Lead Engineer II - F5 Technical Lead/SME
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections have content. We have an introductory paragraph about KPMG and the role: "Known for being a great place to work and build a career, KPMG provides audit, tax and advisory services... If you're as passionate about your future as we are, join our team. KPMG is currently seeking an Associate Director, Network Engineer – F5 Technical Lead to join our Digital Nexus organization." That could be "About the role". We'll put that in
. Responsibilities: list of duties after "Responsibilities:" colon. We'll make
- each bullet.
Qualifications: after "Qualifications:" colon. We'll list bullets. Also include the visa sponsorship requirement as a bullet.
Benefits: after "In addition, KPMG is proud to offer a comprehensive, competitive benefits package..." and later details about Total Rewards package, medical, dental, vision, disability, life insurance, 401(k), personal well-being benefits, PTO, holidays, breaks. Also link to benefits page. That's substantive. So we can have Benefits section.
Pay: The posting mentions salary ranges link and says "KPMG LLP and its subsidiaries (“KPMG”) complies with all local/state regulations regarding displaying salary ranges. If required, the ranges displayed below or via the URL below are specifically for those potential hires who will work in the location(s) listed. Any offered salary is determined based on relevant factors such as applicant's skills, job responsibilities, prior relevant experience, certain degrees and certifications and market considerations." Also "KPMG offers a comprehensive compensation and benefits package." There's no explicit numbers, but they mention salary ranges via link. According to rules: never create Pay section unless posting actually states them. It does state that salary ranges are displayed via URL, but not actual numbers. Is that considered stating them? It says "If required, the ranges displayed below or via the URL below are specifically for those potential hires who will work in the location(s) listed." That is a statement that ranges are available via link. It's not giving actual numbers but referencing them. The rule: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state that salary ranges are available via link, which is a statement about pay. I'd argue we can include Pay section with a note that salary range details are available via the provided link. However we must not include filler like "commensurate with experience". The link is specific. So we can include Pay section with a
that says "Salary range details are available via the provided link: https://kpmg.com/us/en/how-we-work/pay-transparency.html/?id=6682_9_26". That seems okay. Schedule: The posting mentions "Depending on job classification, standard work hours, and years of service, KPMG provides Personal Time Off per fiscal year. Additionally, each year KPMG publishes a calendar of holidays to be observed during the year and provides eligible employees two breaks each year where employees will not be required to use Personal Time Off; one is at year end and the other is around the July 4th holiday." That's about schedule/PTO. So we can include Schedule section with that info. We should not include sections like Requirements or Skills if not distinct; we have Qualifications covering requirements. We could omit Requirements and Skills. We must not repeat job title as heading. Already not. We must not include Job ID/requisition numbers. We must remove boilerplate: EEO statements, visa sponsorship? Actually visa sponsorship is a requirement; we keep. EEO statements: "KPMG is an equal opportunity employer..." etc. Remove. Also remove "No phone calls or agencies please." etc. Remove "Los Angeles County applicants: Material job duties for this position are listed above..." That's a legal statement; maybe considered boilerplate? It's specific to location but still legal. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. That includes legal statements like Fair Chance Act. So we should remove that Los Angeles County paragraph. Also remove "KPMG LLP and its subsidiaries (“KPMG”) complies with all local/state regulations regarding displaying salary ranges." That's legal but also part of pay info. Might be considered boilerplate but it's about pay transparency. Might keep as part of Pay section? It's a statement about compliance. Could keep but it's somewhat boilerplate. However the instruction says remove legal boilerplate. That line is legal compliance. Might be safer to remove it, but we need to keep the pay info. The pay info includes that salary ranges are displayed via URL. We can keep just the link and note that salary range details are available via link. The compliance sentence can be removed. Similarly, the benefits description includes "Available benefits are based on eligibility." That's fine. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep the details about responsibilities, qualifications, benefits, pay link, schedule/PTO. Let's craft HTML:
About the role
Known for being a great place to work and build a career, KPMG provides audit, tax and advisory services for organizations in today's most important industries. Our growth is driven by delivering real results for our clients. It's also enabled by our culture, which encourages individual development, embraces an inclusive environment, rewards innovative excellence and supports our communities. With qualities like those, it's no wonder we're consistently ranked among the best companies to work for by Fortune Magazine, Consulting Magazine, Seramount, Fair360 and others. If you're as passionate about your future as we are, join our team. KPMG is currently seeking an Associate Director, Network Engineer – F5 Technical Lead to join our Digital Nexus organization.
