Security Clearance Recruiting: The Ultimate Guide for Government Contractors
- Digit Drip
- Jun 14
- 1 min read
Government contractors face a unique challenge: finding qualified professionals with active security clearances. With only 17% of cybersecurity candidates possessing the necessary clearances, strategic recruiting becomes essential.
Understanding Security Clearances:
Confidential: Basic level, 6-month processing
Secret: Mid-level, 12-month processing
Top Secret: High-level, 18+ month processing
TS/SCI: Highest level, 24+ month processing
The Cleared Talent Challenge: Current market conditions create a perfect storm: federal hiring constraints, increased contractor reliance, and lengthy clearance processing times. Security-cleared professionals now command 35-45% salary premiums over non-cleared counterparts.
Winning Strategies:
Pipeline Development: Maintain relationships with cleared professionals before you need them
Clearance Sponsorship: Invest in promising candidates with 18+ month timelines
Retention Focus: Implement specialized retention programs for cleared staff
Geographic Targeting: Focus on DC Metro area where cleared professionals concentrate
Working with Specialists: Successful government contractors partner with recruiting firms that understand the clearance process, maintain cleared candidate networks, and can predict clearance approval likelihood.
Assessment Considerations:
Technical competency verification
Security awareness and discretion
Willingness to undergo background investigations
Geographic flexibility for government sites
The key to success in cleared recruiting isn't just finding available candidates—it's building relationships within the cleared community and understanding the unique requirements of government contracting work.
Need cleared professionals? Koger Talent's 78% success rate for security-cleared positions helps contractors build mission-ready teams faster.
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