practices. Facilitate PI planning, sprint planning, demos, retrospectives, and high‑profile client meetings. Coach BAs and team leads on requirements quality, prioritization, roadmap planning, backlog management, and user value articulation. Develop professional presentations, agendas, and customer‑facing materials; ensure teams are prepared for demos and executive discussions. Track and manage risks, impediments, and dependencies across teams; escalate appropriately and drive resolution. Support design and prototype development engagements; ensure timely delivery of wireframes, mockups, and technical drafts. Reinforce a culture of accountability, continuous improvement, and proactive stakeholder engagement. Maintain clear, ongoing communication with clients, team members, and leadership; provide concise updates and structured follow‑ups. Ensure predictable sprint and PI execution through coaching, direction‑setting, and proactive coordination. Develop and maintain release train reporting, throughput metrics, dashboards, and quality indicators. Foster an environment of psychological safety, team cohesion, and professional growth.
Here’s what you need:
- Bachelor’s degree in a relevant field and a Certified Release Train Engineer (RTE) OR Scrum Master certification.
- 3+ years of Scrum Master experience in a SAFe environment within an ART.
- Strong consulting, facilitation, and communication skills; able to lead teams and influence clients.
- Demonstrated ability to manage complex workloads, competing priorities, and cross‑team dependencies.
- Proven experience with Agile planning, backlog refinement, delivery tracking, and risk management.
- Experience preparing and delivering executive‑ready presentations, demos, and structured meeting materials.
- Ability to translate business needs into actionable plans, timelines, and team goals.
- Active Top Secret clearance and willingness to work onsite in Washington, DC.
Bonus points:
- Experience working with infrastructure, operations, help desk, or multi‑disciplinary technical teams.
- Familiarity with process automation, DevOps, or cloud hosting workflows.
- Experience developing SOPs, governance models, or operational maturity frameworks.
- Strong analytical and organizational skills, including KPI monitoring and reporting.
- Prior coaching experience across diverse roles (BAs, developers, architects, operations staff, client teams).
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:
$94,000—$178,700 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 you are 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.
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.