Responsibilities
- Serve as the Subject Matter Expert (SME) and lead architect for enterprise-wide F5 Application Delivery Controller (ADC) platforms, defining strategic roadmaps, modernization initiatives, capacity planning, and multi-datacenter disaster recovery (DR) architectures
- Design and implement high-performance global and local load balancing (GLB), traffic steering, content switching, and custom programmatic traffic policies utilizing advanced iRules and iRulesLX across multi-region environments
- Architect, deploy, and manage comprehensive F5 security solutions including Advanced WAF (AWAF/ASM), AFM, APM, Bot Defense, and DDoS Protection partnering with cybersecurity teams to enforce Zero Trust and robust application defense
- Drive DevOps integration by developing automated provisioning, configuration management, and self-service deployment frameworks using Python, Ansible, Terraform, PowerShell, and REST APIs
- Establish operational standards, lead firmware/lifecycle management, and resolve complex enterprise incidents through deep root cause analysis across TCP/IP, SSL/TLS, routing, DNS, and authentication flows
- Provide senior engineering leadership, mentor cross-functional network and application teams, lead technical design reviews and technology assessments, and serve as the primary escalation point for mission-critical platform events
- Act with integrity, professionalism, and personal responsibility to uphold KPMG's respectful and courteous work environment
Qualifications
- Minimum eight years of recent experience in enterprise network engineering, with a minimum six years of dedicated F5 engineering and architecture in large-scale, high-availability environments (experience in highly regulated sectors like financial services or healthcare preferred)
- Bachelor's degree from an accredited college or university is preferred; minimum of a high school diploma or GED is required; advanced technical certifications are strongly preferred, such as F5-CSE, F5-CTP, F5-CA, CISSP, CCNP Enterprise, or CCIE Enterprise Infrastructure
- Expert-level mastery across the F5 ecosystem, including BIG-IP (LTM, DNS/GTM, APM, ASM/AWAF, AFM), BIG-IQ, next-gen hardware architectures (VELOS, rSeries, iSeries, VIPRION), and F5OS
- Comprehensive expertise in core networking protocols and enterprise security architectures, including BGP, TCP/IP, DNS, HTTP/HTTPS, SSL/TLS, routing & switching, as well as implementing Zero Trust frameworks and enterprise WAF/DDoS mitigation
- Demonstrated hands-on proficiency in network automation and modern provisioning workflows using Python, Ansible, Terraform, Git, REST APIs, and Infrastructure-as-Code (IaC) practices, with familiarity in Kubernetes ingress/service mesh or multi-cloud networking
- Proven track record in strategic technology planning, high-stakes problem resolution, architecture documentation, risk mitigation, and executive-level cross-functional communication to lead major migrations and mentor engineering teams
- Applicants must be authorized to work in the U.S. without the need for employment-based visa sponsorship now or in the future; KPMG LLP will not sponsor applicants for U.S. work visa status for this opportunity (no sponsorship is available for H-1B, L-1, TN, O-1, E-3, H-1B1, F-1, J-1, OPT, CPT or any other employment-based visa)
Benefits
- Comprehensive, competitive benefits package including medical and dental plans, vision coverage, disability and life insurance, 401(k) plans, and a robust suite of personal well-being benefits to support mental health
- Personal Time Off per fiscal year based on job classification, standard work hours, and years of service
- Annual holiday calendar and two additional breaks each year (year‑end and around July 4th) where eligible employees are not required to use Personal Time Off
- Details available on the KPMG US Careers site under Benefits & How We Work
Pay
Salary range details are available via the provided link: https://kpmg.com/us/en/how-we-work/pay-transparency.html/?id=6682_9_26
Schedule
Depending on job classification, standard work hours, and years of service, KPMG provides Personal Time Off per fiscal year. Additionally, each year KPMG publishes a calendar of holidays to be observed during the year and provides eligible employees two breaks each year where employees will not be required to