Your government IT recruitment specialists
The public sector is in the midst of a digital transformation, and with that comes an increased need for government IT recruitment. Government agencies at all levels have been investing in technologies like artificial intelligence, IoT, cloud computing, blockchain, and robotics to improve their efficiency and provide the services today’s customers expect. Our staffing services connect these agencies with highly-skilled professionals who can develop, implement, and manage technology like connected grids, smart transportation and urban planning systems, and on-demand virtual applications to better engage with the customers or community that government agencies serve.
At Nexus IT group, we understand the unique and intricate staffing challenges of the government sector. We have more than 13 years of experience successfully recruiting candidates for both permanent and contract positions with federal agencies, state and local governments, and public sector institutions including transit authorities, airports, and utility providers. Whatever the size or structure of your organization, we rise to your IT staffing challenges, supporting public sector modernization initiatives and other critical government IT roles.
Whether you’re a hiring manager in the public sector with a difficult IT role to fill or an IT professional considering a career shift, we would love to chat about your needs and how Nexus can help. Similar to technology roles across industries, the government IT sector is evolving quickly, and having an experienced professional on your side can help you successfully navigate this changing landscape. Even if you just want some insights into how our recruiters help connect talent with public sector IT opportunities, we hope you’ll reach out so we can share our expertise and help your company or career continue to move forward.
Join the many companies that staff their roles with our government IT talent
Nexus IT Group will quickly staff your open government IT roles with high-quality committed candidates
81%
of our successful candidates are submitted within one week
92%
of our candidates will accept your offer
96%
of our candidates are employed with your firm after 12 months
We have filled a variety of government IT roles
- .NET Developer
- AI Engineer
- AWS Engineer
- Agile Coach
- Azure Cloud Engineer
- BI Developer
- Big Data Engineer
- Business Intelligence Developer
- Cloud Architect
- Cybersecurity Engineer
- Data Analyst
- Data Architect
- Data Engineer
- Data Scientist
- Database Administrator (DBA)
- DevOps Engineer
- DevSecOps
- ETL Developer
- Enterprise Architect
- Full Stack Engineer
- GRC Analyst
- IT Business Analyst
- IT Compliance Analyst
- IT Project Manager
- Java Engineer
- Javascript Developer
- Linux Admin
- Machine Learning Engineer
- Network Engineer
- Network Security Analyst
- Python Engineer
- QA Automation Engineer
- Salesforce Admin/Developer
- Scrum Master
- Security Engineer
- SharePoint Admin/Developer
- Site Reliability Engineer
- Software Developer
- Solutions Architect
- System Administrator
- Systems Engineer
- Technical Writer
- UX/UI Developer
- Unix Admin
Recruit with Nexus IT Group in government IT
What our government IT clients have said about working with Nexus IT Group
SAIC provides government services to several federal agencies across the US. We needed to recruit several new cybersecurity talent for our growing practice area. Travis quickly understood our business and the requirements of each cybersecurity need. nexus IT group showed patience, flexibility, and expertise in the search process. If you’re looking for good cybersecurity recruiters then you can’t go wrong with nexus IT group.
We’ve enlisted the help of a number of IT recruiting firms in the past. Nexus IT Group has contributed to the success of many great hires by working professionally, diligently, and efficiently. We contacted Nexus IT Group after being introduced to them, and we were instantly impressed by their promptness and ability to focus on our needs. We received 3 resumes the same day and 3 more the next day, and we were able to hire four people in less than a week. We added an additional individual through Nexus IT Group a few weeks later as a result of vast network, service and professionalism. I highly recommend working with Nexus IT Group.
Our government IT staffing skills keep our clients coming back
Full Stack Java Engineer
Headquartered in the Bay Area, this fast-growing cybersecurity software firm provides a unique information security offering to clients in both the government and commercial industries. Our client was trying to expand their DevOps engineering team but was running into multiple obstacles in their recruiting process. They kept losing out on candidates to other offers before they could finish interviewing the candidate and were really struggling to find candidates that were truly senior-level DevOps Engineers. With our extensive background in successfully recruiting DevOps Engineers, our client reached out to us once they had exhausted all of their internal recruiting options. We met with the DevOps Engineering Manager to understand the technical environment, the team’s culture and the future growth of the team and company. Within two weeks of receiving the position from our client, they offered a candidate we had recruited to their team and he started a few weeks later as their Sr. DevOps Engineer.
Sr DevOps Engineer
nexus IT group completed a Senior DevOps Engineer search reporting into the Manager of DevOps. This newly created position is responsible for leading a team that responsible for securing millions of sensitive documents, files, and other data. This hire was an early contributor and had major impact on the product DevOps architecture. 658 candidates contacted, 5 resumes submitted, 46 days after the search was initiated by our DevOps Recruiters, a candidate that was hired.
Data Scientist
This hire was an early contributor and had major impact on the product DevOps architecture.
