At ClearanceJobs Connect West, talent acquisition leaders from across the cleared industry came together to tackle a big question: how do you build a scalable recruiting program in a highly regulated, competitive, and often unpredictable space?
For Dorion Baker, Sr. Director of People Operations at BTI360, the answer starts with personal branding. In a world driven by AI and automation, the human element still matters. Recruiters who build trust through authentic personal branding can more effectively connect with hard-to-reach candidates.
Kelly Douglas, Director of Talent Acquisition at ThinkTek, shared how small companies can stay nimble by strategically using third-party partners during surge periods rather than rushing to hire full-time staff. Her emphasis: Don’t just scale quickly—scale smart.
Raman Malhotra, VP of HR and TA at Leidos, stressed that true scalability hinges on retention and internal mobility. “It’s hard to scale if you keep losing who you hire,” she said. That means shifting mindsets from talent ownership to shared organizational value, and from rigid qualifications to skills-based hiring—even when that requires waivers or customer education.
The panelists also discussed evolving metrics, recruiter upskilling, and how to stay proactive in a constantly shifting contract environment. With budget constraints tightening, recruiting teams must not only demonstrate their value through data but also build trust with leadership to avoid becoming the first cut.
Whether you’re a one-person recruiting team or leading talent strategy at an enterprise, one message was clear: scalable recruiting is rooted in human connection, operational flexibility, and a willingness to evolve.
