Talent Acquisition Specialist

Phoenix Oversight Group LLC

22d•$70,000 - $90,000•Remote

About The Position

We are seeking an experienced Talent Acquisition Specialist with a strong background in technology hiring to join our team in a fully remote capacity. In this role, you will manage end-to-end recruiting for a diverse portfolio of federal government and commercial contract positions, with an emphasis on sourcing and placing skilled technology professionals. You will serve as a strategic partner to hiring managers, ensuring the delivery of top-tier candidates who meet both technical requirements and contractual compliance standards.

Requirements

3–7+ years of full-cycle recruiting experience, with a significant focus on technology roles.
Proven experience recruiting for federal government contracts, including familiarity with cleared personnel hiring.
Strong understanding of technology roles, skill sets, and the competitive landscape for technology talent.
Experience using applicant tracking systems (e.g., iCIMS, Taleo, Greenhouse, Lever, or similar).
Demonstrated ability to manage 15–25+ requisitions simultaneously in a fast-paced environment.
Knowledge of OFCCP compliance requirements, EEO regulations, and federal contracting labor standards.
Exceptional communication, negotiation, and relationship-building skills.
Ability to work independently and exercise sound judgment in a fully remote environment.

Nice To Haves

Experience recruiting for DoD, IC, or civilian federal agency contracts.
Familiarity with security clearance levels and the clearance adjudication process.
Experience with ClearanceJobs, Dice, or other cleared/technical-focused recruiting platforms.
Working knowledge of DCAA compliance as it relates to hiring and record-keeping.
Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience).
Professional certifications such as PHR, SPHR, SHRM-CP, or LinkedIn Recruiter certification.

Responsibilities

Manage the complete recruitment lifecycle from job requisition intake through offer acceptance and onboarding coordination.
Partner with hiring managers and program leads to define role requirements, develop job descriptions, and establish candidate evaluation criteria.
Maintain and manage an active pipeline of qualified technology candidates across multiple concurrent requisitions.
Proactively source passive and active candidates for a wide range of technical roles including software engineers, cybersecurity analysts, cloud architects, data scientists, IT project managers, and systems administrators.
Leverage LinkedIn Recruiter, job boards (Indeed, Dice, ClearanceJobs), professional networks, referrals, and creative Boolean search strategies to identify qualified talent.
Build and maintain talent communities and candidate pipelines for recurring or anticipated technology hiring needs.
Recruit for positions requiring security clearances (Secret, Top Secret, TS/SCI), with a thorough understanding of clearance processes, adjudication timelines, and polygraph requirements.
Ensure all federal contract hires meet applicable compliance requirements including OFCCP guidelines, EEO regulations, and contract-specific labor category qualifications.
Partner with Program Managers and Contracts teams to interpret Statement of Work (SOW) requirements and position labor categories.
Maintain accurate records in applicant tracking systems (ATS) to support DCAA audit readiness and reporting obligations.
Support commercial client staffing needs with the same level of urgency and quality as federal programs.
Develop an understanding of client cultures, technical environments, and growth trajectories to align hiring strategies accordingly.
Collaborate with account managers and business development teams to respond to new contract awards and workforce expansion requests.
Conduct thorough phone screens, behavioral interviews, and technical competency assessments to evaluate candidate qualifications and cultural fit.
Provide timely, transparent communication to candidates throughout the recruitment process to ensure a positive experience regardless of outcome.
Prepare candidates for interviews, including briefing on role expectations, team dynamics, and interview format.
Track and report on key recruiting metrics including time-to-fill, source of hire, offer acceptance rate, and pipeline conversion rates.
Identify and recommend process improvements to increase recruiting efficiency and reduce time-to-hire.
Maintain up-to-date and compliant candidate records in the ATS at all stages of the hiring process.