Recruiting Lead Army Continuing Education System (ACES) — Centralized Education Support Services

The Recruiting Lead is the primary owner responsible for the contracts recruitment qualification and retention plan. This position exists because the U.S. Army has identified the contractors ability to provide properly trained employees as the most significant technical risk associated with this contract. The Recruiting Leads goal is to mitigate that risk by establishing a measurable scalable and defendable recruiting system that fills CONUS counselor vacancies within 30 days and OCONUS counselor vacancies within 90 days while ensuring that candidates meet the personnel qualification standards outlined in PWS paragraph 1.6.15.

The Recruiting Lead manages the entire talent acquisition lifecycle for the contract which includes pipeline development candidate sourcing screening qualifying interviewing extending contingent offers verifying references and credentials coordinating security and trust determinations and onboarding new hires. This position is also responsible for retention which is measured by the voluntary turnover rate among counseling staff. Strategies include analyzing compensation implementing retention engagement programs learning from exit interviews and proactively intervening with staff who may be at risk of leaving.

Clearance and citizenship

• U.S. citizenship required.

• Active or current Secret clearance is required at the time of hire. Favorable Tier 3 (NACI/NACLC) trust determination is for any Army Ignited-adjacent system access.

Education

• Bachelors degree from an accredited institution .
• Masters degree (Human Resources Industrial-Organizational Psychology Business Administration or related) preferred.

Experience

• Minimum eight (8) years of professional talent acquisition or recruiting experience of which at least five (5) years are in delivering recruiting services for Federal Government services contracts or cleared environments.
• Demonstrated multi-site recruiting experience supporting at least 30 simultaneous geographically dispersed locations with a combined hiring volume of 100 positions per year.
• Demonstrated 30-day average time-to-fill on cleared or trust-determination-required positions at scale with documented evidence (prior contract metrics dashboard exports or third-party audited records).
• Demonstrated OCONUS recruiting experience - particularly in the Pacific theater (Korea Japan Okinawa) or in another OCONUS environment requiring SOFA processing host-nation visa management or international relocation logistics.
• Demonstrated experience recruiting professional counselors educators or healthcare-adjacent personnel - populations with credentialing complexity comparable to ACES counselors.
• Prior service supporting the Army Continuing Education System (ACES) Soldier for Life - Transition Assistance Program (SFL-TAP) Military and Family Life Counseling (MFLC) or another military counseling/education contract is strongly preferred.

Knowledge

• Working knowledge of the Federal trust-determination process (Tier 1 Tier 3 and Tier 5) CAC issuance procedures and the relationship between investigative service provider timelines and contractor onboarding.

• Working knowledge of the Service Contract Act and the FLSA Section 13(a)(1) executive/administrative/professional exemption tests as applied to recruiting decisions.

• Working knowledge of OFCCP affirmative action obligations under VEVRAA and Section 503; familiarity with required outreach and recordkeeping.

• Working knowledge of the major candidate sourcing platforms (LinkedIn Recruiter ClearanceJobs Indeed Handshake) and Applicant Tracking System architecture.

• Working knowledge of compensation benchmarking sources ( Glassdoor Government Contractors Compensation Survey ERI) and how to apply them to retention decisions.

Skills and abilities

• Demonstrated ability to design and operate a measurable defensible recruiting funnel with documented time-to-fill candidate-quality and conversion
• Demonstrated ability to communicate effectively with senior contractor leadership hiring managers and candidates simultaneously.
• Demonstrated ability to operate sourcing and onboarding processes across multiple time zones.
• Working proficiency with at least one major Applicant Tracking System (Workday Recruiting iCIMS Greenhouse or comparable) Microsoft 365 and recruiting analytics tools.

Certifications

• Senior Professional in Human Resources (SPHR) Society for Human Resource Management Senior Certified Professional (SHRM-SCP) or comparable senior HR credential preferred.
• Recruiter-specific credentials (LinkedIn Certified Professional Recruiter AIRS-certified Diversity Recruiter etc.) preferred.

• Must be able to pass government background investigation.