Senior Technical Recruiter & Portfolio Owner
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes: About Agile Defense (company description) maybe "About the role" is not explicit but we have "Why This Role Exists", "Performance Objectives — What Success Requires", "What Success Looks Like", "Your Scope & Environment", "What You Bring", "Clearance, Location & Travel", "Our Core Values". Also "Equal Opportunity Employer..." is boilerplate to remove. Also AI usage note maybe not needed? It's not boilerplate but maybe considered legal? It's about AI usage in hiring process; might be considered boilerplate but it's specific. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The AI usage note is not exactly EEO but could be considered legal? It's about data processing; might be considered legal boilerplate. Safer to remove it. Also "Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities" remove.
We need to preserve substantive info. Use for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to decide sections: About the role (maybe combine "Why This Role Exists" and description). Responsibilities (Performance Objectives). Requirements/Qualifications (What You Bring). Skills maybe not separate. Benefits? Not explicit; there is no benefits listed. Pay? Not explicit. Schedule? Not explicit (location remote, travel minimal). Could include Schedule? Not given. So we should not create those sections unless content present.
Thus sections: About the role (maybe "About Agile Defense" and "Why This Role Exists"?). Could have heading "About the role". Under that we put prose describing role existence.
Responsibilities: from Performance Objectives bullet list (the outcomes). Those are not duties but objectives; still we can treat as responsibilities list.
Requirements/Qualifications: from "What You Bring" bullet list.
Scope & Environment maybe could be part of About the role or separate? Could be "Scope & Environment". But we only have headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could map Scope & Environment to About the role or maybe not needed. Could include as part of About the role.
Clearance, Location & Travel could be part of Requirements? Or maybe as separate? Not in list. Could embed in Requirements.
We need to avoid creating sections with filler. So we will include sections that have content: About the role, Responsibilities, Requirements (maybe also Qualifications). Since Requirements and Qualifications are similar, we could combine into one section "Requirements". Or we could have both if content distinct. The "What You Bring" includes both requirements and qualifications. We'll put under Requirements.
We should not repeat job title as heading.
We need to preserve all substantive info: company description, why role exists, performance objectives (list), success look like (timeline), scope & environment, what you bring, clearance location travel, core values.
We need to format as HTML.
Let's craft:
About the role
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next. Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.
Why This Role Exists: Senior Technical Recruiter is where portfolio ownership becomes the job. Agile Defense needs experienced recruiters who can own a full portfolio of technical, cleared requisitions and the senior stakeholders behind them — Program Managers, Directors, Capture leads — end-to-end, while coaching and raising the floor for the Recruiter I's and II's around them. This is the senior individual-contributor delivery seat on the team: the recruiter other people's hardest searches get routed to, and the proving ground for anyone interested in the operational or people-leadership track that follows — Recruiting Lead or Recruiting Manager.
Maybe also include Scope & Environment within About the role? Could add another paragraph.
Responsibilities
- Own a full portfolio of senior stakeholders. Within 90 days, take full ownership of a portfolio of technical, cleared requisitions spanning multiple senior stakeholders (Program Managers, Directors, Capture leads), and become a trusted authority on hiring cleared technical talent up through TS/SCI with polygraph.
- Mentor and coach junior recruiters. On an ongoing basis, mentor Recruiter I and II team members, with at least one showing a measurable improvement in independent req ownership, compliance accuracy, or candidate-experience feedback within two quarters of your coaching.
- Recommend and contribute to process improvement. Identify at least one process or workflow gap per year and bring a concrete, well-reasoned recommendation to your Recruiting Lead or Manager — with the credibility and data to make the case.
- Deliver consistently on the hardest searches. Be a recruiter your Recruiting Lead routes complex or sensitive requisitions to, and deliver strong outcomes on them without needing close oversight.
- Model AI-enabled, human-led recruiting. Maintain and refine your own AI-assisted practices, and actively share them with Recruiter I and II teammates — always in service of a better human experience, not a replacement for it.
- Champion diverse, qualified slates. Each quarter, partner with at least one senior hiring team to build and present a deliberate strategy for a more diverse, representative finalist slate — without lowering the bar for cleared, technical qualification.
