Case studies from real engagements and perspectives on how mid-market and GovCon companies are solving their toughest hiring challenges.
How a dedicated recruiting team embedded across six job functions delivered 40+ placements and earned a top-two vendor ranking in under a year.
AI-generated applications, skills gaps, 40-70 day time-to-fill cycles, and fierce competition for senior talent. Here's what's driving the market and what to do about it.
20 cleared professionals placed in seven months supporting M.C. Dean's Navy financial management contract, with a 70% submission-to-interview rate.
A PartnerHire engagement that delivered candidates in five business days, achieved 95% retention, and expanded into full contractor workforce management.
A two-year DirectHire engagement placing solution architects and product developers for SitScape's enterprise software platform, with 96% retention and a four-week guarantee replacement.
Six engineers onboarded in 10 weeks for Virsec, including two with top secret clearances, with 100% retention at six months. A PartnerHire sprint for their defense cybersecurity product team.
20+ cleared consultants and developers placed in under a year across cloud, data analytics, blockchain, and cybersecurity. Earned Premier Vendor status and a #2 talent team ranking.
Why the cleared talent market is so tight, what's actually working to attract passive candidates, and how to compete with the private sector for top-tier professionals.
A four-part series from BizFirst CEO Jeff Packard on the structural reasons GovCon hiring falls apart after award, and what teams that recover faster do differently.
Government RecruitingThe gap between a solid hiring plan and post-award reality isn’t a planning failure. It’s a structural reality of how GovCon hiring actually works.
Where you sit in the contract structure determines how post-award volatility shows up. Primes and subs face different forces—but the same underlying risk.
Protests and incumbent bridges do more than delay timelines. They quietly drain hiring readiness in ways most plans aren’t designed to absorb.
Post-award volatility isn’t going away. The teams that perform best structure hiring support to absorb change without losing control.
We'll talk through your situation and together figure out whether there's a fit and what the right engagement looks like.
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