Remote Technical Talent Strategist

LMI Consulting, LLC; United States; On-site; USD 90,000 - 120,000; Full time

Job summary

LMI Consulting, LLC in the United States seeks an experienced Technical Workforce Management SME to help a Defense Agency define and hire specialized technical talent across cyber, network engineering, cloud, software, data, AI, and digital engineering.

The role partners with HR, technical leaders, and hiring managers to refine role definitions, assess barriers, and develop targeted talent strategies, aligning with federal personnel practices.

Qualifications

• Bachelor's degree in HR/IO psychology/engineering/CS/IT or related field with 7+ years of experience.
• Experience recruiting for cyber, network engineering, cloud, software engineering, data, AI, or digital engineering roles.
• Ability to translate complex technical requirements into role profiles, qualification criteria, screening approaches, and candidate-facing content.
• Working knowledge of federal hiring, position classification, compensation, and talent acquisition practices.
• Experience conducting talent-market research and developing sourcing, outreach, and channel strategies for hard-to-fill positions.
• Ability to evaluate technical qualifications and communicate credibly with engineers, leaders, HR professionals, and candidates.
• Experience using recruiting data and metrics to diagnose barriers, assess strategy effectiveness, and recommend improvements.
• Strong facilitation, consulting, writing, stakeholder engagement, and presentation skills.
• Ability to operate independently in an ambiguous, fast-moving environment while collaborating with a small cross-functional team.
• U.S. citizenship and ability to meet government security, suitability, and system-access requirements.
• Active SECRET Clearance

Responsibilities

• Engage technical leaders, workforce planners, HR, and hiring managers to understand mission demand and capabilities.
• Translate mission requirements into clear role profiles, competency models, qualifications, and priorities.
• Draft and refine technical position descriptions and vacancy content for clarity and federal compliance.
• Differentiate essential and trainable qualifications to support realistic candidate pools.
• Conduct labor-market, compensation, competitor, location, talent-pool research for scarce technical occupations.
• Develop targeted sourcing, outreach, and recruiting strategies for priority roles.
• Improve employer and mission messaging to attract qualified candidates.
• Map candidate and hiring-manager journeys with UX to identify delays and gaps.
• Facilitate sessions aligning HR, classifiers, technical leaders, and hiring managers on role requirements.
• Define and analyze talent acquisition metrics like pipeline health, quality, time in process, and source effectiveness.
• Create playbooks, templates, and repeatable practices to strengthen technical recruiting capabilities.
• Support pilots and iterative improvements with market feedback and stakeholder input.

Skills

Technical recruiting

Federal hiring knowledge

Stakeholder engagement

Role profiling

Data-driven recruiting

Communication with engineers

Cross-functional collaboration

Labor-market research

Sourcing strategies

Security clearance

Education

Bachelor's degree in HR/IO psychology/engineering/CS/IT or related field

Job description

Technical Workforce Management SME

Job Locations

US-Remote

ID

2026-14451

# of Openings

1

Overview

LMI is seeking an experienced Technical Workforce Management SME to support a Defense Agency in defining, attracting, and hiring specialized technical talent across cyber, network engineering, cloud, software development, data, artificial intelligence, and digital engineering. This customer-facing talent acquisition and management role will connect mission requirements, federal personnel practices, labor-market realities, and candidate experience to improve the quality and effectiveness of technical recruiting. Working within the Magnify cross-functional team, the SME will partner with HR professionals, technical leaders, hiring managers, employees, and candidates to refine technical role definitions and position descriptions, assess recruiting barriers, and develop targeted talent strategies. The ideal candidate combines hands-on technical recruiting expertise with the analytical and consulting skills needed to improve the broader talent acquisition service.

LMI is a new breed of digital solutions provider dedicated to accelerating government impact with innovation and speed. Investing in technology and prototypes ahead of need, LMI brings commercial-grade platforms and mission-ready AI to federal agencies at commercial speed.

Leveraging our mission-ready technology and solutions, proven expertise in federal deployment, and strategic relationships, we enhance outcomes for the government, efficiently and effectively. With a focus on agility and collaboration, LMI serves the defense, space, healthcare, and energy sectors-helping agencies navigate complexity and outpace change. Headquartered in Tysons, Virginia, LMI is committed to delivering impactful results that strengthen missions and drive lasting value.