Nexus IT Group recruits nationwide including these cities
Frequently asked questions about government IT recruiting
To nexus IT group placement is an art—one that requires the proper alignment of talent with opportunity, experience with need, personality with environment, and aspirations with value. The Government hiring space is fast-paced, highly competitive recruiting environment that offers big opportunities for Government candidates. Our full-cycle recruiting system is a 51 step touchpoint process from start to finish. Our engagement process starts with a discovery call to understand the needs of the role. With this series of questions our Government recruiters are able to build a sales cadence that we will use to deploy a multi-touch recruiting cadence precisely and accurately to hundreds of candidates that fit the expectations of the role. a relationship. Once our targeted search is executive, we spend a series of 3 calls to get to know the candidates’ needs, wants, and future career interests. Once we’ve created a shortlist of qualified and fully vetted candidates, we will deliver our top 3 to 4 candidates to the Government hiring manager. Once the interview process starts we work with the candidate and the hiring team to make sure communication is responsive and transparent. Once a candidate is placed, we stay in touch with the placed candidate for 2 years just to see how things are going.
Our candidate sourcing can be described in 3 words: Identify. Engage. Toolstack. Typically, the best job prospects are those who are passive. This indicates that they are not actively seeking employment. As a result, they are not surfing the Internet in search of online job postings. And because they are not viewing online job postings, we have developed a robust and 100% outbound recruiting strategy. We begin our sourcing strategy by creating a candidate persona. Once we have successfully created the candidate persona, we will then create a content strategy that will attract top talent in the cybersecurity space. Once we’ve developed our cadence we will use a number of sources to scour the web to get our message in front of the right candidates. Strategies includes searching our database, sourcing for referrals, sourcing from specific organizations, LinkedIn, Meetup, GitHub, Angel List, Dice, alumni boards, and many other specific Government sites. We craft highly personalized messages that drive above industry reply rates. Our recruiting strategy is to begin conversations with passive candidates to learn about their future career interests, needs, and wants and align those needs with future openings with a high-touch approach.
Quality of Hire is very important for nexus IT group and our Government recruiting team. Currently our Government specific recruiters hold a 97.82% quality of hire ratio. This is measured by any contractor who successfully completes their contract, and/or a direct placement candidate who is at our client for at least 6 months of duration.
Currently our 1 year retention rate with our Government clients is running right at 97.68%
The Government hiring environment is very fast-paced so our team of Government recruiters are trained to work quickly and accurately. The time required to send qualified candidates to the Government hiring manager, varies on the position you are seeking to fill and the challenges we will face such as lower than market compensation, bonus concerns, slow feedback, onsite expectations, etc. We can deliver applicants on the day of contract signing, within a few days, or within a few weeks.
Government recruiters specialize in a specific market sector. Every day, our Government recruiters contact a specialized set of Government candidates working in Data Science, Cloud, DevOps, Software Development, IT Support, QA, and much more. When starting a new search, our team has a pool of personally-known candidates to call immediately. The point is that specialized Government recruiters sprint out of the gate more effectively than staffing firms that go back to the drawing board for each search.
When employers receive a resume from a Government recruiting firm, there is a high probability that they are familiar with the individual. Our clients trust that we have thoroughly screened the candidate over a series of multiple conversations, and that they will be worth the hiring managers time to interview.
Another benefit of using a specialized Government recruiting firm is you will experience less of a “resume broker” relationship and more of a “sector expert.” We spend countless hours every day conversing with Government prospects and Government hiring managers, making us more “in the know” about the Government space. Government recruiters can provide insight into the landscape of employment, equity, compensation, and the most recent candidate hiring and retention challenges.
Ultimately, Government recruiters have access to a concentrated pool of candidates, resulting in increased efficiency during the hiring process and the ability to establish long-lasting relationships with the industry’s top talent.
Though we have several different practice areas such as Cloud IT staffing, DevOps staffing, Digital Marketing staffing, Data Science staffing, Private Equity, and Software Development staffing. Our Government recruiters are hyper focused on clients in the Government space.. Our Government recruiting team has successfully worked with clients ranging from large federal agencies to state and local agencies.
Our Government recruiters use a series of stages to make sure we minimize candidate fall out during the recruiting cycle. Our recruiters will perform an in depth conversation where they work to uncover the needs, wants and desires of their next career move. We ask candidates specific skillset questions. If the team feels that there’s a fit then another person from our team will speak with the candidate. If the 2 nexus reps feel that there’s a good fit then we ask the candidate to complete a 4 question feedback form so we can better understand if the role is a good or great fit. Once we receive the candidates feedback then we will perform a “Lockdown” conversation where we ask a series of questions around counteroffers, interview stages, target salary expectations, and much more. If this goes well then we will submit the candidate for client review.
First, it is incredibly difficult for Government hiring managers with little time to receive responses to job ads. Second, an increasing number of professionals do not respond to recruiters, particularly in the Government field. They prefer to hear directly from the Government manager, which brings us to the third challenge: recruitment is a full-time, highly specialized profession for which Government hiring managers do not have time for.
Our Government recruiting fee is 22% to 25% of the candidates first year base salary. We do our best to find a payment structure that works best for your team.
Our Government recruiters are paid by the companies for which they place candidates. Your Government recruiter does earn a commission if you are hired, but the commission is paid by the company that hires you. Our recruiting fee isn’t taken out of your salary, and it doesn’t lower the salary that you would be offered. Another misconception is that if you are presented by a recruiter, and another candidate is not, that you would be at a disadvantage because you have a fee associated with you getting that role. In our experience companies are seeking the best person for the job, and they are not concerned about a fee being paid at that point. In fact, candidates that work with recruiters actually tend to make more than those who job hunt alone.