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

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%

Benefits

We are very excited to offer an array of benefit programs for our employees. Internal staff hires working 30 or more hours per week will be offered robust plans including medical, dental, vision, life insurance, accident, LTD, pet discount coverage, legal coverage, identity theft, discount perks, and credit union. Most plans include a generous employer contribution in addition to the employee’s contribution. Eligible employees can enroll with an effective date the first of the month following 60 days of employment. A minimum of 6 paid sick days are offered per year unless part time or covered under a local ordinance that requires a greater number of paid sick days. Paid time off accrues immediately at 2 hours per semi-monthly pay period for full time employees, and a prorated amount for part time employees based on the percentage of a 40 hour work week worked. Accrual increases with tenure at certain anniversary dates. The Company offers 11 paid holidays. The Company also offers a 401k program with an employer match, with employee contributions beginning the month following enrollment.

We are proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, ancestry, color, national origin, age, gender identity or expression, genetic information, marital status, medical condition, disability, protected veteran status, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable federal, state, or local laws. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. Pursuant to applicable state and municipal Fair Chance Laws and Ordinances, we will consider for employment-qualified applicants with arrest and conviction records.

We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. Pursuant to applicable state and municipal Fair Chance Laws and Ordinances, we will consider for employment-qualified applicants with arrest and conviction records.

For Los Angeles, CA applicants: Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

The Know Your Rights poster is available here: Know Your Rights Poster (https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12.pdf)

The pay transparency policy is available here: Pay Transparency Policy (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf)

If you believe, you need a reasonable accommodation in order to search for a job opening or to apply for a position, please contact us by sending an email to accommodationrequest@ain1.com for assistance.
The Company participates in the E-Verify program in certain locations as required by law. Learn more about the E-Verify program.

E-Verify Poster (https://e-verify.uscis.gov/web/media/resourcesContents/E-Verify_Participation_Poster_ES.pdf)

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