In this in-depth session, Adam Avitabile, Manager of Recruiting and Talent Management at Ridgeline International, shared practical, real-world strategies for recruiting in the cleared space—strategies built on trust, mission alignment, and candidate experience.
Avitabile’s recruiting philosophy is rooted in his own journey, from Marine Corps service to commercial HR roles and eventually into the cleared industry. That background shapes his belief that recruiting is not transactional, but relational. Candidates respond not to scripts or automation alone, but to authenticity, transparency, and purpose.
One of the central takeaways from the session was the importance of mission-driven storytelling. At Ridgeline, recruiters don’t just fill roles—they explain why the work matters. The company’s focus on countering ubiquitous technical surveillance (UTS) and protecting digital identities gives candidates a clear sense of impact, particularly those motivated by national security outcomes.
Avitabile also emphasized high-touch candidate experience as a differentiator in a competitive market. From clearly outlining a three-step interview process to maintaining consistent communication through text and email, his approach reduces ghosting and builds trust. Candidates know what to expect, when to expect it, and who to contact—no guessing required.
On the operational side, Avitabile discussed scaling recruiting programs by building strong hiring-manager relationships, investing in employer branding, and using automation thoughtfully without losing the human element. He highlighted the value of well-crafted job descriptions that tell a story, outline first-six-month outcomes, and set realistic expectations for success.
For recruiters new to the cleared market, Avitabile’s advice was simple: learn the mission, understand the clearance ecosystem, and build relationships—internally and externally. In a field where trust is everything, credibility and connection remain the most powerful recruiting tools.