What Success Looks Like
First 90 Days: You've absorbed your portfolio, built credibility with senior stakeholders, and are operating independently across the full complexity range, including TS/SCI and polygraph searches.
First 6 Months: At least one recruiter you're coaching is noticeably more capable than when you started, and you've brought at least one credible process recommendation forward.
First 12 Months: You're a recruiter your Recruiting Lead or Manager routes the hardest, most senior, or most sensitive reqs to — and you're ready to consider whether your next step is deeper portfolio ownership, a Recruiting Lead track leading a program or workstream beyond delivery, or people management.
Maybe we could treat this as part of Responsibilities? But it's separate "What Success Looks Like". Could be its own section but not in allowed headings list. Allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. "What Success Looks Like" is not in list. Should we map it to Responsibilities? Might be okay to incorporate into Responsibilities as prose. But the instruction: Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., meaning those are examples, not exclusive? It says "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect those headings only. So we should restrict to those headings. So we need to fit all content under those headings.
Thus we need to map content:
- About the role: company description, why role exists, scope & environment, maybe core values? Core values maybe part of About the role.
- Responsibilities: performance objectives (the outcomes) and maybe success look like? Could be part of responsibilities.
- Requirements/Qualifications: what you bring, clearance, location, travel.
- Skills: maybe not needed; we could omit if no specific skill list.
- Benefits, Pay, Schedule: only include if present. There is no explicit benefits, pay, schedule. So we should not include those sections.
Thus we will output sections: About the role, Responsibilities, Requirements (maybe also Qualifications? Could combine). We'll not include Skills, Benefits, Pay, Schedule.
We need to ensure we don't create empty sections.
Let's craft About the role:
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next. Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.
Why This Role Exists: Senior Technical Recruiter is where portfolio ownership becomes the job. Agile Defense needs experienced recruiters who can own a full portfolio of technical, cleared requisitions and the senior stakeholders behind them — Program Managers, Directors, Capture leads — end-to-end, while coaching and raising the floor for the Recruiter I's and II's around them. This is the senior individual-contributor delivery seat on the team: the recruiter other people's hardest searches get routed to, and the proving ground for anyone interested in the operational or people-leadership track that follows — Recruiting Lead or Recruiting Manager.
Scope & Environment: You'll report to the VP of Talent Acquisition and own a full portfolio — typically 15-20+ concurrent requisitions — for mid-to-senior technical and programmatic roles, working alongside the Recruiter I/II teammates you help develop and partnering closely with HR, Security/Facility Security Officers (FSO), compensation, and contracts staff. Expect real ownership of the relationships that matter most to a program's success, and real influence over how the team works — without yet carrying the org-wide program-building, prioritization, or escalation responsibilities that define a Recruiting Lead.
Core Values: Agile Defense’s culture is defined by the 6Hs — Happy, Helpful, Honest, Humble, Hungry, Hustle — guiding everything we do.
Now Responsibilities: Use the performance objectives list.
We could also include the success look like as part of responsibilities? Might be okay to add as a paragraph after list.
But we can keep responsibilities as the list of objectives. The success look like could be considered part of responsibilities as expectations. We'll add a paragraph after list: "What Success Looks Like" as prose.
Thus:
Responsibilities
- Own a full portfolio of senior stakeholders. Within 90 days, take full ownership of a portfolio of technical, cleared requisitions spanning multiple senior stakeholders (Program Managers, Directors, Capture leads), and become a trusted authority on hiring cleared technical talent up through TS/SCI with polygraph.
- Mentor and coach junior recruiters. On an ongoing basis, mentor Recruiter I and II team members, with at least one showing a measurable improvement in independent req ownership, compliance accuracy, or candidate-experience feedback within two quarters of your coaching.
- Recommend and contribute to process improvement. Identify at least one process or workflow gap per year and bring a concrete, well-reasoned recommendation to your Recruiting Lead or Manager — with the credibility and data to make the case.
