Opportunity Overview Overview A Senior Threat Detection Engineer is a highly experienced individual contributor responsible for advancing the technical effectiveness, resilience, and maturity of the detection program. Engineers at this level combine deep hands-on detection work with systems-level judgment, mentorship, and technical leadership. Their influence is exercised through engineering decisions, review, and guidance rather than formal management authority.
What You'll Do: Technical Focus and Time Allocation Senior engineers remain hands-on practitioners. They are expected to spend the majority of their time performing business-as-usual detection engineering, including adversary tradecraft research, detection development, tuning, and
validation.
In addition to core detection work, senior engineers allocate time to activities that improve the effectiveness of the team and the detection program as a whole.
These activities may include technical process improvement, cross-team collaboration, and personal skill development. The balance between hands-on work and these activities is managed pragmatically over time rather than as a fixed quota.
Research and Detection Engineering Senior engineers conduct deep research into adversary tradecraft and continue to author high-quality detection logic. They are expected to work on complex or ambiguous problems, including techniques with incomplete telemetry, unclear
tradeoffs, or evolving attacker behavior.
Their detection work serves as both production output and reference material for the team. Senior engineers model strong research practices, clear documentation, and thoughtful detection design through their own contributions.
Program and Systems Ownership Senior engineers are expected to shape the technical foundations of the detection program. This includes designing and evolving prioritization approaches, coverage modeling methods, validation strategies, and detection-as-code workflows.
They lead technical improvements such as platform migrations, query optimization, pipeline design, and tooling enhancements that increase efficiency, scalability, and detection quality. These responsibilities are technical in nature and focused on enabling better detection outcomes across the team.
Formal documentation, policy writing, and audit artifacts are developed collaboratively with leadership. Senior engineers inform these efforts through expertise and review but are not responsible for owning administrative or managerial process.
Detection Quality and Standards Senior engineers act as technical authorities on detection quality. They identify inefficiencies, fidelity issues, and poor tradeoffs, and they raise concerns when detection effectiveness degrades.
They help define what "good" looks like through example, review, and guidance. While they do not formally own standards or enforcement, they are expected to uphold technical rigor and influence team norms through consistent, credible feedback.
Validation, Coverage, and Long-Term Health Senior engineers reason about detection health at a program level. They evaluate validation outcomes, telemetry limitations, and coverage gaps across techniques and data sources.
They are expected to identify systemic risks, propose improvements, and guide the evolution of detection strategy in collaboration with leadership. This includes balancing coverage depth, validation cost, and operational impact over
time.
Cross-Team Technical Leadership Senior engineers engage with partner teams as technical leaders. They collaborate with threat intelligence, threat emulation, threat response, and logging and platform teams on complex or escalated issues that require deep expertise or architectural changes.
They help evolve cross-team workflows by identifying friction, ambiguity, or inefficiency, and by proposing technically grounded improvements. Ownership of organizational process design and governance remains with leadership.
Mentorship Senior engineers are expected to mentor mid-level engineers by making senior-level thinking visible. This includes guiding others through tradeoffs, uncertainty, and long-term decision-making, and preparing them to grow into senior responsibilities themselves.
Mentorship is informal but intentional. Senior engineers influence the team by teaching how to reason about complex detection problems, not by directing work or managing people.
Peer Review and Technical Stewardship Senior engineers play a key role in peer review across research, detection logic, validation approaches, and technical improvements. They provide clear, constructive feedback and help maintain a high technical bar without introducing unnecessary friction.
EEO Statement Edward Jones does not discriminate on the basis of race, color, gender, religion, national origin, age, disability, sexual orientation, pregnancy, veteran status, genetic information or any other basis prohibited by applicable law.
Company Description Join a financial services firm where your contributions are valued. Edward Jones is a Fortune 500 company where people come first. With over 9 million clients and 20,000 financial advisors across the U.S. and Canada, we're proud to be privately-owned, placing the focus on our clients rather than shareholder returns.
