How Recruiters Workforce works a requisition
The process below is the same for a single contract requisition and for a retained search.
It is written for the hiring manager who wants to know what happens between sending a requisition and seeing the first submittal, and what will be asked of them along the way.
Two rules apply throughout. Candidates are screened against the requisition as written, so the terms must be stated before sourcing starts. And no candidate is submitted without knowing the employer, the program and the compensation, so a submittal is a candidate who has already said yes to the terms.
The six steps
-
Requisition intake
We take the requisition as the hiring manager wrote it: labor category and title, program or business unit, work location and on-site expectation, clearance level and polygraph, engagement type, rate or salary range, start date and headcount. Where a term is missing we ask before sourcing begins, because a candidate screened against the wrong terms costs everyone a week.
-
Sourcing
Candidates come from the firm's own network of cleared and technical professionals, from referrals, and from direct outreach to people working in the specialty and market in question. Each search is limited to candidates who can meet the location, clearance and start-date terms of the requisition.
-
Screening
Every candidate is interviewed by phone or video before submittal. We confirm work history, the technical scope of recent roles, certifications, salary or rate expectations and availability. For cleared roles we record the eligibility level, the date of the last investigation or enrollment in continuous vetting, the sponsoring agency, and any polygraph.
Clearance details are self-reported at this stage. Your facility security officer confirms eligibility in the government system of record before the candidate is granted access; a private recruiting firm has no access to that system.
-
Submittal
You receive a résumé and a one-page summary that maps the candidate to the requisition line by line: clearance, location, skills, certifications, rate or salary, start date, and anything that needs discussion. Candidates are told which company and program they are being submitted to, and nobody is submitted without their agreement.
-
Interviews and offer
We schedule interviews around program calendars, collect feedback the same day where possible, and carry the rate or salary negotiation so that the written offer arrives at a number both sides have already accepted in principle.
-
Start and follow-up
For contract and contract-to-hire engagements the worker is employed on a W-2 basis by Recruiters Workforce, or works corp-to-corp through their own entity, with timekeeping and invoicing set up before the start date. For direct hire we stay in contact through the first weeks and act on any concern the hiring manager raises.
What we ask of hiring managers
- A requisition with the terms stated, or twenty minutes on the phone to settle them.
- Interview feedback within two business days of each interview, so that candidates in other processes are not lost.
- A decision on the engagement model and the compensation basis before the first submittal, in writing.
- Early notice when a program's funding, clearance requirement or start date changes, so that candidates can be told the truth.
What the firm does and does not do
Recruiters Workforce recruits, screens and submits candidates, negotiates offers, and, on contract engagements, employs the worker on a W-2 basis or contracts corp-to-corp. It does not hold a facility clearance, does not sponsor or process clearance investigations, does not hold contract vehicles or set-aside status, and is not affiliated with or endorsed by any government agency. Clearance eligibility is determined by the federal government and verified by the employer's security office.
Questions about the process
How many candidates are submitted for one requisition?
As many as meet the terms, and no more. A hiring manager who receives eight résumés for one seat has been given a sourcing problem to solve. The submittal summary exists so that a small number of candidates, each screened against every term, can be interviewed quickly.
Does the firm recruit outside the metro areas listed on the site?
Yes. The metro pages describe the markets where cleared and technical hiring concentrates, but a requisition in any city or state in the United States is worked in the same way. Remote positions are sourced nationwide within the citizenship, clearance and time-zone limits the requisition sets.