Government IT Recruiters and Staffing Specialists

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.