Senior Technical Recruiter, Federal

Horizon3•Washington, DC

32d•$140,000 - $200,000•Remote

About The Position

Horizon3 is a fast-growing, remote cybersecurity company dedicated to proactively finding, fix, and verifying exploitable attack vectors before criminals exploit them. Our flagship product, the NodeZero™ platform, delivers production-safe autonomous pentests and other key assessment operations that scale across the largest internal, external, cloud, and hybrid cloud environments. NodeZero has been adopted by organizations of all sizes, from small educational institutions to government agencies and Global 100 enterprises. It is used by ITOps/SecOps teams, consulting pentesters, and MSSPs and MSPs. We are a fusion of former U.S. Special Operations cyber operators, startup engineers, and formerly frustrated cybersecurity practitioners. We are committed to helping solve common security problems: ineffective security tools, false positives resulting in alert fatigue, blind spots, “checkbox” security culture, the cybersecurity skills shortage, and the long lead time and expense of hiring outside consultants. Collectively, we are a team of learn-it-alls committed to a culture of respect, collaboration, ownership, and results.

Requirements

Proven experience as a full-cycle recruiter supporting both go-to-market and technical hiring, ideally in cybersecurity, defense technology, national security, government contracting, or a related high-growth environment.
Demonstrated success recruiting across the Defense Technology Ecosystem, with an established network and practical understanding of how cleared and clearance-eligible talent evaluates opportunities.
Experience hiring for some combination of Federal sales, business development, capture, solutions engineering, customer success, cybersecurity, engineering, product, or other specialized technical roles.
Working knowledge of security-clearance recruiting, including clearance terminology, transferability considerations, adjudication timelines, and the importance of careful, accurate candidate communication.
Strong technical acumen and the ability to learn new technical domains quickly enough to assess talent and have credible conversations with engineers, cybersecurity practitioners, and technical customer-facing candidates.
Strong negotiation and closing skills, with a track record of earning trust and closing candidates in competitive markets.
Excellent interpersonal and communication skills, with the ability to engage and influence candidates, hiring managers, executives, and cross-functional partners.
High social aptitude and relationship-building ability—you build trust quickly and maintain long-term candidate and stakeholder relationships.
Experience operating with a high talent bar and applying structured, evidence-based judgment across different candidate backgrounds and career paths.
Ability to balance speed and quality, especially when business urgency, scarce talent, and clearance timelines create competing pressures.
Demonstrated ability to operate independently, prioritize effectively, and drive processes forward in an evolving environment.
Data-driven mindset with a focus on improving recruiting outcomes, efficiency, consistency, and candidate experience.
Sound judgment and discretion when handling sensitive information.

Nice To Haves

Experience recruiting for a Federal startup, defense technology company, cybersecurity company, government contractor, or systems integrator.
Existing relationships with cleared talent communities, veteran and military-transition networks, Federal professional associations, or defense and national-security technology communities.
Experience recruiting candidates with TS/SCI, SCI, polygraph, or other specialized clearances, where relevant to the role.
Familiarity with mission areas and the broader defense technology landscape.
Experience building a recruiting function, market map, evergreen pipeline, or repeatable sourcing program from the ground up.
Coursework or degree in business, human resources, psychology, information technology, or a related field.
Previous experience in sales, research, operations, customer service, information technology, administration, or another relevant field.

Responsibilities

Own full-cycle recruiting for Federal GTM and technical roles, from intake and sourcing through assessment, offer, and close.
Partner with hiring managers and leadership to translate business priorities into clear role profiles, interview plans, sourcing strategies, and hiring plans.
Build and maintain high-quality, diverse pipelines across Federal sales, account management, capture and business development, solutions engineering, customer success, cybersecurity, engineering, product, marketing and related roles.
Develop a strong network across the Federal ecosystem, including the Department of Defense, military services, defense agencies, systems integrators, contractors, cybersecurity companies, and mission-focused technology organizations.
Recruit candidates with active, recent, or relevant special clearances and experience navigating clearance-sensitive hiring environments; understand clearance eligibility, adjudication timelines, and role-specific constraints without overpromising outcomes.
Create repeatable sourcing strategies for difficult-to-reach talent, including passive candidates, cleared professionals, veterans, military-to-industry talent, and high-performing candidates from adjacent markets.
Conduct structured screens that assess role-relevant capability, judgment, motivation, communication, and alignment with Horizon3’s talent bar.
Build credible relationships with candidates across both GTM and technical disciplines, including the ability to engage in informed conversations about cybersecurity, cloud, software, Federal missions, and commercial growth.
Partner with interview teams to maintain rigorous, consistent, and equitable assessment processes and to make timely, well-calibrated decisions.
Serve as a trusted advisor to hiring managers: provide market insight, create clarity, challenge assumptions, and push back when a search strategy or assessment process is not likely to produce the right outcome.
Manage complex offer processes and close candidates thoughtfully, including compensation alignment, leveling, competing offers, mission fit, remote-work considerations, and clearance-related timing.
Deliver an exceptional candidate experience while maintaining appropriate discretion around clearance status and other sensitive candidate information.
Use recruiting data to identify bottlenecks, improve funnel health, measure pipeline quality, and increase recruiting efficiency.
Help establish scalable Federal recruiting infrastructure, including talent maps, evergreen pipelines, market intelligence, referral strategies, and operating rhythms with business and People leaders.
Continuously evaluate and improve recruiting processes that are no longer serving the business, bringing creativity and practical experimentation to how Horizon3 hires.