San Antonio’s reputation as a “Military City” is quickly becoming a major advantage in the cleared hiring landscape. In this Mission Ready session, Maximus recruiters Shiva Schilling (Lead Technical Recruiter) and Robyn Keefe (Senior Sourcing Specialist) explain why the region is emerging as a national security and cybersecurity hub—and what it takes to build and retain trust with cleared candidates.
The conversation starts with their personal paths into recruiting, highlighting a theme that returns throughout the session: relationships matter. Schilling emphasizes that cleared recruiting can be a long game—especially in pre-award environments where offers may be contingent and timelines can stretch for months (or longer). Her solution is simple, but disciplined: consistent communication. Weekly (or biweekly) touchpoints—emails, calls, texts, and even sharing company newsletters—keep candidates connected and confident that they haven’t been forgotten.
Keefe adds that engagement only works if it’s human. In a small cleared community, treating people like “placements” backfires fast. If a candidate can’t wait six months, she’d rather help them find something sooner than lose trust—and potentially lose them forever.
For transitioning service members, both recommend engaging early—often six to 12 months out—by offering real value: resume support, market insights, SkillBridge guidance, and honest expectations about what roles can (and can’t) accommodate long lead times. They also stress tailoring resumes to job descriptions without misrepresenting experience, acknowledging that automated screening is now a reality.
When relocation comes up, the panel pushes past flashy bonuses. Mission alignment, career growth, team culture, and “buddy” connections with others who have relocated often move the needle more than a one-time incentive. Ultimately, their approach is straightforward: build trust through transparency, personalization, and follow-through.
