Technical Recruiter II (1099 Contract)
Offer summary
Qualifications:
Minimum of 8 years of experience in talent acquisition, with at least 4 years as a technical recruiter., Proven ability to develop and execute sourcing strategies for technical candidates with high-level security clearances., Strong understanding of IT developments and their application to business processes., High proficiency in using ATS and candidate sourcing tools..Key responsabilities:
- Manage the full lifecycle recruitment process for executive-level and specialized technical roles.
- Collaborate with hiring managers to understand technical requirements and develop sourcing strategies.
- Serve as a trusted advisor on talent acquisition strategies and market trends.
- Maintain accurate candidate records and track recruitment metrics for reporting purposes.
Job description
Reasonable Accommodations
Fearless complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, please email hr@fearless.tech to submit a formal request to Human Resources.
Compensation
Our Compensation System is designed to reward remarkable work, grow your impact and support the whole “you” over the course of your career.
We believe in paying people fairly, so we've established a compensation model aimed to ensure everyone at Fearless — regardless of race, ethnicity, gender, sexual orientation, disability, religion, age, nationality, or negotiation skills — is given equal pay for equal work.
$40/hr. - $50/hr. ($83K - $103k max)
THIS ROLE is 1099 Contract ONLY is NOT benefit-eligible
Location:
- Fully Remote
- Only able to consider individuals living in one of the following states: Alabama, California, Delaware, District of Columbia, Florida, Georgia, Maryland, New Jersey, New York
North Carolina, Pennsylvania, Tennessee, Texas, Virginia
What you’ll be doing
As the Technical Recruiter II, you will play a strategic role in identifying, engaging, and securing top-tier technical and non-technical talent for customer-facing and corporate roles, which is critical to our continued growth and success. This position partners closely with key internal stakeholders and Fearless customers to provide consultative recruitment strategies, workforce planning insights, and market intelligence, while delivering world-class talent acquisition services. The Technical Recruiter II ensures the hiring process aligns with business objectives, compliance standards, and best practices in talent acquisition.
Areas of focus may include:
- Cybersecurity
- Engineering, IT & Systems Administration
- Product Management & Strategy
- Program Delivery (Agile, Coaching)
- Sales, Marketing & Business Development
- UX/UI Design, Content & Research
Scope:
This role goes beyond traditional recruiting; you will serve as a trusted talent advisor to hiring managers, build strategic external partnerships, and play a vital role in supporting our business development efforts. The Technical Recruiter II is responsible for meeting all of Talent Acquisition’s key operational and strategic metrics and objectives.
Impacts:
Full-Lifecycle Executive and Technical Recruiting: Manage the end-to-end recruitment process for executive-level and highly specialized technical roles requiring active TS/SCI clearances. This includes:
- Collaborating with hiring managers to understand complex technical requirements, leadership competencies, and strategic business needs.
- Developing and executing comprehensive sourcing strategies utilizing a variety of methods, including direct sourcing, networking, industry databases, and leveraging your extensive professional network.
- Proactively identifying and engaging passive candidates with TS/SCI clearances at the executive and senior technical levels.
- Conducting thorough candidate screenings, interviews, and assessments to evaluate technical skills, leadership capabilities, cultural fit, and clearance verification.
- Managing the offer process, including negotiation and closing.
- Ensuring a positive and professional candidate experience throughout the entire recruitment lifecycle.
Strategic Talent Advisor:
- Serve as a trusted advisor to hiring managers on talent acquisition strategies, market trends, competitive intelligence, and best practices for attracting and retaining top talent with TS/SCI clearances.
- Provide insightful data and recommendations to inform hiring decisions and talent planning.
- Build strong relationships with hiring managers, understanding their long-term talent needs and proactively identifying potential candidates.
- Strategic External Partnerships:
- Identify, cultivate, and maintain strategic relationships with key external organizations, industry associations, and talent communities relevant to cleared executive and technical talent.
- Attend industry events and conferences to network and build a strong talent pipeline.
- Develop and implement strategies to enhance Fearless’ employer brand within the cleared talent community.