- Deliver consistently on the hardest searches. Be a recruiter your Recruiting Lead routes complex or sensitive requisitions to, and deliver strong outcomes on them without needing close oversight.
- Model AI-enabled, human-led recruiting. Maintain and refine your own AI-assisted practices, and actively share them with Recruiter I and II teammates — always in service of a better human experience, not a replacement for it
- for any list of duties/requirements/benefits. Use
for prose. We need to decide sections: About the role (maybe combine "Why This Role Exists" and description). Responsibilities (Performance Objectives). Requirements/Qualifications (What You Bring). Skills maybe not separate. Benefits? Not explicit; there is no benefits listed. Pay? Not explicit. Schedule? Not explicit (location remote, travel minimal). Could include Schedule? Not given. So we should not create those sections unless content present. Thus sections: About the role (maybe "About Agile Defense" and "Why This Role Exists"?). Could have heading "About the role". Under that we put prose describing role existence. Responsibilities: from Performance Objectives bullet list (the outcomes). Those are not duties but objectives; still we can treat as responsibilities list. Requirements/Qualifications: from "What You Bring" bullet list. Scope & Environment maybe could be part of About the role or separate? Could be "Scope & Environment". But we only have headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could map Scope & Environment to About the role or maybe not needed. Could include as part of About the role. Clearance, Location & Travel could be part of Requirements? Or maybe as separate? Not in list. Could embed in Requirements. We need to avoid creating sections with filler. So we will include sections that have content: About the role, Responsibilities, Requirements (maybe also Qualifications). Since Requirements and Qualifications are similar, we could combine into one section "Requirements". Or we could have both if content distinct. The "What You Bring" includes both requirements and qualifications. We'll put under Requirements. We should not repeat job title as heading. We need to preserve all substantive info: company description, why role exists, performance objectives (list), success look like (timeline), scope & environment, what you bring, clearance location travel, core values. We need to format as HTML. Let's craft:
About the role
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next. Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.
Why This Role Exists: Senior Technical Recruiter is where portfolio ownership becomes the job. Agile Defense needs experienced recruiters who can own a full portfolio of technical, cleared requisitions and the senior stakeholders behind them — Program Managers, Directors, Capture leads — end-to-end, while coaching and raising the floor for the Recruiter I's and II's around them. This is the senior individual-contributor delivery seat on the team: the recruiter other people's hardest searches get routed to, and the proving ground for anyone interested in the operational or people-leadership track that follows — Recruiting Lead or Recruiting Manager.
Maybe also include Scope & Environment within About the role? Could add another paragraph.Responsibilities
- Own a full portfolio of senior stakeholders. Within 90 days, take full ownership of a portfolio of technical, cleared requisitions spanning multiple senior stakeholders (Program Managers, Directors, Capture leads), and become a trusted authority on hiring cleared technical talent up through TS/SCI with polygraph.
- Mentor and coach junior recruiters. On an ongoing basis, mentor Recruiter I and II team members, with at least one showing a measurable improvement in independent req ownership, compliance accuracy, or candidate-experience feedback within two quarters of your coaching.
- Recommend and contribute to process improvement. Identify at least one process or workflow gap per year and bring a concrete, well-reasoned recommendation to your Recruiting Lead or Manager — with the credibility and data to make the case.
- Deliver consistently on the hardest searches. Be a recruiter your Recruiting Lead routes complex or sensitive requisitions to, and deliver strong outcomes on them without needing close oversight.
- Model AI-enabled, human-led recruiting. Maintain and refine your own AI-assisted practices, and actively share them with Recruiter I and II teammates — always in service of a better human experience, not a replacement for it.
- Champion diverse, qualified slates. Each quarter, partner with at least one senior hiring team to build and present a deliberate strategy for a more diverse, representative finalist slate — without lowering the bar for cleared, technical qualification.
What Success Looks Like
First 90 Days: You've absorbed your portfolio, built credibility with senior stakeholders, and are operating independently across the full complexity range, including TS/SCI and polygraph searches.
First 6 Months: At least one recruiter you're coaching is noticeably more capable than when you started, and you've brought at least one credible process recommendation forward.
