Government Recruiter

SUMMARY OF RESPONSIBILITIES:
The Government Recruiter is responsible for full-cycle recruiting activities supporting the U.S. Department of State Passport Services program. This position manages sourcing, recruiting, screening, and hiring activities across multiple passport processing locations while ensuring compliance with client, contractual, and company requirements.

The Government Recruiter serves as a strategic talent advisor and workforce partner, developing and maintaining candidate pipelines to support high-volume staffing demands, service-level commitments, and program growth. This role requires a strong sense of urgency, exceptional attention to detail, and the ability to manage multiple priorities while navigating government-specific hiring requirements, background screening processes, and pre-employment procedures.

The Government Recruiter partners closely with Operations, Employee Relations, Compliance, Payroll, Onboarding, and Program Leadership to facilitate a seamless candidate experience and ensure qualified candidates progress efficiently from initial sourcing through offer acceptance and first-day readiness.

DESCRIPTION OF ESSENTIAL DUTIES AND FUNCTIONS (each duty and function listed indicates % of time):

• Full Lifecycle Recruiting 80%
  
  • Manage the full-cycle recruiting process from requisition intake through offer acceptance, partnering closely with the Employee Relations Coordinator to ensure a seamless, timely, and efficient onboarding experience for new hires. 85%
  • Recruit for high-volume positions supporting Passport Acceptance Facilities and Passport Processing Centers. 80%
  • Conduct phone screens, structured interviews, reference checks, and candidate assessments to evaluate qualifications, experience, and overall fit for the position. 80%
  • Present qualified, thoroughly vetted candidates to hiring managers within established hiring timelines. 20%
  • Maintain consistent and timely communication with candidates throughout the recruitment process. 20%
  • Drive candidate engagement and offer acceptance while proactively identifying and addressing potential issues that could result in candidate fall-off or delayed starts. 10%
  • Drive offer acceptance and candidate engagement to minimize fallout. 10%
• Sourcing and Talent Pipeline Development 80%
  
  • Develop proactive talent pipelines for anticipated and ongoing hiring needs. 40%
  • Source candidates through job boards, social media, employee referrals, community outreach, networking events, and workforce development partnerships. 50%
  • Utilize Boolean searches, recruitment marketing campaigns, and database mining techniques. 50%
  • Build and maintain talent communities to support future hiring requirements. 10%
  • Develop sourcing strategies for hard-to-fill and critical operational positions. 10%
• Government Hiring and Compliance 90%
  
  • Ensure adherence to Department of State contract requirements, client hiring standards, and policies and procedures. 100%
  • Partner with the Employee Relations Coordinator to support the timely completion of pre-employment requirements, including background screening, employment and eligibility verification, and credential collection. 70%
  • Partner with Compliance and Employee Relations teams to address onboarding issues and hiring exceptions. 25%
  • Maintain complete, accurate, and audit-ready recruiting documentation and candidate records in accordance with established requirements. 100%
• Stakeholder Partnership 10%
  
  • Partner closely with Passport Services operational leadership to understand workforce demands and hiring priorities. 10%
  • Participate in workforce planning discussions and staffing forecasts. 10%
  • Provide market intelligence related to candidate availability, wage trends, and recruiting challenges. 10%
  • Recommend solutions to improve hiring speed, candidate quality, and retention outcomes. 10%
• Reporting and Analytics 50%
  
  • Maintain accurate, timely, and complete candidate and recruiting activity within the applicant tracking system and applicable candidate trackers. 70%
  • Track and monitor key recruiting metrics, including 30%:
    
    • Time to fill
    • Time to submit
    • Candidate conversion rates
    • Offer acceptance rates
    • Offer to start conversion rates
    • Candidate fall-off rates
    • 30/60/90-Day Retention
    • Turnover trends and reasons
  • Provide regular recruiting status updates to leadership. 5%
• Continuous Improvement 20%
  
  • Identify opportunities to improve recruiting processes, candidate experience, hiring efficiency, and onboarding effectiveness. 10%
  • Analyze recruiting trends to identify gaps in the recruiting process, hiring challenges, candidate fall off, and opportunities for improvement. 20%
  • Participate in recruiting projects, hiring events, job fairs, and community outreach initiatives. 20%
  • Stay current on recruiting trends, sourcing techniques, labor market conditions, and new talent acquisition practices. 10%
  • Support implementation of recruiting technologies, automation tools, and AI-enabled sourcing strategies. 20%

MARGINAL FUNCTIONS (each function listed indicates % of time):

