Senior Technical Recruiter & Portfolio Owner

Senior Technical Recruiter & Portfolio Owner will lead end-to-end recruiting ownership for senior cleared technical hiring while mentoring teammates and strengthening recruiting execution.

Responsibilities

• Own a full portfolio of senior stakeholders and maintain trusted relationships end-to-end.
• Within 90 days, take full ownership of a portfolio of technical, cleared requisitions spanning multiple senior stakeholders (Program Managers, Directors, Capture leads) and become a trusted authority for hiring cleared technical talent through TS/SCI with polygraph.
• Mentor and coach junior recruiters on an ongoing basis, including measurable improvement within two quarters in areas such as independent requisition ownership, compliance accuracy, or candidate-experience feedback.
• Identify at least one process or workflow gap per year and deliver a concrete, well-reasoned recommendation to the Recruiting Lead or Manager with appropriate credibility and data.
• Consistently deliver on the hardest searches, including handling complex or sensitive requisitions routed by the Recruiting Lead, with strong outcomes and reduced need for close oversight.
• Maintain and refine AI-assisted recruiting practices and share them with Recruiter I and II teammates, emphasizing improved human experience and avoiding replacement of human judgment.
• Each quarter, partner with at least one senior hiring team to build and present a deliberate strategy for a more diverse, representative finalist slate without lowering the bar for cleared technical qualification.
• Own a full portfolio (typically 15-20+ concurrent requisitions) for mid-to-senior technical and programmatic roles.

Requirements

• Demonstrated track record independently owning full-cycle recruiting for technical, cleared positions through TS/SCI with polygraph.
• Track record coaching other recruiters, with genuine commitment to helping them grow.
• Ability to manage multiple senior stakeholders simultaneously, including pushing back, advising, and influencing a hiring decision when data supports it.
• Experience building or meaningfully improving a process, tool, or workflow, and partnering with hiring managers to make improvements stick.
• Clear, demonstrable personal interest in applying AI to recruiting, with a firm perspective on where automation belongs and where it does not.
• Strong belief that diverse slates and diverse interview panels improve outcomes, supported by specific results you have driven.
• Working knowledge of how federal contract cycles impact hiring urgency and timing, including recompetes, awards, labor categories, and staffing plans.
• Must be clearable for a U.S. Secret security clearance (minimum).

Location

• 100% Remote (U.S.)
• Travel: Minimal / occasional (client sites in the US or Reston, VA / McLean, VA & the DMV region)

Clearance

• Must be clearable for a U.S. Secret security clearance (minimum)

Equal Opportunity

• We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals based on available information.
• AI tools assist our recruitment team but do not replace human judgment.
• Final hiring decisions are made by humans.

Core Values

• Happy - Be Infectious. Happiness multiplies and creates a positive and connected environment.
• Helpful - Be Supportive. Collaboration and teamwork drive collective success.
• Honest - Be Trustworthy. Transparent communication and ethical conduct guide decisions.
• Humble - Be Grounded. Mutual respect, openness, and willingness to learn define the culture.
• Hungry - Be Eager. Continuous improvement and innovation move the mission forward.
• Hustle - Be Driven. A relentless work ethic supports mission success.