Responsibilities

Engage technical leaders, workforce planners, human resources professionals, and hiring managers to understand mission demand, workforce gaps, and priority technical capabilities.
• Translate technical mission requirements into clear role profiles, competency models, skill requirements, qualification criteria, and recruiting priorities.
• Draft and refine technical position descriptions and vacancy content for clarity, technical accuracy, market relevance, and alignment with applicable federal personnel requirements.
• Differentiate essential and trainable qualifications to support realistic candidate pools and reduce unnecessary barriers to hiring.
• Conduct labor-market, compensation, competitor, location, talent-pool, and recruiting-channel research for scarce technical occupations.
• Develop targeted sourcing, outreach, and recruiting strategies for priority roles, including early-career, experienced-hire, and specialized talent segments.
• Improve employer and mission messaging by translating the agency's technical work, career opportunities, and public-service value into compelling candidate communications.
• Partner with the User Experience Designer to map candidate and hiring-manager journeys and identify delays, information gaps, handoff failures, and opportunities to improve the recruiting and onboarding experience.
• Facilitate working sessions that align HR professionals, classifiers, technical leaders, hiring managers, and other stakeholders on role requirements and recruiting approaches.
• Define and analyze talent acquisition measures such as pipeline health, applicant quality, time in process, conversion, offer acceptance, source effectiveness, and candidate experience.
• Develop recommendations, playbooks, templates, and repeatable practices that strengthen technical recruiting capability across HR and supported mission organizations.
• Support pilots and iterative improvement cycles, incorporating market feedback, hiring outcomes, stakeholder input, and candidate insights into subsequent recruiting strategies.

Qualifications

Required Qualifications

• Bachelor's degree in human resources, industrial-organizational psychology, business, workforce development, engineering, computer science, information technology, or a related field, with at least seven years of relevant experience. Additional directly relevant experience may be considered in lieu of a degree.
• Demonstrated experience recruiting or advising on talent acquisition for technical roles in cyber, network engineering, cloud, software engineering, data, AI, digital engineering, or closely related fields.
• Experience translating complex technical requirements into role profiles, position descriptions, qualification criteria, screening approaches, and candidate-facing content.
• Working knowledge of federal hiring, position classification, compensation, and talent acquisition practices, including the ability to collaborate effectively with human resources and classification professionals.
• Experience conducting talent-market research and developing sourcing, outreach, channel, and candidate-pipeline strategies for hard-to-fill positions.
• Ability to evaluate technical qualifications and communicate credibly with engineers, technical leaders, hiring managers, human resources professionals, and candidates.
• Experience using recruiting data and metrics to diagnose barriers, assess strategy effectiveness, and recommend improvements.
• Strong facilitation, consulting, writing, stakeholder engagement, and presentation skills.
• Ability to operate independently in an ambiguous, fast-moving environment while collaborating closely with a small cross-functional team.
• U.S. citizenship and ability to meet government security, suitability, and system-access requirements associated with the position.
• Active SECRET Clearance

Preferred Qualifications

• Experience supporting technical recruiting, workforce strategy, or human capital transformation within the Department of Defense, a Fourth Estate agency, or another federal organization.
• Familiarity with the DoD Cyber Workforce Framework, DoD cyber workforce qualification requirements, or other government technical competency frameworks.
• Experience with federal direct-hire authorities, excepted service hiring, cyber-specific hiring mechanisms, or other specialized talent authorities.
• Experience improving candidate experience, recruiting operations, onboarding, employer branding, or talent acquisition technology and workflows.
• Proficiency with talent intelligence, applicant tracking, sourcing, survey, analytics, or workforce planning platforms.
• Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, AIRS, or a comparable talent acquisition or human capital credential.

Target salary range: $90,000 - $120,000.

The salary range displayed represents the typical salary range for this position and is not a guarantee of compensation. Individual salaries are determined by various factors including, but not limited to location, internal equity, business considerations, client contract requirements, and candidate qualifications, such as education, experience, skills, and security clearances.

Job Locations

US-Remote

LMI is an Equal Opportunity Employer. LMI is committed to the fair treatment of all and to our policy of providing applicants and employees with equal employment opportunities. LMI recruits, hires, trains, and promotes people without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, disability, age, protected veteran status, citizenship status, genetic information, or any other characteristic protected by applicable federal, state, or local law. If you are a person with a disability needing assistance with the application process, please contact [e-mail]
Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.
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