Technical Workforce Management SME

LMI•Remote,

1d•$90,000 - $120,000•Remote

About The Position

LMI is seeking an experienced Technical Workforce Management SME to support a Defense Agency in defining, attracting, and hiring specialized technical talent across cyber, network engineering, cloud, software development, data, artificial intelligence, and digital engineering. This customer-facing talent acquisition and management role will connect mission requirements, federal personnel practices, labor-market realities, and candidate experience to improve the quality and effectiveness of technical recruiting. Working within the Magnify cross-functional team, the SME will partner with HR professionals, technical leaders, hiring managers, employees, and candidates to refine technical role definitions and position descriptions, assess recruiting barriers, and develop targeted talent strategies. The ideal candidate combines hands-on technical recruiting expertise with the analytical and consulting skills needed to improve the broader talent acquisition service. LMI is a new breed of digital solutions provider dedicated to accelerating government impact with innovation and speed. Investing in technology and prototypes ahead of need, LMI brings commercial-grade platforms and mission-ready AI to federal agencies at commercial speed. Leveraging our mission-ready technology and solutions, proven expertise in federal deployment, and strategic relationships, we enhance outcomes for the government, efficiently and effectively. With a focus on agility and collaboration, LMI serves the defense, space, healthcare, and energy sectors—helping agencies navigate complexity and outpace change. Headquartered in Tysons, Virginia, LMI is committed to delivering impactful results that strengthen missions and drive lasting value.

Requirements

Bachelor's degree in human resources, industrial-organizational psychology, business, workforce development, engineering, computer science, information technology, or a related field, with at least seven years of relevant experience. Additional directly relevant experience may be considered in lieu of a degree.
Demonstrated experience recruiting or advising on talent acquisition for technical roles in cyber, network engineering, cloud, software engineering, data, AI, digital engineering, or closely related fields.
Experience translating complex technical requirements into role profiles, position descriptions, qualification criteria, screening approaches, and candidate-facing content.
Working knowledge of federal hiring, position classification, compensation, and talent acquisition practices, including the ability to collaborate effectively with human resources and classification professionals.
Experience conducting talent-market research and developing sourcing, outreach, channel, and candidate-pipeline strategies for hard-to-fill positions.
Ability to evaluate technical qualifications and communicate credibly with engineers, technical leaders, hiring managers, human resources professionals, and candidates.
Experience using recruiting data and metrics to diagnose barriers, assess strategy effectiveness, and recommend improvements.
Strong facilitation, consulting, writing, stakeholder engagement, and presentation skills.
Ability to operate independently in an ambiguous, fast-moving environment while collaborating closely with a small cross-functional team.
U.S. citizenship and ability to meet government security, suitability, and system-access requirements associated with the position.
Active SECRET Clearance

Nice To Haves

Experience supporting technical recruiting, workforce strategy, or human capital transformation within the Department of Defense, a Fourth Estate agency, or another federal organization.
Familiarity with the DoD Cyber Workforce Framework, DoD cyber workforce qualification requirements, or other government technical competency frameworks.
Experience with federal direct-hire authorities, excepted service hiring, cyber-specific hiring mechanisms, or other specialized talent authorities.
Experience improving candidate experience, recruiting operations, onboarding, employer branding, or talent acquisition technology and workflows.
Proficiency with talent intelligence, applicant tracking, sourcing, survey, analytics, or workforce planning platforms.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, AIRS, or a comparable talent acquisition or human capital credential.

Responsibilities

Engage technical leaders, workforce planners, human resources professionals, and hiring managers to understand mission demand, workforce gaps, and priority technical capabilities.
Translate technical mission requirements into clear role profiles, competency models, skill requirements, qualification criteria, and recruiting priorities.
Draft and refine technical position descriptions and vacancy content for clarity, technical accuracy, market relevance, and alignment with applicable federal personnel requirements.
Differentiate essential and trainable qualifications to support realistic candidate pools and reduce unnecessary barriers to hiring.
Conduct labor-market, compensation, competitor, location, talent-pool, and recruiting-channel research for scarce technical occupations.
Develop targeted sourcing, outreach, and recruiting strategies for priority roles, including early-career, experienced-hire, and specialized talent segments.
Improve employer and mission messaging by translating the agency's technical work, career opportunities, and public-service value into compelling candidate communications.
Partner with the User Experience Designer to map candidate and hiring-manager journeys and identify delays, information gaps, handoff failures, and opportunities to improve the recruiting and onboarding experience.
Facilitate working sessions that align HR professionals, classifiers, technical leaders, hiring managers, and other stakeholders on role requirements and recruiting approaches.
Define and analyze talent acquisition measures such as pipeline health, applicant quality, time in process, conversion, offer acceptance, source effectiveness, and candidate experience.
Develop recommendations, playbooks, templates, and repeatable practices that strengthen technical recruiting capability across HR and supported mission organizations.
Support pilots and iterative improvement cycles, incorporating market feedback, hiring outcomes, stakeholder input, and candidate insights into subsequent recruiting strategies.