Senior Technical Recruiter & Portfolio Owner

HR Jobs; United States; Remote; USD 95,000 - 150,000; Full time

Job summary

Agile Defense is seeking a Senior Technical Recruiter & Portfolio Owner to manage a portfolio of senior, technical, cleared requisitions and act as a trusted hiring authority across multiple stakeholder groups.

You will coach junior recruiters, improve workflows, and advance diverse finalist slates for cleared talent searches while handling 15–20+ concurrent requisitions in a remote U.S. setting.

Qualifications

• Demonstrated track record independently owning full-cycle recruiting for technical, cleared positions.
• Experience coaching recruiters and improving onboarding or mentorship.
• Ability to manage senior stakeholders across multiple programs and workloads.

Responsibilities

• Own a full portfolio of senior, technical, cleared requisitions and manage every recruiting stage.
• Deliver complex searches independently for senior roles routed by Recruiting Lead.
• Mentor junior recruiters to improve ownership, compliance, and candidate experience.
• Review and improve recruiting processes by identifying workflow gaps and presenting data-backed improvements.
• Leverage AI-assisted recruiting practices to enhance efficiency without replacing human judgment.
• Partner with senior hiring teams quarterly to build diverse, qualified finalist slates.
• Own 15–20+ concurrent requisitions across mid-to-senior technical and programmatic roles.

Skills

Full-cycle recruiting

Stakeholder management

Coaching/mentoring

AI in recruiting

Diversity hiring

Security clearance processes

Hiring strategy

Independent search delivery

Job description

As a Senior Technical Recruiter & Portfolio Owner, you will manage an end-to-end portfolio of senior, technical, cleared requisitions while serving as a trusted hiring authority across multiple stakeholder groups. The role also includes coaching junior recruiters, improving recruiting workflows, and advancing deliberate, diverse finalist slates for cleared talent searches.

Role Overview

You will own a full portfolio of technical, cleared hiring needs typically spanning 15 to 20+ concurrent requisitions. Within the first 90 days, you will take full ownership of a portfolio of technical, cleared requisitions across multiple senior stakeholders, including Program Managers, Directors, and Capture leads. You will build credibility as an authority on hiring cleared technical talent up through TS/SCI with polygraph.

Key Responsibilities

• Own a full portfolio of senior stakeholders throughout the recruiting cycle.
• Deliver complex and sensitive searches independently, including requisitions routed to you by your Recruiting Lead that require strong outcomes without close oversight.
• Mentor and coach junior recruiters on an ongoing basis, including measurable improvement within two quarters in areas such as independent requisition ownership, compliance accuracy, or candidate-experience feedback.
• Review and improve recruiting processes by identifying at least one workflow gap per year, then presenting a well-reasoned recommendation to the Recruiting Lead or Manager using credible, data-backed rationale.
• Maintain and refine your own AI-assisted recruiting practices and share them with Recruiter I and II teammates, focused on improving the human candidate experience rather than replacing it.
• Partner with at least one senior hiring team each quarter to develop and present a deliberate strategy for a more diverse, representative finalist slate without lowering the bar for cleared technical qualification.
• Own a full portfolio, typically 15-20+ concurrent requisitions, for mid-to-senior technical and programmatic roles.

Minimum Requirements

• Demonstrated track record independently owning full-cycle recruiting for technical, cleared positions up through TS/SCI with polygraph.
• Experience coaching recruiters, including a genuine, measurable commitment to helping others grow through informal or formal mentorship.
• Confidence managing multiple senior stakeholders at once, with the ability to push back, advise, and influence hiring decisions when the data indicates it.
• Experience building or meaningfully improving recruiting processes, tools, or workflows, with the ability to partner with hiring managers to implement changes.
• A genuine, demonstrable personal interest in applying AI to recruiting, along with a clear point of view on where automation belongs and where it does not.
• A real, lived belief that diverse slates and diverse interview panels produce better hiring outcomes, supported by specific outcomes you have driven.
• Working knowledge of how federal contract cycles, including recompetes, awards, labor categories, and staffing plans, affect hiring urgency and timing.
• Must be able to obtain and maintain eligibility for clearance requirements below.

Location and Travel

• 100% Remote (U.S.)
• Travel: Minimal / occasional (client sites in the US or Reston, VA / McLean, VA & the DMV region)

Security Clearance

Must be clearable for a U.S. Secret security clearance (minimum).

Core Values

• Happy - Be Infectious
• Helpful - Be Supportive
• Honest - Be Trustworthy
• Humble - Be Grounded
• Hungry - Be Eager
• Hustle - Be Driven

Equal Opportunity and Use of AI in Hiring

• The company may use artificial intelligence (AI) tools to support parts of the hiring process such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information.
• AI tools assist the recruitment team but do not replace human judgment.
• Final hiring decisions are ultimately made by humans.