Recruiter

Socket.dev; Fairfax (VA); On-site; USD 70,000 - 110,000; Full time

Benefits offered by this job

Health insurance

Job summary

Socket.dev is seeking a Corporate Recruiter to manage full-cycle recruitment for a 300-person government contracting team, aligning talent acquisition with contract goals and compliance requirements. You will source, screen, interview, extend offers, and onboard, while strengthening employer branding and ensuring OFCCP-compliant hiring.

Collaboration with hiring managers and HR leadership is essential to workforce planning and candidate experience.

Qualifications

• Experience executing full-cycle recruiting for diverse GovCon roles.
• Knowledge of OFCCP, EEO, VEVRAA, FAR, DFARS and E-Verify requirements.
• Ability to build and maintain candidate pipelines across multiple states.

Responsibilities

• Lead end-to-end recruitment for technical, scientific, administrative, operational, and leadership roles.
• Source, screen, interview, coordinate offers, and ensure a smooth onboarding handoff.
• Maintain OFCCP-compliant hiring practices and audit-ready records.
• Develop talent pipelines using job boards and GovCon tools; engage passive candidates.
• Partner with hiring managers and HR leadership on workforce planning and reporting.

Skills

End-to-end recruitment

Sourcing & pipeline development

OFCCP compliance

Stakeholder collaboration

Employer branding

Tools

iHire

iCIMS

GovConPay/iSolved ATS

Job description

The Corporate Recruiter supports full‑cycle hiring for a 300‑person government contractor, executing strategic recruiting activities that contribute to contract performance, organizational growth, cleared talent acquisition, and compliance with federal contractor requirements. This role manages sourcing, screening, interviewing, and offer coordination while strengthening employer branding and ensuring OFCCP‑compliant hiring practices. The Recruiter collaborates closely with hiring managers and HR leadership to support workforce planning and high‑quality candidate experiences.

Key Responsibilities

Talent Strategy & Workforce Planning

• Execute talent acquisition activities aligned with company growth, contract requirements, and multi‑state workforce needs.
• Partner with HR and program leadership to understand hiring forecasts for prime and subcontractor roles, including cleared and specialized positions.
• Stay informed on industry and GovCon hiring trends to help maintain competitive recruiting practices.

Full‑Cycle Recruitment

• Manage end-to-end recruitment for technical, scientific, administrative, operational, and leadership support roles.
• Conduct sourcing, screening, interviewing, candidate communication, offer coordination, and onboarding handoff.
• Ensure timely requisition management and a positive candidate experience throughout the hiring process.

GovCon Compliance & Process Execution

• Follow all OFCCP, EEO, VEVRAA, Section 503, FAR, DFARS, E‑Verify, and federal contractor documentation requirements.
• Maintain accurate applicant flow logs, disposition codes, outreach documentation, and audit‑ready recruiting records.
• Support HR leadership with AAP data, ATS accuracy, and compliance reporting needs.

Sourcing & Pipeline Development

• Build and maintain pipelines for cleared, hard‑to‑fill, and contract‑specific skill sets.
• Use job boards, GovCon recruiting tools (iHire, iCIMS, GovConPay/iSolved ATS), referrals, social media, and professional networks to identify candidates.
• Conduct proactive outreach and engagement to strengthen talent availability for upcoming roles.

Employer Branding & Candidate Experience

• Support recruitment marketing efforts, including social media outreach and participation in career fairs, conferences, and industry events.
• Partner with marketing/communications to ensure hiring materials reflect company culture and values.

Hiring Manager & Stakeholder Partnership

• Collaborate with hiring managers to clarify job requirements, interview expectations, and selection criteria.
• Provide guidance on interviewing best practices and compliance considerations.
• Share labor market insights, workforce trends, and competitive intelligence when helpful.

Recruiting Operations & Reporting

• Track key recruiting metrics such as time to fill, pipeline strength, and candidate source effectiveness.
• Assist in generating regular recruiting updates and dashboards for leadership.
• Help optimize ATS workflows, sourcing tools, templates, and standard recruiting procedures.