Lead, Recruiter and Talent Acquisition

Description

Morgan 6 “M6” is a Service-Disabled Veteran-Owned Small Business (SDVOSB) and SBA-certified HUBZone company headquartered in Charleston, SC. We deliver expert talent with high-demand, low-density skill sets to support critical U.S. Government missions in areas such as special operations, intelligence, cybersecurity, agile development, and IT support.

Most importantly, we are — and we support — Warriors First.

M6 Core Values – HEROIC

• •Honor – Act with integrity and truthfulness.
• •Excellence – Strive for quality in all we do.
• •Resourcefulness – Innovate and embrace change.
• •One Team – Stand together and treat each other with respect.
• •Iron Sharpens Iron – Encourage personal and professional growth.
• •Castle Defense – Protect the resources entrusted to us.

This is a hands-on talent acquisition leadership role responsible for supporting Morgan 6’s immediate hiring needs while building the talent pipelines necessary for future growth. The Lead, Talent Acquisition will own full-cycle recruiting across the organization and proactively develop candidate pipelines for active contracts, anticipated awards, proposals, recompetes, and emerging business opportunities.

The position will partner closely with M6 leadership, Program Management, Growth, technical leads, and hiring managers to anticipate workforce needs and ensure qualified talent is identified before staffing requirements become critical. The role requires someone who understands the pace and complexity of federal contracting and can effectively balance immediate vacancies with longer-term recruiting priorities, including cleared and specialized positions, contingent hires, and proposal-driven staffing requirements.

The ideal candidate is a proactive recruiter and trusted talent advisor who can independently drive recruiting efforts, build relationships with high-quality candidates, and help M6 develop a scalable talent acquisition capability as the company continues to grow.

Full-Cycle Recruiting

• •Own the recruiting lifecycle from requisition development through accepted offer.
• •Partner with hiring managers to define position requirements, labor categories, qualifications, compensation, and hiring timelines.
• •Develop and maintain job descriptions and requisitions.
• •Source, screen, interview, and qualify candidates.
• •Coordinate interviews and partner with the VP, People & Culture on hiring decisions.
• •Maintain consistent candidate communication throughout the recruiting process.
• •Support offer development, negotiation, acceptance, and transition into onboarding.
• •Deliver a professional candidate experience representative of Morgan 6 values.

Contract & Cleared Recruiting

• •Recruit personnel supporting DoD, Intelligence Community, and other federal customers.
• •Source candidates with Secret, TS, TS/SCI, SCI eligibility, and other required clearances.
• •Evaluate candidates against contract labor categories, education requirements, certifications, years of experience, and customer-specific qualifications.
• •Support rapid staffing requirements following contract awards and during contract transitions.
• •Develop pipelines for difficult-to-fill technical, intelligence, operational, and program management positions.

Proposal & Growth Recruiting

• •Partner directly with the M6 Growth team to understand the opportunity pipeline and anticipated staffing requirements.
• •Support proposal efforts by identifying and qualifying key personnel and contingent hires.
• •Build candidate pipelines before contract award to reduce staffing and transition risk.
• •Develop recruiting strategies for recompetes, new contract pursuits, OTAs, CSOs, IDIQ task orders, and other growth opportunities.
• •Maintain relationships with qualified candidates who may support future opportunities.
• •Provide recruiting input during capture and proposal development regarding labor availability, compensation, qualifications, and staffing risk.
• •Assist with letters of commitment, contingent offer letters, resumes, and other proposal staffing documentation when required.

Talent Pipeline Development

• •Build long-term candidate pipelines aligned with M6’s core markets and capabilities.
• •Establish talent communities around recurring and high-value labor categories.
• •Develop sourcing strategies using LinkedIn Recruiter, job boards, professional networks, referrals, cleared candidate databases, and direct outreach.
• •Build and maintain relationships with qualified candidates, including when an immediate vacancy does not exist.
• •Develop and manage an employee referral strategy.
• •Maintain awareness of market compensation and talent availability for priority skill sets.

Recruiting Operations

• •Serve as the lead owner of M6 recruiting workflows and the Applicant Tracking System (ATS).
• •Maintain accurate tracking of requisitions, candidates, interviews, offers, contingent hires, and pipeline candidates.
• •Establish repeatable recruiting processes and standards across the organization.
• •Develop recruiting dashboards and provide leadership visibility into open requisitions, priority vacancies, candidate pipelines, proposal and contingent candidates, time-to-fill, offer acceptance, staffing risks, and upcoming contract requirements.
• •Ensure recruiting practices comply with applicable employment, EEO, federal contracting, and company requirements.

Talent Acquisition Leadership

• •Serve as M6’s primary recruiting advisor to company leadership.
• •Establish and continuously improve M6’s overall recruiting strategy.
• •Prioritize recruiting activity based on contract execution requirements and company growth objectives.
• •Develop workforce plans supporting anticipated contract awards and strategic pursuits.
• •Recommend recruiting tools, platforms, processes, and investments.
• •Develop scalable recruiting processes as Morgan 6.

Requirements

• •5+ years of full-cycle recruiting or talent acquisition experience in a government contracting environment.
• •Demonstrated ability to independently manage multiple concurrent recruiting requirements.
• •Strong candidate sourcing and direct-recruiting experience.
• •Experience recruiting technical and professional personnel.
• •Experience partnering directly with hiring managers and senior leadership.
• •Experience with Applicant Tracking Systems (ATS) and recruiting platforms.
• •Strong working knowledge of LinkedIn Recruiter and other sourcing tools.
• •Excellent written and verbal communication skills.
• •Strong organizational and prioritization skills.
• •Ability to operate independently in a fast-moving, growth-oriented environment.
• •U.S. citizenship required due to the nature of M6’s government contracting work.

Preferred Qualifications

• •Defense, Intelligence Community, federal contracting, or national security recruiting experience.
• •Demonstrated experience recruiting cleared personnel.
• •Experience with proposal recruiting and contingent hiring.
• •Experience supporting contract transitions and rapid staffing following contract award.
• •Understanding of federal contract labor categories and minimum qualification requirements.
• •Experience supporting proposals, capture teams, and business development organizations.
• •Experience recruiting intelligence professionals, data scientists and analysts, software and full-stack engineers, cloud and infrastructure engineers, cybersecurity professionals, program and project managers, and technical SMEs.
• •Experience with Paylocity or similar ATS/HRIS platforms.
• •Established professional network within the defense, intelligence, cleared, or government technology communities.
• •Experience developing or scaling a recruiting capability within a growing small business.

Equal Opportunity Employer

M6 is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, protected veteran status, or