Business Development Support:
- Collaborate closely with the Business Development team to understand upcoming bids and proactively build talent pipelines for critical roles.
- Provide market intelligence and insights on the availability and compensation of cleared executive and technical talent to support proposal development.
- Develop talent solutions and strategies to strengthen bid competitiveness.
- Executive Team Support:
- Partner with executive team members to understand their specific talent needs and develop tailored recruitment strategies.
- Provide insights and recommendations on organizational structure and talent development.
- Support special projects and initiatives related to executive talent acquisition and retention.
- Data Management and Reporting:
- Maintain accurate and up-to-date candidate records in the Applicant Tracking System (ATS).
- Track key recruitment metrics and provide regular reports to management on sourcing efforts, pipeline activity, and time-to-hire.
- Utilize data to identify trends, support decision making and areas for improvement in the recruitment process.
- Workforce Planning and Compliance:
- Support workforce planning by analyzing hiring trends, skill gaps, and future talent needs.
- Ensure all recruitment activities are conducted in compliance with relevant federal and state laws and regulations, including those related to security clearances.
- Stay abreast of industry best practices and emerging trends in executive and technical recruiting.
Skills & Competencies
- A minimum of 8 years of demonstrated successful working experience in talent acquisition, serving at minimum 4 years as a technical recruiter supporting leader and senior leadership roles.
- Demonstrated experience developing and executing against sourcing strategies that build a talent pipeline of highly technical candidates with high-level government security clearances.
- Operating and Managing: This position requires advanced proficiency in organizing, planning, and executing tasks, making sound decisions, demonstrating judgment, continuous learning, and possessing expertise in a specific domain.
- Building Relationships and Influencing Others: This position requires advanced proficiency to build relationships and networks, understand different perspectives, communicate effectively, and influence others to achieve.
- Reasoning and Strategic Thinking: This position requires advanced proficiency in defining the opportunity/problem, conducting analysis, synthesizing and integrating findings, and developing strategies based on integrated analysis.
- Technology Awareness: A strong understanding of new IT developments, software, hardware, telecommunications, emerging technologies, their application to business processes, and implementing information systems to meet organizational needs.
- Talent Acquisition Software: High proficiency using leading ATS’ and developing strategies to leverage LinkedIn Recruiter, ClearanceJobs, Indeed, and other comparable candidate sourcing and engagement tools
- Data Analysis: Ability to analyze data, generate reports, and derive insights that inform strategies and decision-making.
- Stakeholder Relationship Management: Strong and proven ability to influence and advise stakeholders through collaboration and recommend solutions to ensure business outcomes and support the organization’s strategic direction and long-term goals.
- Assertive Communication: Shares opinions about important issues, regardless of risk or discouragement from others.
- Handling Change: Ability to adapt to changing business needs, market conditions, and internal processes.
- Learning Agility: Willingness and ability to learn new skills, tools, and industry trends as needed.
- Proactive Support: Anticipate potential stakeholder needs or issues and address them proactively.
- Public Speaking: Confidently present ideas, strategies, and reports to internal stakeholders in meetings or presentations.
- Resilience: Maintain performance and a positive attitude in facing challenges or setbacks.
- Stakeholder-Centric Approach: Always prioritize the stakeholder’s needs and work to deliver the best possible experience.
- Visual Communication: Create and use visual aids, such as slides or infographics, to communicate complex information effectively.
Additional Qualifications
- Proven high proficiency with ATS’ such as Phenom, Greenhouse and/or SuccessFactors.
- Has demonstrated background in workforce planning and talent strategy development.
- Has demonstrated background in sourcing and recruiting highly technical candidates in DoD/IC spaces.
- Active participation in industry-specific recruitment networks or professional organizations.
Physical Requirements:
- Ability to sit for extended periods while working on a computer or during meetings.
- As a valued member of People Operations, must be able to travel occasionally to in-person events and engagements.
- Ability to communicate effectively via phone, email, and in-person, requiring clear speech, listening, and written communication skills.
- Ability to move within an office environment, including reaching for files, using office equipment, and occasional light lifting (up to 10 pounds).
