Trusted by public-sector focused teams
The work your teams do matters. We help government contractors keep programs staffed and moving, with cleared professional talent for proposal efforts and post-award ramps and first submissions within 3 business days.
Cleared staffing has its own pressure points: proposal deadlines, post-award urgency, clearance timelines, and labor categories that vary by contract vehicle. We built our delivery model around those realities.
We recruit across Public Trust, Secret, Top Secret, and TS/SCI clearances. We understand clearance lifecycle timing, how to position conditional offers during proposals, and which labor categories align to which contract vehicles — so submissions arrive ready to work, not ready to start the process.
During proposal efforts, we help identify key personnel and support conditional offers before award. After award, we deliver first cleared submissions within 3 business days — because we start building the pipeline before the contract is signed, not after.
Your Delivery Lead manages 3–4 clients. Not 20. The person who learns your contract requirements, your program timeline, and your culture is the same person reviewing every submission before it reaches your desk. There is no handoff when urgency is highest.
M.C. Dean needed cleared financial management professionals to staff their Navy contract under the SeaPort-e vehicle. The program had specific labor category requirements and a compressed delivery timeline.
"They have been instrumental in helping M.C. Dean grow its business with top industry talent. They get our corporate culture, have found people who fit in, and continue to partner in our success."
Eric Dean · MC Dean, CTO
Ongoing program staffing and one-time critical placements require different approaches. We offer both.
Your dedicated recruiting team on a monthly retainer. The right model for GovCon firms managing multiple programs or contract vehicles with recurring cleared headcount needs.
Pay only when we successfully place a candidate. The right model for firms with specific high-stakes cleared placements that don't warrant a monthly retainer.
A four-part series on the forces that erode hiring readiness after contract award — and how to build recruiting support that holds up under GovCon volatility.
Time is the first adversary. The gap between proposal submission and award quietly erodes the hiring plan you built during capture.
ReadWhere you sit in the contract structure determines how volatility shows up. Primes and subs face different forces — but the same underlying risk.
ReadProtests and incumbent bridges do more than delay timelines. They quietly drain hiring readiness in ways most plans aren’t designed to absorb.
ReadPost-award volatility isn’t going away. The teams that perform best structure hiring support to absorb change without losing control.
ReadWe'll learn about your contract, your clearance requirements, and your timeline, and work with you to figure out if we're the right fit.
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