Job Summary

Our client is a veteran-owned small business supporting DoD, NGA, and federal civilian partners in GEOINT analysis, software development, and enterprise support. The company emphasizes high quality, mission aligned talent, and its careers page highlights talent acquisition as a core internal capability, supported by strong benefits, growth opportunities, and a people first, vision driven culture. 

Existing talent acquisition staff is centered on authenticity, relationship-based communication, and deep engagement with each candidate, rather than volume-oriented recruiting. Entry level postings also emphasize in-office onboarding, mentorship, and learning the company’s unique approach. 

This role elevates those values to a lead function—someone who is experienced in talent acquisition but is fully committed to a low-volume, high-authenticity, highly tailored recruitment model that differs from traditional KPI-driven environments.

Responsibilities:

• Own and execute a bespoke recruiting approach that prioritizes authenticity, tailored outreach, and deep candidate relationship-building—aligned with the organization’s culture and talent acquisition philosophy.
• Deliver focused hiring outcomes for high-impact, sensitive, and cleared roles (e.g., GEOINT analysts, GIS developers, project managers, assessment/administrative roles) drawn from active contract portfolios.
• Develop hiring plans and sourcing strategies for low-volume, high-importance roles, recognizing that traditional high-throughput pipelines are not aligned with this approach.
• Collaborate onsite during the initial period, then transition to a partial hybrid schedule while maintaining high-touch engagement with hiring managers and candidates.
• Guide and mentor junior team members by demonstrating position breakdowns, leading talent outreach, and fostering development in a high-trust environment.
• Report talent metrics and collaborate with program managers on open positions.

Scope of Work & Tasks

A. High-Authenticity Sourcing & Engagement

• Conduct personalized, relationship-driven outreach across platforms such as LinkedIn and cleared communities—emphasizing an authentic, conversational approach.
• Apply Boolean research and sourcing techniques, but use them in service of tailored outreach rather than high-volume pipeline filling.
• Build and maintain micro pools of high-quality candidates for recurring roles (e.g., GEOINT Analyst Deployer, GIS Developers, Senior Imagery Analysts).

B. Early Onsite Expectation & Hybrid Transition

• The first 90–120 days prioritize onsite mentorship and learning organizational processes, after which hybrid flexibility may be granted.