• As needed — Other job-related duties as assigned. Any additional time for marginal functions is included within the allocations above and may vary with business needs.
• Other job-related duties as assigned

REQUIRED QUALIFICATIONS:

• Experience
  • 3+ years of recruiting experience, preferably in staffing, workforce solutions, government programs, or high-volume recruiting environments.
  • Proven success managing full-cycle recruiting responsibilities.
  • Experience sourcing and recruiting large candidate populations while meeting aggressive hiring goals.
  • Experience supporting onboarding activities and new hire readiness processes preferred.
• Government Experience Preferred
  • Experience supporting Federal Government, SLED (State, Local, and Education), or government-contracted staffing programs preferred.
  • Familiarity with background screening requirements, employment eligibility procedures, and government workforce compliance standards preferred.
• Technical Skills
  • Experience using applicant tracking systems, CRM platforms, and sourcing tools.
  • Strong proficiency in Microsoft Office, including Excel, Outlook, Teams, and Word.
  • Experience with recruitment marketing tools, Boolean search techniques, and digital sourcing platforms.

CORE COMPETENCIES:

• Full-cycle Recruiting
• Talent Acquisition Strategy
• High-Volume Recruiting
• Candidate Assessment
• Workforce Planning
• Government Compliance Awareness
• Relationship Management
• Communication and Presentation Skills
• Attention to Detail
• Problem Solving
• Time Management
• Process Improvement

KEY PERFORMANCE INDICATORS (KPIs):

• Time-to-fill
• Time-to-submit
• Fill ratio
• Candidate quality scores
• Offer acceptance rate
• Start percentage
• New hire retention
• Recruiter productivity
• Candidate satisfaction
• Compliance accuracy
• Hiring manager satisfaction

SUCCESS PROFILE:
A successful Government Recruiter is highly organized, relationship-driven, and energized by operating in a fast-paced, service-focused environment. This individual excels at building talent pipelines, managing high-volume hiring initiatives, navigating compliance requirements, and delivering exceptional candidate experiences while ensuring the DOS Passport Services program maintains a fully staffed and high-performing workforce.

SUPERVISION EXERCISED/ OF STAFF:

• N/A

LANGUAGE/COMMUNICATION SKILLS (written & verbal):
Strong written and verbal communication skills to engage candidates, conduct screening and structured interviews, present qualified candidates to hiring managers, collaborate with internal partners, and provide clear recruiting updates to leadership.

COMPUTER/SYSTEM SKILLS REQUIREMENTS:
Applicant tracking systems (ATS), CRM platforms, candidate trackers, Microsoft Excel, Outlook, Teams, Word, job boards, digital sourcing platforms, recruitment marketing tools, Boolean search techniques, and recruiting technology/automation tools.

SKILLS REQUIREMENTS:
Full-cycle and high-volume recruiting; talent acquisition strategy; candidate assessment; workforce planning; government compliance awareness; relationship management; communication and presentation; attention to detail; problem solving; time management; process improvement; and candidate engagement.

CERTIFICATES, LICENSES, REGISTRATION REQUIREMENTS:
N/A

WORK ENVIRONMENT/ PHYSICAL OR MENTAL ABILITIES:
The demands described here are representative of those that must be met by the employee to successfully perform the essential functions of the job with or without reasonable accommodation.

MENTAL DEMANDS (list below indicates % of time):

• 100% — Concentration, decision-making, communication, organization, attention to detail, problem solving, and managing competing priorities are required throughout the workday.
• Frequent candidate assessment, documentation review, analysis of recruiting metrics, and coordination with stakeholders.

PHYSICAL DEMANDS (list below indicates % of time):

• Stand: Occasional (estimated 0–10%).
• Sit: Frequent / most of the workday (estimated 80–90%).
• Squat: Not expected to be routine; occasional as needed.
• Walk: Occasional, depending on onsite work or hiring events (estimated 0–10%).
• Bend: Not expected to be routine; occasional as needed.
• Repetitive Motion: Frequent computer and keyboard use (estimated 60–80%).
• Climb: Not expected to be routine; occasional as needed.
• Twist: Not expected to be routine; occasional as needed.
• Operate Equipment: Standard computer, phone, and office equipment as needed.
• Air and other public transportation Business Travel: As required for program needs
• Driving: As required for onsite work or events
• Lifting (lbs): 10
  
  • Percentage of time Low Lifting: 5%
  • Percentage of time High Lifting: 0%
• Carrying (lbs): 10
  
  • Percentage of time Carrying: 5%
  • Percentage of time Carrying: 0%