FEMA/DHS Contract Recruiter

FEMA / DHS

Recruiter Role Overview We are building a pre‑award, clearance‑ready workforce to support FEMA disaster‑response operations nationwide. We are seeking an experienced bi-lingual (English/Spanish) Recruiter with a proven track record of high-volume staffing for FEMA, DHS, or disaster-response programs. This role is responsible for building and maintaining a pre-qualified, 1000+ clearance-ready pipeline of bilingual (English/Spanish) Customer Service Representatives (CSRs) in advance of FEMA contract awards. The recruiter will own sourcing strategy, screening rigor, clearance-risk mitigation, and candidate engagement across a 6-month pre-award ramp timeline. Key Responsibilities Design and execute high-volume recruiting campaigns for FEMA CSR and disaster-response roles across FEMA-proven labor markets

• Build and maintain a clearance-ready talent bench of 1,000+ candidates
• Screen candidates for bilingual proficiency, SCA wage acceptance, and Public Trust eligibility
• Conduct live bilingual validation interviews (English/Spanish)
• Perform clearance pre-checks including address history and risk flagging
• Classify candidates using Green / Yellow / Red readiness standards
• Coordinate with compliance, HR, and program leadership
• Maintain candidate engagement during pre-award standby periods Required Experience & Qualifications 5+ years of recruiting experience for FEMA, DHS, or disaster-response contracts
• Demonstrated success with high-volume recruiting at scale (hundreds to thousands of hires)
• Hands-on experience with Public Trust or DHS clearance workflows
• Strong familiarity with Service Contract Act (SCA) wage environments
• Proven success recruiting bilingual (English/Spanish) workforces
• Comfortable managing pre-award or contingent hiring pipelines
• Excellent candidate communication and documentation skills Sourcing & Recruiting Channel Expertise (Required) The recruiter must be highly skilled in modern, multi-channel sourcing strategies, including:
• Indeed (CPC and PPA campaigns, geo-targeting)
• ZipRecruiter (selective surge usage)
• Facebook / Meta recruiting ads and community job groups
• LinkedIn Recruiter (targeted sourcing and recruiter search)
• Veteran and military spouse talent networks
• State and local workforce boards
• Community colleges and adult education centers Ability to optimize spend, reduce applicant noise, and increase clearance yield through channel selection is critical. Success Metrics Monthly delivery of clearance-ready (Green) candidates
• Clearance adjudication success rate
• Cost per clearance-ready candidate
• Time-to-pipeline readiness
• Candidate retention during standby period