Senior Talent Acquisition Manager (US Citizens Only)

Redwood Strategy Group (RSG) is a minority owned, Economically Disadvantaged Woman-Owned Small Business (EDWOSB) founded on over 17 years of thought-to-action leadership supporting military departments, Department of Defense, and agencies across the U.S. Federal Government with transformation, strategy, and operations. At RSG, we are committed to our company foundation - our employees. The minute you start working here, you become an integral part of our team, our future, and you will play a key role in the continued growth of our company.

Innovative Solutions. Cultivated Talent. Accelerative Success.

Redwood Strategy Group (RSG) is seeking an experienced, results-driven Senior Talent Acquisition Manager to lead and manage the company's recruiting and staffing operations. Reporting directly to the Vice President, Client Solutions and Delivery, this individual serves as RSG's principal advisor and operational leader for talent acquisition, with responsibility for developing and executing recruiting strategies that support existing federal contracts, new contract awards, and the company's continued growth.

The ideal candidate is an accomplished federal government contracting recruiter who combines strategic workforce planning capabilities with extensive hands-on recruiting experience. This position requires a self-directed professional who can independently manage the full recruiting lifecycle, advise senior leadership on staffing strategies, and proactively develop qualified candidate pipelines aligned with RSG's business development and contract delivery objectives.

This is a hands-on leadership position with the opportunity to establish and expand RSG's recruiting capabilities and potentially build and lead an internal recruiting team as the company grows.

Key Responsibilities

The Senior Talent Acquisition Manager is responsible for the overall effectiveness of RSG's recruiting and staffing operations, including developing recruiting strategies, managing candidate sourcing and selection, supporting proposal and contract staffing requirements, and ensuring the timely identification and placement of qualified personnel.

Additional responsibilities include:

Talent Acquisition Strategy and Leadership

Lead and manage RSG's recruiting and staffing function, establishing consistent, effective processes that support company growth and contract performance.

Serve as the principal talent acquisition advisor to executive leadership, program managers, and business development personnel.

Develop and execute recruiting strategies aligned with current contract requirements, anticipated contract awards, and RSG's business development pipeline.

Independently manage the full recruiting lifecycle, including requisition development, candidate sourcing, screening, interviewing, selection coordination, offer negotiation, and onboarding coordination.

Establish recruiting priorities, develop staffing plans, and proactively identify potential staffing challenges and mitigation strategies.

Evaluate and recommend improvements to recruiting processes, tools, technologies, and sourcing methods.

Federal Contracting and Proposal Recruitment

Lead recruiting efforts supporting federal government proposals, recompetes, new contract awards, and existing contract staffing requirements.

Partner with business development and proposal teams to identify and recruit qualified key personnel, subject matter experts, and other proposed staff.

Develop and maintain candidate pipelines for anticipated contract requirements, including contingent positions associated with pending contract awards.

Support incumbent capture and transition recruiting activities, including outreach, candidate qualification, compensation discussions, and staffing coordination.

Evaluate position requirements against contract labor categories, education and experience qualifications, citizenship requirements, and applicable security clearance requirements.

Support proposal development through candidate identification, resume collection and review, letters of commitment or intent, staffing matrices, and other personnel-related submission requirements.

Coordinate with company leadership to develop competitive staffing approaches that balance candidate qualifications, compensation expectations, contract requirements, and business objectives.

Recruiting Operations and Candidate Management

Personally source, engage, screen, and recruit candidates for specialized professional, technical, management, and administrative positions supporting federal government customers.

Build and maintain relationships with qualified candidates, industry professionals, recruiting networks, and other talent sources.

Develop and maintain an organized, actionable candidate database and recruiting pipeline to support immediate and future staffing requirements.

Manage job requisitions, recruiting advertisements, candidate communications, interview coordination, and employment offer processes.

Ensure recruiting activities comply with applicable employment laws, federal contract requirements, and company policies.

Coordinate with human resources, contracts, security, and program management personnel to facilitate successful candidate hiring and deployment.

Manage relationships with external recruiting partners and staffing agencies, evaluating their effectiveness and ensuring alignment with RSG's requirements.

Promote a professional, responsive, and positive candidate experience throughout the recruiting process.

Workforce Planning and Performance Management

Collaborate with program managers to anticipate staffing requirements, address vacancies, and minimize disruptions to contract performance.

Work closely with business development leadership to understand pursuit schedules, anticipated awards, and associated staffing requirements.

Advise leadership on labor market conditions, candidate availability, compensation competitiveness, and recruiting challenges.

Establish and monitor recruiting performance metrics, including time-to-fill, candidate pipeline development, offer acceptance, recruiting costs, and staffing readiness.

Provide regular recruiting status reports and staffing risk assessments to executive leadership.

Identify opportunities to improve recruiting efficiency through technology, automation, and standardized processes.

As organizational requirements expand, support the development, hiring, and management of additional internal recruiting resources.