About Us

DLH delivers improved health and national security readiness solutions for federal programs through science research and development, systems engineering and integration, and digital transformation. Our experts in public health, performance evaluation, and health operations solve the complex problems faced by civilian and military customers alike by leveraging advanced tools – including digital transformation, artificial intelligence, data analytics, cloud enablement, modeling, and simulation, and more. DLH is dedicated to the idea that “Your Mission is Our Passion” and brings a unique combination of government sector experience, proven methodology, and unwavering commitment to innovation to improve the lives of millions.

Overview

The Growth Talent Acquisition Partner serves as a strategic recruiting advisor to Business Development, Capture, and Proposal teams, supporting proposal staffing strategy, market intelligence, workforce research, and candidate pipeline development. This role identifies and recruits key personnel, evaluates staffing feasibility, manages proposal-related candidate commitments, and provides data-driven recommendations to reduce staffing risk and support competitive proposals.

Responsibilities

Proposal & Capture Support

• Partner with Business Development, Capture, and Proposal teams to develop competitive staffing strategies for new business pursuits.
• Participate in capture planning meetings to understand staffing requirements, proposal schedules, and recruitment risks.
• Develop recruiting strategies that align with capture win themes and customer requirements.
• Support color team reviews and staffing discussions as requested.
• Maintain proposal staffing documentation throughout the capture lifecycle.

Key Personnel Recruiting

• Identify, recruit, and qualify Key Personnel (KP) candidates for proposal submissions.
• Develop and maintain relationships with high-value federal contracting professionals.
• Build talent pipelines for recurring proposal positions and strategic growth initiatives.
• Coordinate candidate interviews with capture and operational leadership.
• Maintain confidentiality surrounding competitive pursuits.

Incumbent Workforce Research

• Conduct incumbent workforce research using publicly available information, customer documentation, internal intelligence, and other legally available resources.
• Research incumbent staffing structures, labor categories, compensation competitiveness, workforce availability, recruiting challenges, and transition risks.
• Analyze workforce trends to identify potential recruitment opportunities and staffing risks.
• Develop workforce profile summaries and staffing recommendations to support capture strategies.

Market Intelligence & Competitive Analysis

• Advise Business Development and Capture leadership on labor market conditions affecting proposal competitiveness.
• Research compensation trends within the federal government contracting industry.
• Analyze recruiting challenges across Defense, Health, Civilian, and National Security markets.
• Monitor competitor hiring activity, workforce trends, and emerging skill demands.
• Provide data-driven recommendations regarding salary competitiveness, recruiting timelines, and staffing risks.
• Develop, maintain, and report relevant recruiting and proposal staffing performance metrics, including time-to-fill, staffing risk analyses, salary realism, pipeline strength, and other measures used to evaluate recruiting effectiveness and proposal readiness.

Stakeholder Partnership

• Serve as the primary Talent Acquisition advisor supporting growth activities.
• Build strong partnerships with Business Development, Proposal, Capture, Operations, Human Resources, and Hiring Managers.
• Educate stakeholders on recruiting best practices and labor market conditions.
• Provide guidance regarding realistic staffing strategies based on market availability.

Reporting & Analytics

• Prepare staffing risk assessments for proposal efforts.
• Track proposal recruiting activity and pipeline health.
• Develop reports summarizing labor market conditions, candidate availability, and proposal staffing metrics.
• Maintain recruiting documentation within the Applicant Tracking System (ATS) and proposal repositories.

Qualifications 

• Bachelor's degree in Human Resources, Business Administration, or related field plus five (5) years of Talent Acquisition experience supporting federal government contracting within the defense industry.
• Eleven (11) years of experience may be considered in lieu of education.
• Experience supporting capture, proposal, or growth organizations.
• Demonstrated experience recruiting cleared professionals and Key Personnel.
• Knowledge of federal proposal staffing processes.
• Experience using an Applicant Tracking System (ATS), such as Greenhouse, Workday, iCIMS, Lever, Taleo, or similar platforms.
• Experience conducting labor market research and compensation analysis.
• Experience developing and analyzing recruiting and proposal staffing metrics, including time-to-fill, staffing risk analysis, and salary realism, with the ability to translate findings into actionable recommendations for proposal, capture, and business leadership.
• Demonstrated ability to manage multiple proposal recruiting efforts simultaneously while meeting aggressive federal proposal deadlines.
• Strong experience of identifying talent in the Defense industry and desired understanding of Health IT, and Public Health contracting environments.
• Exceptional written and verbal communication skills.
• Strong organizational and project management abilities with the ability to manage multiple proposal deadlines simultaneously.

Preferred Qualifications

• Experience supporting large federal contract vehicles and strategic capture efforts.
• Experience administering or maximizing the use of Greenhouse Recruiting or a comparable Applicant Tracking System, including talent pools, pipeline management, and candidate relationship management.
• Knowledge of federal market intelligence resources.
• Experience supporting transition planning for incumbent workforces.
• Familiarity with compensation benchmarking tools and labor market analytics.

Basic Compensation: $105,000 - $118,000 yearly salary

The salary range listed reflects what we reasonably expect to pay for this role at the time of posting. The final offer may vary based on skills, experience, geographic location, market conditions, and internal equity. Additional compensation may include performance incentives and program-specific awards. We do not use salary history to determine compensation, in line with applicable law.

Benefits

DLH Corp offers our employees an excellent benefits package, including Personal Time Off (PTO), medical, dental, vision, supplemental life with AD&D, short and long-term disability, flexible spending accounts, parental leave, legal services, and more. We want our employees to save for their future; therefore, we offer a 401(k) Retirement Plan, which includes a matching component. DLH is dedicated to your career development, providing training to help drive success, with access to our best-in-class e-learning suite for formal and informal learning, professional and technical certification preparation, and education assistance at accredited institutions.

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