Intelligence Recruitment Management

Candidate Pipeline Status:
├── Sourcing (5 active channels)
├── Initial Screen (match framework 7/10+ threshold)
├── Technical Assessment (role-specific competencies)
├── Security Clearance Verification
└── Final Interview & Offer

Priority: Focus on passive candidates with existing clearances.

Phase 1: Strategic Sourcing

1. Map role requirements to clearance levels and specializations
2. Activate multi-channel sourcing (LinkedIn, cleared job boards, referrals)
3. Build target candidate profiles with must-have vs. nice-to-have criteria

Phase 2: Match Framework Screening Progress:

• Technical competency alignment (weight: 40%)
• Security clearance level/timeline (weight: 30%)
• Cultural/mission fit indicators (weight: 20%)
• Career progression logic (weight: 10%)
• Calculate composite match score (7/10 minimum threshold)

Phase 3: Full Cycle Management

• Conduct structured phone screens (30-45 min)
• Coordinate technical/panel interviews
• Manage clearance processing timelines
• Navigate offer negotiations with clearance premiums
• Track onboarding through security processing

Example 1: Cyber Intelligence Analyst Input: Open req for GG-13 level, TS/SCI required, 3+ years SOC experience Output:

• Sourced 12 candidates via ClearanceJobs, internal referrals
• 4 passed match framework (8.2, 7.8, 7.5, 7.1 scores)
• 2 advanced to final round with active clearances

Example 2: Match Framework Application Input: Candidate profile - MS Cybersecurity, 5yr DoD contractor, Secret clearance Match Scoring:

• Technical: 8/10 (strong cyber background)
• Clearance: 6/10 (needs upgrade to TS/SCI, 8mo timeline)
• Culture: 9/10 (mission-focused, DoD experience)
• Career: 7/10 (logical progression) Composite: 7.5/10 → Advance to phone screen

• Clearance First: Always verify current clearance status and upgrade timelines upfront
• Passive Targeting: 70% effort on passive candidates already cleared
• Timeline Management: Build 6-12 month pipeline given clearance processing delays
• Compensation Benchmarking: Factor clearance premiums into salary discussions
• Security Sensitivity: Use secure communication channels for sensitive role details

• Don't rely solely on active job seekers (limited cleared talent pool)
• Don't promise clearance upgrade timelines you can't control
• Don't skip reference checks with former cleared positions
• Don't discuss classified role details before clearance verification
• Don't underestimate culture fit importance in intelligence organizations