First 12 Months: You're a recruiter your Recruiting Lead or Manager routes the hardest, most senior, or most sensitive reqs to — and you're ready to consider whether your next step is deeper portfolio ownership, a Recruiting Lead track leading a program or workstream beyond delivery, or people management.
Maybe we could treat this as part of Responsibilities? But it's separate "What Success Looks Like". Could be its own section but not in allowed headings list. Allowed headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. "What Success Looks Like" is not in list. Should we map it to Responsibilities? Might be okay to incorporate into Responsibilities as prose. But the instruction: Usefor section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., meaning those are examples, not exclusive? It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect those headings only. So we should restrict to those headings. So we need to fit all content under those headings. Thus we need to map content: - About the role: company description, why role exists, scope & environment, maybe core values? Core values maybe part of About the role. - Responsibilities: performance objectives (the outcomes) and maybe success look like? Could be part of responsibilities. - Requirements/Qualifications: what you bring, clearance, location, travel. - Skills: maybe not needed; we could omit if no specific skill list. - Benefits, Pay, Schedule: only include if present. There is no explicit benefits, pay, schedule. So we should not include those sections. Thus we will output sections: About the role, Responsibilities, Requirements (maybe also Qualifications? Could combine). We'll not include Skills, Benefits, Pay, Schedule. We need to ensure we don't create empty sections. Let's craft About the role:
At Agile Defense we know that action defines the outcome and new challenges require new solutions. That’s why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next. Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility—leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation’s vital interests.
Why This Role Exists: Senior Technical Recruiter is where portfolio ownership becomes the job. Agile Defense needs experienced recruiters who can own a full portfolio of technical, cleared requisitions and the senior stakeholders behind them — Program Managers, Directors, Capture leads — end-to-end, while coaching and raising the floor for the Recruiter I's and II's around them. This is the senior individual-contributor delivery seat on the team: the recruiter other people's hardest searches get routed to, and the proving ground for anyone interested in the operational or people-leadership track that follows — Recruiting Lead or Recruiting Manager.
Scope & Environment: You'll report to the VP of Talent Acquisition and own a full portfolio — typically 15-20+ concurrent requisitions — for mid-to-senior technical and programmatic roles, working alongside the Recruiter I/II teammates you help develop and partnering closely with HR, Security/Facility Security Officers (FSO), compensation, and contracts staff. Expect real ownership of the relationships that matter most to a program's success, and real influence over how the team works — without yet carrying the org-wide program-building, prioritization, or escalation responsibilities that define a Recruiting Lead.
Core Values: Agile Defense’s culture is defined by the 6Hs — Happy, Helpful, Honest, Humble, Hungry, Hustle — guiding everything we do.
Now Responsibilities: Use the performance objectives list. We could also include the success look like as part of responsibilities? Might be okay to add as a paragraph after list. But we can keep responsibilities as the list of objectives. The success look like could be considered part of responsibilities as expectations. We'll add a paragraph after list: "What Success Looks Like" as prose. Thus:Responsibilities
- Own a full portfolio of senior stakeholders. Within 90 days, take full ownership of a portfolio of technical, cleared requisitions spanning multiple senior stakeholders (Program Managers, Directors, Capture leads), and become a trusted authority on hiring cleared technical talent up through TS/SCI with polygraph.
- Mentor and coach junior recruiters. On an ongoing basis, mentor Recruiter I and II team members, with at least one showing a measurable improvement in independent req ownership, compliance accuracy, or candidate-experience feedback within two quarters of your coaching.
- Recommend and contribute to process improvement. Identify at least one process or workflow gap per year and bring a concrete, well-reasoned recommendation to your Recruiting Lead or Manager — with the credibility and data to make the case.
- Deliver consistently on the hardest searches. Be a recruiter your Recruiting Lead routes complex or sensitive requisitions to, and deliver strong outcomes on them without needing close oversight.
- Model AI-enabled, human-led recruiting. Maintain and refine your own AI-assisted practices, and actively share them with Recruiter I and II teammates — always in service of a better human experience, not a replacement for it