Four core practices, all built around how federal work actually gets won and executed. Contract recruiting before and after award. Cleared talent for the toughest billets. Executive search for program leaders and senior partners. Surge staffing for the moment a contract drops.
Federal Group Talent Partners runs four practices covering the federal contract talent lifecycle: contract recruiting (pre-award proposal staffing through post-award delivery), cleared talent placement (Public Trust through TS/SCI with full-scope poly), executive search (program executives, capture leads, federal sales leadership), and surge staffing (rapid scale-up against contract award milestones).
Federal contract recruiting that matches contract award timelines. Pre-award proposal staffing builds defensible named-LCAT teams; post-award hiring fills delivery slots in the 30 to 90 days after award; key personnel substitution support handles the moment a billet has to change.
Cleared talent placement from Public Trust through TS/SCI with full-scope polygraph. We verify clearance integrity through approved channels. We never claim clearance levels we have not confirmed.
Retained executive search for federal program leaders. Program executives, capture leads, federal sales leadership, senior delivery partners. Confidentiality, agency-relationship vetting, and culture fit handled with the discretion the work requires.
Surge staffing against contract award milestones. 5 to 50 cleared and uncleared candidates inside 30 to 90 days from award. W-2, 1099, and corp-to-corp arrangements per contract terms.
Position, clearance level, contract context, timeline, fee structure. NDA in place if the engagement is sensitive.
First slate within 48 hours for in-network roles. Each candidate vetted against the position spec, clearance verified.
Confidential submissions, scheduled interviews, offer support, onboarding handoff. 90-day replacement guarantee.
If you have a position to fill, tell us about the role. If you have federal experience, tell us about your background. Same firm, two intake paths.
Generalist firms place across many industries; we place exclusively into federal work. Every recruiter on our team has placed cleared candidates and worked through federal hiring processes including security packages, fair labor standards compliance, and federal subcontractor reporting. Our candidate intake, sourcing, and screening are built around federal-specific signals: clearance level and renewal status, agency familiarity, contract vehicle experience, and federal sponsor relationships.
Both. Contingency arrangements work well for steady-state hiring against named requisitions. Retained engagements work better for executive search, sensitive clearance roles, and pre-award proposal staffing where confidentiality matters. We let the structure of the engagement determine the model rather than the other way around.
Everyone from 8(a) primes hiring their second program manager up through Fortune 500 GovCon primes filling 200-person delivery teams. The throughline is mission alignment, not company size.