So, what’s next?
Over the years, we’ve honed our interview process to help ensure that every team member we hire is the right fit for us and that we’re the right fit for them. If we think you’re a good fit, we’ll get in touch and start scheduling your interviews! Depending on the role's/project's requirements, the interview process may include some differences. At the minimum
- Introductory Interview: This is where you and your recruiter will build rapport, explore your career and educational background, discuss salary expectations, role requirements, and set expectations for the interview process, specific to the position of interest.
- Technical Interview (Skills Fit): This is where we get into the nitty gritty of the project. During the Technical Interview, you’ll be interviewed by the technical team to dig more into your background and technical capabilities.
- Business Interview: At this point, you’ve made it to the final frontier! The Business Interview is when you’ll meet with Fearless leadership to dot the i’s, cross the t’s, and determine whether or not we’ll be moving forward with the hiring process.
About Fearless Digital
Fearless Digital builds software with a soul. As a division inside Fearless, we're part of its digital services integrator model to unlock the power of organizations, people and tech. Our division designs, engineers, and delivers digital solutions to solve problems and drive impact. Using iterative development cycles, we minimize risk for our customers and efficiently deliver intuitive and responsive technology. In this way, we help set the stage for tech to work better for people. That's not our only goal, though. We also strive to create a purple culture that makes our team members excited to come to work every day. We take a holistic approach to our people’s well-being, and our culture and benefits are designed to support our people in working the way they like best. We encourage our people to pursue their passions, both in and out of the office. With flexible schedules, continuing education support, and a family-friendly work environment, we’ve created a culture that allows our team to thrive professionally and personally.
Fearless believes in equal opportunity employment. We won’t discriminate against any employee or applicant on the basis of race, gender, nationality, age, religion, disability, military status, or sexual orientation. As a company and as individuals, we’re committed to providing an inclusive and welcoming environment for our team, our family members, our clients, our subcontractors, and our vendors.
Fearless Digital Benefits
Benefits Eligibility:
- Full-time team members are eligible for benefits upon beginning employment at Fearless
- Part-time team members are only eligible for 8.75 days of safe & sick leave
- Interns and 1099 team members are not eligible for Fearless benefits
Our people make us who we are. We believe that every member of the Fearless team has something to share, and we value the unique viewpoint you’ll bring to our community. But we value your community, too, so we offer fulfilling work that stays in balance with the rest of life. Because everyone has different needs, desires, and goals, our benefits offer the choices and flexibility that our team members need to live well and succeed. Here are a few highlights of our benefits package, for full-time team members, exclusively:
- Life-friendly schedules
- Family-friendly workplace
- We cover 100% of your premium for our medical HSA plan + the deductible portion of HSA contributions, 80% of your premium for our HMO or PPO plans, and offer competitive dependent coverage. We cover 100% of dental and vision premiums for you and your dependents and offer medical and dependent care FSA options. We also offer life insurance, short- and long-term disability coverage, and legal planning and support insurance.
- Tech, education / training, and wellness allowances
- Safe Harbor 401(k) plan with employer contributions (current match = 4%) and immediate vesting
- Referral bonus: Bring your friends! If someone you refer is hired, you’ll get a bonus of $6–12k!
- Total Pet Plan
- Employee Assistance Program
- Up 12 weeks of FMLA paid at 100%
- PTO is provided to team members as a lump sum allowance, not an accrual. PTO is prorated based on your start date (see table below) on a quarterly basis (with tenure-based increases), 8.75 days of sick leave, 11 federal holidays, their birthday (8 hours), up to 15 days for jury duty, and up to 3 days (24 hours) of bereavement leave per eligible instance.
| Start Date | PTO Allocation | Allocation Timing |
| Jan 1 - March 31 | 100% | January |
| April 1 - June 30 | 75% | April |
| July 1 - Sept 30 | 50% | July |
| Oct 1 - Dec 31 | 25% | October |
Required profile
Experience
Other Skills
- Program Management
- Negotiation
- Public Speaking
- Learning Agility
- Time Management
- Teamwork
- Communication
- Problem Solving
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