Technical Recruiter

Technical Recruiter is the seat where a recruiter proves they can run the entire tactical recruiting process — sourcing, screening, interviewing, and closing — across the full range of technical and cleared requisitions, no matter the complexity. Agile Defense needs recruiters who can be handed anything in the caseload and deliver, while they build the judgment, stakeholder trust, and process ownership that portfolio-level seniority requires.

This is a developmental seat on the way to Senior Technical Recruiter: you can do the work — all of it — but you're not yet accountable for a full portfolio of senior stakeholders or for mentoring others. That comes next.

These are the outcomes that define success in this seat over your first year. They are not a list of duties — they are the results you'll be measured against.

• Independently run the full recruiting toolkit. Within 90 days, manage a caseload of full-cycle requisitions across the full range of technical and cleared complexity — sourcing, screening, interviewing, negotiating, and closing — with only light oversight from a Senior Technical Recruiter or Recruiting Lead.
• Build real clearance fluency, including your first higher-tier searches. Within 6 months, be fully fluent explaining the clearance process.
• Own stakeholder relationships on your reqs. Build direct, trusted working relationships with the hiring managers on your caseload — providing market feedback, pipeline updates, and honest guidance without needing a more senior recruiter to translate for you.
• Take ownership of a small project. Lead at least one defined project or initiative beyond your own req load per year — for example, piloting a new sourcing channel, refining a screening guide, or improving one piece of the intake process — from proposal through completion.
• Maintain compliance accuracy independently. Handle all compliance requirements (EEO/OFCCP, clearance documentation, interview documentation) on your reqs with consistent accuracy and minimal correction needed.
• Make AI part of your daily practice, and widen your pipelines. Identify and adopt at least one recurring AI-assisted efficiency in your own workflow, and be able to describe how it's changed your day-to-day work — while applying deliberate sourcing practices that widen and diversify your candidate pipelines, with specific actions you can point to.

First 90 Days

• You're running full-cycle reqs independently across the full range of complexity, with only light check-ins.

First 6 Months

• Hiring managers trust you directly, and you've identified and proposed the small project you'll own for the year.

First 12 Months

• You're a fully independent, reliable recruiter who can be handed anything in the tactical req workload — and you're ready for the portfolio ownership, mentoring, and senior-stakeholder responsibility that defines Senior Technical Recruiter.

You'll report to the VP of Talent Acquisition, work with a Lead Recruiter around prioritization, and carry a caseload across the full range of technical/cleared complexity — typically 12 to 18 concurrent requisitions — as part of a broader team recruiting across DoD, Fed Civ, Homeland Security, Combatant Command, and Fourth Estate customers.

You're trusted with the full tactical req load, but your accountability stops at your own caseload and your one owned project — portfolio-level ownership, senior stakeholder relationships, and coaching responsibility are the next step, not yet the expectation here.

We're not screening for years of experience or a specific past title. We're looking for evidence that you can deliver the objectives above. That typically looks like:

• A demonstrated track record independently running full-cycle recruiting across the full range of technical, cleared complexity — you're not intimidated by a hard req.
• Working knowledge of the federal clearance process up through Top Secret/SCI and polygraph-level searches.
• A track record of hiring managers trusting your judgment on their reqs — you're seen as a partner, not just a processor.
• Experience proposing or improving something beyond your own req load, even in a small way.
• Personal habits or practices around using AI tools to work more efficiently, paired with the judgment to know where automation helps and where it shouldn't touch the candidate experience.
• A genuine, active interest in building more diverse candidate pipelines, with specific examples of actions you've taken, not just good intentions.

• Location: 100% Remote (U.S.)  |  Travel: Minimal / occasional (client sites in the US or Reston, VA / McLean, VA & the DMV region)
• Ideal locations outside of the DMV: Greater Tampa, FL region, Ft Huachuca, AZ
• Clearance: Must be clearable for a U.S. Secret security clearance (minimum)

• Happy - Be Infectious. Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.
• Helpful - Be Supportive. Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.
• Honest - Be Trustworthy. Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support.
• Humble - Be Grounded. Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task.
• Hungry - Be Eager. Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges.
• Hustle - Be Driven. Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success.