Which Side Are
You Hiring For?
Leadership
Business development, capture, and proposal executives. The people whose job is to win federal work — evaluated by someone who spent eighteen years reading their submissions and sitting across from them in negotiations.
See growth roles →Talent
Cleared machine learning, data, and cloud engineers for federal programs. Sourced by someone with a Harvard master's in IT who also knows whether your contract will actually pay for them.
See technical roles →I Sat Across the Table
From These People
for Eighteen Years.
Every business development lead, capture manager, and proposal team trying to win federal work eventually ends up in front of a Contracting Officer. For eighteen years, that was me. I read their technical volumes. I sat through their orals. I ran the negotiations and I wrote the evaluations.
Most recruiters screen a capture manager on a self-reported win rate, from pursuits nobody outside the company can verify. I evaluated the actual work product — from the side that decided whether it won.
The best capture manager for your next pursuit is usually someone else's capture manager right now.
The genuinely good ones are employed, performing, and nowhere near a job board. They don't apply — they get called. I know which ones they are because I watched them work, and I know the difference between a proposal that won because it was strong and one that won because the competition was weak.
Most people write to the requirement. The good ones write to the evaluation criteria and the scoring sheet the CO is actually holding.
A capture manager who bids everything is expensive. The valuable ones kill bad pursuits early and put the B&P money somewhere it can win.
"I know people at that agency" is easy to claim. I know what an actual working relationship with a program office looks like versus a conference handshake.
Plenty of people list wins they were adjacent to. I can usually tell from how they describe the pursuit whether they ran it or watched it.
- ◆VP / Director of Business Development
- ◆Capture Managers & Capture Directors
- ◆Growth & Strategy Executives
- ◆Agency Account & Portfolio Leads
- ◆Proposal Managers & Directors
- ◆Technical & Past Performance Writers
- ◆Volume Leads & Proposal Coordinators
- ◆Pricing & Cost Volume Analysts
Cleared AI Talent,
Vetted by Someone
Who's Read the Contract.
Federal AI work concentrates at agencies I worked inside — Energy's national labs, HHS and its health data programs, DoD. I hold a Harvard master's in IT, so the technical assessment isn't outsourced to a keyword match.
And because I built labor categories and rate structures from the government side, I can tell you something no technical recruiter can: whether your contract will actually pay for the person you want to hire.
- ◆ML & AI Engineers — model development in accredited environments
- ◆Data Scientists — federal health, energy, and defense analytics
- ◆MLOps Engineers — pipelines that survive an ATO review
- ◆NLP & Computer Vision — document, imagery, and sensor programs
- ◆Cloud Architects — AWS GovCloud, Azure Government, IL4/IL5
- ◆DevSecOps Engineers — pipelines built for federal accreditation
- ◆Data Engineers — pipelines, warehousing, and governance
- ◆FedRAMP & ATO Specialists — the people who get you authorized
Clearance is the gating variable in federal hiring, and it's the one a generalist recruiter treats as a checkbox. We verify status and currency before a candidate reaches your inbox — an expired clearance is a wasted interview loop.
Anyone Can Send
You a Résumé.
The questions that actually matter are whether the person can be billed compliantly on the vehicle funding the role, and whether they're legally allowed to work the account at all. Those are contracts questions wearing a recruiting costume.
Eighteen years inside GSA, IRS, DoD, DOI, HHS, FTC, and Energy — plus a Harvard master's in IT. We know what a GS-14 actually did versus what the résumé claims, and we evaluated these proposals from the side that scored them.
Before you make an offer, we tell you which labor category the candidate maps to, whether the rate is defensible, and whether your contract will pay for them. We build LCATs and rate structures for GSA Schedules every week.
Post-government-employment restrictions under 18 U.S.C. 207 govern what a freshly departed fed can legally touch. Most hiring managers don't know those rules. We check before an offer goes out, not after.
Three Ways to Work
With Us
Same pricing across both practices. Pick the model that matches how much hiring you're actually doing.
What Working With
Us Looks Like
The position, the clearance requirement, the contract or vehicle it's funded under. We come back within 24 hours with a specific proposal — including an honest read on whether the role is fillable at the rate you have.
Before sourcing starts, we confirm the labor category, the rate, and the clearance requirement line up. This is the step that saves you from interviewing four people you can't afford to hire.
Clearance verified and current, technical or capture background assessed, post-employment restrictions checked. Résumés arrive formatted for the way federal evaluators actually read them.
Scheduling, candidate communication, and keeping good people warm through a federal hiring cycle that is almost always slower than the candidate expects.
We support the offer, confirm nothing in the candidate's background creates a contract problem, and stay available through the start date.
Before You Ask
What I'd Read First
If you're doing this yourself, everything I know about hiring these roles is written down and free. Start with the guide.
Tell Us the Role.
We'll Tell You If It's Fillable.
Send the position, the clearance requirement, and the vehicle it's funded under. You'll get an honest read within 24 hours — including when the answer is no.
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