Technical Recruiter II (1099 Contract)

$40/hr. - $50/hr. ($83K - $103k max)

THIS ROLE is 1099 Contract ONLY is NOT benefit-eligible

Location: 

• Fully Remote 
• Only able to consider individuals living in one of the following states: Alabama, California, Delaware, District of Columbia, Florida, Georgia, Maryland, New Jersey, New York
  North Carolina, Pennsylvania, Tennessee, Texas, Virginia

What you’ll be doing

As the Technical Recruiter II, you will play a strategic role in identifying, engaging, and securing top-tier technical and non-technical talent for customer-facing and corporate roles, which is critical to our continued growth and success. This position partners closely with key internal stakeholders and Fearless customers to provide consultative recruitment strategies, workforce planning insights, and market intelligence, while delivering world-class talent acquisition services. The Technical Recruiter II ensures the hiring process aligns with business objectives, compliance standards, and best practices in talent acquisition.

Areas of focus may include:

• Cybersecurity
• Engineering, IT & Systems Administration
• Product Management & Strategy
• Program Delivery (Agile, Coaching)
• Sales, Marketing & Business Development
• UX/UI Design, Content & Research

Scope: 

This role goes beyond traditional recruiting; you will serve as a trusted talent advisor to hiring managers, build strategic external partnerships, and play a vital role in supporting our business development efforts. The Technical Recruiter II is responsible for meeting all of Talent Acquisition’s key operational and strategic metrics and objectives. 

Impacts:

Full-Lifecycle Executive and Technical Recruiting: Manage the end-to-end recruitment process for executive-level and highly specialized technical roles requiring active TS/SCI clearances. This includes:

• Collaborating with hiring managers to understand complex technical requirements, leadership competencies, and strategic business needs.
• Developing and executing comprehensive sourcing strategies utilizing a variety of methods, including direct sourcing, networking, industry databases, and leveraging your extensive professional network.
• Proactively identifying and engaging passive candidates with TS/SCI clearances at the executive and senior technical levels.
• Conducting thorough candidate screenings, interviews, and assessments to evaluate technical skills, leadership capabilities, cultural fit, and clearance verification.
• Managing the offer process, including negotiation and closing.
• Ensuring a positive and professional candidate experience throughout the entire recruitment lifecycle.

Strategic Talent Advisor:

• Serve as a trusted advisor to hiring managers on talent acquisition strategies, market trends, competitive intelligence, and best practices for attracting and retaining top talent with TS/SCI clearances.
• Provide insightful data and recommendations to inform hiring decisions and talent planning.
• Build strong relationships with hiring managers, understanding their long-term talent needs and proactively identifying potential candidates.
• Strategic External Partnerships:
• Identify, cultivate, and maintain strategic relationships with key external organizations, industry associations, and talent communities relevant to cleared executive and technical talent.
• Attend industry events and conferences to network and build a strong talent pipeline.
• Develop and implement strategies to enhance Fearless’ employer brand within the cleared talent community.

Business Development Support:

• Collaborate closely with the Business Development team to understand upcoming bids and proactively build talent pipelines for critical roles.
• Provide market intelligence and insights on the availability and compensation of cleared executive and technical talent to support proposal development.
• Develop talent solutions and strategies to strengthen bid competitiveness.
• Executive Team Support:
• Partner with executive team members to understand their specific talent needs and develop tailored recruitment strategies.
• Provide insights and recommendations on organizational structure and talent development.
• Support special projects and initiatives related to executive talent acquisition and retention.
• Data Management and Reporting:
• Maintain accurate and up-to-date candidate records in the Applicant Tracking System (ATS).
• Track key recruitment metrics and provide regular reports to management on sourcing efforts, pipeline activity, and time-to-hire.   
• Utilize data to identify trends, support decision making and areas for improvement in the recruitment process.
• Workforce Planning and Compliance:
• Support workforce planning by analyzing hiring trends, skill gaps, and future talent needs.
• Ensure all recruitment activities are conducted in compliance with relevant federal and state laws and regulations, including those related to security clearances.
• Stay abreast of industry best practices and emerging trends in executive and technical recruiting.

Skills & Competencies

• A minimum of 8 years of demonstrated successful working experience in talent acquisition, serving at minimum 4 years as a technical recruiter supporting leader and senior leadership roles. 
• Demonstrated experience developing and executing against sourcing strategies that build a talent pipeline of highly technical candidates with high-level government security clearances.
• Operating and Managing: This position requires advanced proficiency in organizing, planning, and executing tasks, making sound decisions, demonstrating judgment, continuous learning, and possessing expertise in a specific domain.
• Building Relationships and Influencing Others: This position requires advanced proficiency to build relationships and networks, understand different perspectives, communicate effectively, and influence others to achieve.
• Reasoning and Strategic Thinking: This position requires advanced proficiency in defining the opportunity/problem, conducting analysis, synthesizing and integrating findings, and developing strategies based on integrated analysis.
• Technology Awareness:  A strong understanding of new IT developments, software, hardware, telecommunications, emerging technologies, their application to business processes, and implementing information systems to meet organizational needs.
• Talent Acquisition Software: High proficiency using leading ATS’ and developing strategies to leverage LinkedIn Recruiter, ClearanceJobs, Indeed, and other comparable candidate sourcing and engagement tools
• Data Analysis: Ability to analyze data, generate reports, and derive insights that inform strategies and decision-making.
• Stakeholder Relationship Management: Strong and proven ability to influence and advise stakeholders through collaboration and recommend solutions to ensure business outcomes and support the organization’s strategic direction and long-term goals.
• Assertive Communication: Shares opinions about important issues, regardless of risk or discouragement from others. 
• Handling Change: Ability to adapt to changing business needs, market conditions, and internal processes.
• Learning Agility: Willingness and ability to learn new skills, tools, and industry trends as needed.
• Proactive Support: Anticipate potential stakeholder needs or issues and address them proactively.
• Public Speaking: Confidently present ideas, strategies, and reports to internal stakeholders in meetings or presentations.
• Resilience: Maintain performance and a positive attitude in facing challenges or setbacks.
• Stakeholder-Centric Approach: Always prioritize the stakeholder’s needs and work to deliver the best possible experience.
• Visual Communication: Create and use visual aids, such as slides or infographics, to communicate complex information effectively.

Additional Qualifications

• Proven high proficiency with ATS’ such as Phenom, Greenhouse and/or SuccessFactors.
• Has demonstrated background in workforce planning and talent strategy development. 
• Has demonstrated background in sourcing and recruiting highly technical candidates in DoD/IC spaces.
• Active participation in industry-specific recruitment networks or professional organizations.

Physical Requirements:

• Ability to sit for extended periods while working on a computer or during meetings.
• As a valued member of People Operations, must be able to travel occasionally to in-person events and engagements.
• Ability to communicate effectively via phone, email, and in-person, requiring clear speech, listening, and written communication skills.
• Ability to move within an office environment, including reaching for files, using office equipment, and occasional light lifting (up to 10 pounds).

Salary : $40 - $50