Recruitment & Outreach Coordinator

Reveille Group•Washington, DC

1d•$75,000 - $100,000•Remote

About The Position

Reveille Group is a strategic advisory consulting firm with offices in Washington, DC. We are focused on providing our diverse clients with innovative solutions including technical analysis and development. We are looking to bring on an integral team member to provide support for an existing project. You will function as a Recruitment and Outreach Coordinator for a federal agency. Please note this is a remote position, and you must be in the contiguous United States available to travel to DC and other locations on occasion/as needed. The Recruiting and Outreach Coordinator will support the design and operation of an enterprise acquisition early-career and internship talent pipeline. The coordinator will help build awareness of acquisition careers, develop relationships with candidate-source organizations, coordinate recruiting events, manage candidate communications, maintain recruiting calendars and pipeline information, and support a consistent candidate experience. The role works closely with program leadership, participating Divisions, hiring managers, human resources officials, academic and professional partners, and the contractor program team. The coordinator provides administrative, communications, analytical, and logistical support; authorized Government officials retain all selection, hiring, personnel-action, and other inherently governmental decisions.

Requirements

Bachelor's degree in human resources, communications, marketing, public administration, business, education, or a related field; equivalent relevant experience may be considered.
At least five years of professional experience in recruiting coordination, university recruiting, early-career recruiting, workforce outreach, talent-pipeline development, candidate engagement, or a related field.
Demonstrated experience planning and coordinating multiple recruiting campaigns, outreach partnerships, or candidate events from preparation through follow-up and reporting.
Experience developing candidate communications, recruiting presentations, outreach materials, FAQs, talking points, email campaigns, and event content.
Experience maintaining recruiting calendars, contact records, applicant or candidate pipeline data, follow-up actions, and recurring status reports.
Working knowledge of recruitment-funnel concepts, source tracking, conversion rates, candidate experience, time-in-stage analysis, and pipeline bottleneck identification.
Strong organizational and project-coordination skills, including the ability to manage concurrent events, deadlines, stakeholders, and changing priorities.
Excellent written and verbal communication skills, sound judgment, professionalism, and the ability to engage candidates and partners from varied backgrounds.
Proficiency with Microsoft Word, Excel, PowerPoint, Outlook, Teams, and SharePoint or comparable collaboration tools.
Experience using an applicant-tracking system, CRM, event-management platform, survey tool, or comparable recruiting technology.
Ability to handle applicant, employee, and program information with discretion and comply with applicable privacy, records, accessibility, and information-security requirements.
Ability to satisfy all applicable federal suitability, onboarding, confidentiality, and information-handling requirements for the assignment.

Nice To Haves

Experience supporting a federal agency, public-sector organization, government contractor, internship program, fellowship program, or acquisition-workforce initiative.
Familiarity with federal hiring processes and the boundaries between contractor recruiting support and Government selection or personnel decisions.
Experience building relationships with universities, professional associations, veterans organizations, student groups, or workforce-development partners.
Experience analyzing recruiting-source effectiveness, candidate-experience feedback, conversion outcomes, and outreach cost or efficiency.
Familiarity with Section 508 accessibility and plain-language practices for recruiting and outreach materials.

Responsibilities

Support annual and cohort-specific outreach and recruitment strategies, schedules, goals, target populations, channels, milestones, measures, and follow-up activities.
Research and cultivate relationships with colleges and universities, minority-serving institutions, historically Black colleges and universities, tribal colleges and universities, professional associations, student and alumni organizations, veterans and military-transition communities, and other qualified talent sources.
Maintain a current outreach calendar that identifies institutions, organizations, events, dates, audiences, objectives, owners, materials, follow-up activities, and results.
Coordinate virtual and in-person career fairs, information sessions, campus engagements, webinars, professional-association events, and other recruiting activities, including invitations, registration, materials, logistics, staffing, and follow-up.
Draft and maintain Government-approved outreach materials such as fact sheets, recruitment presentations, FAQs, career-pathway materials, recruiter talking points, candidate communications, event materials, digital content, email templates, and recruitment calendars.
Manage timely and professional communications with prospects and candidates, including event follow-up, application reminders, process updates, frequently asked questions, and referral of questions requiring Government or human-resources guidance.
Maintain permitted candidate-pipeline and disposition information and support reporting across stages such as prospects, leads, applicants, qualified candidates, interviews, selections, offers, acceptances, and entry on duty.
Monitor recruitment-funnel movement, candidate-source performance, conversion rates, time in stage, candidate quality indicators, follow-up status, and potential bottlenecks; elevate risks and recommend adjustments.
Support hiring managers and participating Divisions with standardized program information, recruitment schedules, candidate-facing materials, and structured interview or assessment-support materials when requested and permissible.
Administer candidate-experience surveys, compile quantitative and qualitative feedback, identify recurring themes, and recommend improvements to communications and recruiting processes.
Prepare weekly recruiting pipeline reports during active recruitment and recurring updates at other times, including status, risks, conversions, open actions, and upcoming milestones.
Coordinate recruiting and outreach meetings; prepare agendas, briefing materials, executive summaries, decision papers, meeting notes, action items, and follow-up communications.
Maintain organized recruiting contacts, calendars, templates, records, procedures, and lessons learned to support repeatability, continuity, and eventual transition to government or a successor contractor.
Protect applicant and employee information, limit access to authorized personnel, and follow federal privacy, records-management, accessibility, and system-access requirements.
Respond to routine Government, partner, participant, and candidate inquiries within established service levels and escalate critical issues promptly.