Senior Technical Recruiter & Portfolio Owner

About Agile Defense

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.
Performance Objectives — What Success Requires

These are the outcomes that define success in this seat over your first year. They are not a list of duties — they are the results you'll be measured against.

- 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.

Your 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), co