Recruiting Lead Army Continuing Education System (ACES) — Centralized Education Support Services

Crowned Grace, Inc • San Antonio, TX

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About The Position

The Recruiting Lead is the senior accountable owner of the contract's recruiting, qualification, and retention plan. This position exists for a specific reason: the U.S. Army has identified the contractor's ability to provide properly trained employees as the greatest technical risk for this contract. The Recruiting Lead's primary responsibility is to mitigate this risk by implementing a measurable, scalable, and defensible recruiting process. This process must fill CONUS (Continental United States) counselor vacancies within 30 days and OCONUS (Outside Continental United States) counselor vacancies within 90 days, while ensuring that all candidates meet the personnel qualification standards outlined in PWS para 1.6.15. The Recruiting Lead oversees the entire talent acquisition lifecycle for the contract, which includes pipeline development, candidate sourcing, screening, qualifying, interviewing, extending contingent offers, conducting reference and credential verification, coordinating security/trust determinations, and managing onboarding. Additionally, this position is responsible for retention, which is measured by voluntary turnover among counseling staff. This is achieved through compensation analytics, retention engagement programs, lessons learned from exit interviews, and proactive intervention with at-risk staff.

Requirements

• U.S. citizenship required.
• Active or current Secret clearance required at the time of hire.
• Favorable Tier 3 (NACI/NACLC) trust determination required for any Army Ignited-adjacent system access.
• Bachelor's degree from an accredited institution required.
• Working knowledge of the Federal trust-determination process (Tier 1, Tier 3, and Tier 5), CAC issuance procedures, and the relationship between investigative service provider timelines and contractor onboarding.
• Working knowledge of the Service Contract Act and the FLSA Section 13(a)(1) executive/administrative/professional exemption tests as applied to recruiting decisions.
• Working knowledge of OFCCP affirmative action obligations under VEVRAA and Section 503; familiarity with required outreach and recordkeeping.
• Working knowledge of the major candidate sourcing platforms (LinkedIn Recruiter, ClearedJobs.net, ClearanceJobs, Indeed, Handshake) and Applicant Tracking System architecture.
• Working knowledge of compensation benchmarking sources (Salary.com, Glassdoor, Government Contractors Compensation Survey, ERI) and how to apply them to retention decisions.
• Minimum eight (8) years of professional talent acquisition or recruiting experience, of which at least five (5) years are in delivering recruiting services for Federal Government services contracts or cleared environments.
• Demonstrated multi-site recruiting experience supporting at least 30 simultaneous geographically dispersed locations with a combined hiring volume of 100+ positions per year.
• Demonstrated 30-day average time-to-fill on cleared or trust-determination-required positions at scale, with documented evidence (prior contract metrics, dashboard exports, or third-party audited records).
• Demonstrated OCONUS recruiting experience - particularly in the Pacific theater (Korea, Japan, Okinawa) or in another OCONUS environment requiring SOFA processing, host-nation visa management, or international relocation logistics.
• Demonstrated experience recruiting professional counselors, educators, or healthcare-adjacent personnel - populations with credentialing complexity comparable to ACES counselors.
• Demonstrated ability to design and operate a measurable, defensible recruiting funnel with documented time-to-fill, candidate-quality, and conversion KPIs.
• Demonstrated ability to communicate effectively with senior contractor leadership, hiring managers, and candidates simultaneously.
• Demonstrated ability to operate sourcing and onboarding processes across multiple time zones.
• Working proficiency with at least one major Applicant Tracking System (Workday Recruiting, iCIMS, Greenhouse, or comparable), Microsoft 365, and recruiting analytics tools.
• A successful background check and drug screen is required.

Nice To Haves

• Master's degree (Human Resources, Industrial-Organizational Psychology, Business Administration, or related) preferred.
• Prior service supporting Army Continuing Education System (ACES), Soldier for Life - Transition Assistance Program (SFL-TAP), Military and Family Life Counseling (MFLC), or another military counseling/education contract is strongly preferred.
• Prior service in a U.S. Army or Joint personnel role, particularly the Army Recruiting Command, Army G-1, an installation Civilian Personnel Advisory Center, or USFK / USFJ J1.
• Demonstrated portable recruiting infrastructure - a pre-built, pre-screened pipeline of cleared counselor candidates available for activation on Day 1 of award.
• Prior experience leading recruiting operations through a contract phase-in or transition between contractors, with documented incumbent capture rate.
• Prior experience as a Federal civilian Human Resources Specialist (GS-201) or contractor recruiter supporting Department of Defense services contracts at the senior level.
• Spanish, Korean, or Japanese language proficiency.
• Senior Professional in Human Resources (SPHR), Society for Human Resource Management Senior Certified Professional (SHRM-SCP), or comparable senior HR credential preferred.
• Recruiter-specific credentials (LinkedIn Certified Professional Recruiter, AIRS-certified Diversity Recruiter, etc.) preferred.

Responsibilities

• Implement a measurable, scalable, and defensible recruiting process to fill CONUS counselor vacancies within 30 days and OCONUS counselor vacancies within 90 days.
• Ensure all candidates meet the personnel qualification standards outlined in PWS para 1.6.15.
• Oversee the entire talent acquisition lifecycle: pipeline development, candidate sourcing, screening, qualifying, interviewing, extending contingent offers, conducting reference and credential verification, coordinating security/trust determinations, and managing onboarding.
• Manage retention through compensation analytics, retention engagement programs, lessons learned from exit interviews, and proactive intervention with at-risk staff.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior