Trusted by public-sector focused teams
When you win an award, the clock starts. A staffing shortfall becomes something you have to explain to your PM. We’ve run that drill enough times to keep it from becoming yours. Cleared talent lined up before award, and first submissions in about 3 business days after.
BizFirst is an American-owned firm headquartered in Ashburn, Virginia, and led by a U.S.-based team. You work directly with experienced recruiters who know the GovCon landscape, your contract vehicles, and your clearance realities.
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.
Typical time to offer: 21–30 days for non-cleared roles, 30–45 days for cleared roles.*
*Typical ranges from recent searches, not guarantees. Security clearance transfer or adjudication is a separate government process that adds time.
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. Roles span program management, cleared IT and cybersecurity, systems and software engineering, and government financial management, including DCAA-compliant cost and government accounting, FAR/CAS, Costpoint, indirect rates, and incurred-cost submissions. See our cleared recruiting capabilities
During capture and proposal, your PartnerHire Core team identifies key personnel, secures signed letters of intent or commitment, and maps incumbents on a recompete. After award, first cleared submissions land in about 3 business days, because the pipeline is already built before the contract is signed.
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.
We support your program at every stage, from the personnel you name in a proposal to the backfills that keep it running years later.
Position your bid to win with named talent and a pipeline ready before the contract is signed. This is PartnerHire Core work: an embedded team under a senior Client Delivery Lead, month to month, from capture through award.
Stand up the team on schedule, with cleared submissions in about 3 business days of kickoff.
Keep the program fully staffed as it evolves, without standing up your own recruiting function.
A $3B government solutions integrator 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 a $3B government solutions integrator 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."
CTO · $3B government solutions integrator
Ongoing program staffing and one-time critical placements each call for a different model. See how they work and exactly what they cost.
DirectHire and PartnerHire Core for small and mid-size government contractors and subs: cleared, technical, and professional hiring, fast post-award ramp when you win, and named personnel for proposals.
Embedded PartnerHire Core teams and DirectHire for primes and large service providers: recruiter capacity that scales across multiple contracts and vehicles and backs up your internal talent team during surges.
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.
ReadBizFirst works as an extension of our team, helping us find and keep the specialized federal talent we need across both pre-award and billable roles.
Yes, and PartnerHire Core is the model built for it. An embedded team under a senior Client Delivery Lead works the capture and proposal window with you, month to month: identifying key personnel against your labor categories and contract vehicle, securing signed letters of intent or commitment (LOI/LOC) from named candidates, mapping incumbents on a recompete, and building the pipeline for the rest of the staffing plan before award. Committed candidates stay engaged with us until start dates are confirmed, so the team you proposed is the team that shows up. After award, first cleared submissions for the remaining roles typically arrive within about 3 business days. DirectHire remains the fit for a single named role you want filled on a contingent basis.
Yes. On a recompete, the incumbent workforce is usually the strongest staffing plan you can propose. Your PartnerHire Core team identifies the incumbents worth keeping, approaches them with discretion, secures letters of intent or commitment where the proposal calls for them, and keeps them engaged through award and any protest period. Where an incumbent declines or the role calls for a different profile, the same team lines up a qualified alternate so the labor category stays covered in the bid.
The pipeline stays warm. Award dates move, protests happen, and bridge contracts stretch timelines, so your Client Delivery Lead keeps committed candidates informed and engaged, refreshes availability as dates shift, and lines up replacements for anyone whose situation changes. When the award lands, the people you proposed are ready to start, and first submissions for the remaining open roles follow within about 3 business days. Part 3 of our GovCon hiring series, When Hiring Is Put on Hold, covers this window in detail.
Guides, pricing, and proof to help you choose the right recruiting model.
We'll learn about your contract, your clearance requirements, and your timeline, and work with you to figure out if we're the right fit.
Let's talk hiringBook a time, email us, or just call. Whatever's easiest.
Compare PartnerHire Core vs. building in-house