Behind everything we do is our purpose: We partner for positive impact to improve the lives of our clients and colleagues, and together, better our communities and society. We are an innovative, flexible, and inclusive organization that attracts, develops, and inspires performance excellence and a sense of belonging.
People are at the center of our partnership. Edward Jones associates are seen, heard, respected, and supported. This is what we believe makes us the best place to start or build your career.
View our Purpose, Inclusion and Citizenship Report.
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Awards and Accolades At Edward Jones, we are building a place where everyone feels like they belong. We're proud of our associates' contributions to the firm and the recognitions we have received.
Check out our U.S. awards and accolades: Insights & Information Blog Postings about Edward Jones
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Position Requirements What Experience You'll Need: Education and Learning Background Formal education in computer science, engineering, information security, or a related technical field may be helpful, but is not required. Equivalent experience gained through sustained hands-on detection engineering, applied
research, or long-term technical practice is equally valued.
Candidates are expected to have a track record of continuous learning and adaptation in response to evolving adversary behavior, telemetry, and detection techniques.
Advanced Detection and Research Experience Candidates should demonstrate deep experience performing detection engineering work across multiple techniques, environments, or telemetry sources. This may include:
- Conducting in-depth adversary tradecraft research and producing durable technical documentation.
- Designing and maintaining high-fidelity detections that remain effective over time.
- Working on complex or ambiguous detection problems where clear answers were not available upfront.
- Iterating on detection logic in response to validation results, operational feedback, and changing attacker behavior.
Experience contributing to detection work beyond individual rules, such as improving detection approaches or methodologies, is a strong signal.
Systems-Level Technical Judgment Candidates should demonstrate the ability to reason about detection capability as a system. This includes:
- Understanding how telemetry availability, data quality, and platform constraints affect detection outcomes.
- Identifying systemic coverage gaps or inefficiencies across techniques or data sources.
- Balancing detection fidelity, coverage, cost, and operational impact when
making technical decisions.
Experience making technical tradeoffs that affect multiple detections or workflows is expected.
Program and Technical Leadership Candidates should demonstrate experience shaping technical systems and workflows without relying on formal authority. This may include:
- Designing or improving detection pipelines, tooling, or workflows.
- Leading technical migrations or architectural changes related to detection platforms or data backends.
- Influencing detection quality and consistency through review, guidance, and example.
- Collaborating with leadership to inform technical direction and standards.
Ownership of administrative processes, people management, or formal governance is not required.
Mentorship and Influence Candidates should demonstrate experience mentoring other engineers in technical judgment and problem-solving. This includes:
- Helping others reason through uncertainty, tradeoffs, and long-term consequences.
- Making decision-making processes visible to support growth into more senior roles.
- Raising the technical bar of a team through teaching, review, and collaboration.
Experience preparing other engineers for increased responsibility is a strong signal.
Current INTERNAL home-based associates: While this role is posted as hybrid,
if selected and accepted, you may retain your home-based status . Edward Jones intends in good faith to continue offering the role as home-based, though future business or regulatory needs may require on-site work.
**Candidates that live within a commutable distance from our Tempe, AZ and St. Louis, MO home office locations are expected to work in the office four days per week effective June 1, 2026. Before June 1, 2026, candidates that live within a commutable distance from our Tempe, AZ and St. Louis, MO home office locations are expected to work in the office three days per week, with preference for Tuesday through Thursday.** Salary Information Edward Jones' compensation and benefits package includes medical and prescription drug, dental, vision, voluntary benefits (such as accident, hospital indemnity, and critical illness), short- and long-term disability, basic life, and basic AD&D coverage. Short- and long-term disability, basic life, and basic AD&D coverage are provided at no cost to associates. Edward Jones offers a 401k retirement plan, and tax-advantaged accounts: health savings account, and flexible spending account. Edward Jones observes ten paid holidays and provides 15 days of vacation for new associates beginning on January 1 of each year, as well as sick time, personal days, and a paid day for volunteerism. Associates may be eligible for bonuses and profit sharing. All associates are eligible for the firm's Employee Assistance Program. For more information on the Benefits available to Edward Jones associates, please visit our benefits page.
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