Security clearance recruiting is one of the most constrained talent markets in the United States. Fewer than 4 million Americans hold active clearances, and at the TS/SCI level the pool is a fraction of that number. Every cleared search requires pre-built relationships with verified cleared professionals, not cold outreach to candidates who may or may not be active, available, or still holding their clearance. ALAC HR Solutions runs active cleared talent pipelines because the defense tech companies we serve cannot wait for a recruiter to start from zero.
The Cleared Talent Pool Is Finite
Active security clearances are held by a small and concentrated subset of the American workforce. At TS/SCI, the number of available candidates for any given technical role can be measured in hundreds, not thousands. Security clearance recruiting requires relationships built before the search begins.
Clearance Status Must Be Verified
Candidates frequently misrepresent clearance status, recency, and scope. Security clearance recruiting requires verification of active status, the sponsoring agency, polygraph completion where required, and ITAR eligibility. ALAC verifies and discloses all of this before a candidate reaches a hiring manager.
Passive Candidates Dominate the Pool
The best cleared technical talent is rarely on job boards. Most cleared professionals hold stable, well-compensated positions and are not actively searching. Security clearance recruiting requires direct outreach to passive candidates through established relationships.
Clearance Transfer Timelines Affect Offers
Cleared candidates moving between employers may face interim clearance gaps or transfer delays depending on program requirements and sponsoring agency processes. Security clearance recruiting requires managing candidate and client expectations around these timelines.
ITAR and Export Control Add Complexity
Many defense tech roles require ITAR eligibility in addition to or instead of a clearance. Candidates must be U.S. persons under the EAR and ITAR definitions. Security clearance recruiting requires understanding these requirements and screening for compliance.
Why Defense Tech Companies Choose ALAC for Cleared Recruiting
Active Cleared Talent Pipeline
ALAC maintains active relationships with cleared engineers, program managers, and executives across Secret, Top Secret, and TS/SCI levels. Your search starts with candidates, not sourcing.
Clearance Verification on Every Submission
ALAC verifies clearance status, level, recency, sponsoring agency, polygraph status, and ITAR eligibility for every cleared candidate before submission. Hiring managers never receive a cleared candidate without a verified disclosure.
Military and Intelligence Community Network
ALAC founders are United States military veterans with direct professional networks in the defense and intelligence communities. This access to cleared passive candidates is not something that can be replicated by a generalist recruiter.
95% Hiring Manager Interview Approval Rate
Every cleared candidate is assessed for technical fit, program experience, clearance compliance, and two-year retention probability before being presented. Our 95% approval rate reflects the depth of that screening.
Up to a 12-Month Replacement Guarantee
Every cleared placement is guaranteed for up to 12 months. If the hire does not work out for reasons related to performance or fit, ALAC runs the search again at no additional cost.
Discretion and Compliance
Security clearance recruiting requires handling candidate information with the highest level of discretion and compliance. ALAC operates with the same information security standards expected in the environments we hire for.
How ALAC Engages
Three engagement models, matched to the problem you are solving: a defined role to fill, a hiring function to build, or a critical seat against a deadline.
Direct Search
A specific role filled right, and you pay when we deliver.
We run a targeted search for one defined role, screen candidates against the profile we agreed on, and present a qualified shortlist. You pay on placement.
Explore Direct SearchEmbedded Recruiter
A senior recruiter working as your team for a flat monthly cost, with no percentage on any hire.
One dedicated recruiter embeds in your company, in your applicant tracking system, your Slack, and under your employer brand, and runs every open role from intake to offer with your hiring managers.
Explore Embedded RecruitingEmbedded Pod
A complete recruiting engine stood up inside your company for one flat program cost.
An ALAC account manager owns the relationship and runs a pod of recruiters and sourcers dedicated to your open roles, setting strategy with your leaders and holding the pod to delivery.
Explore Embedded Pod45-Day
Average Fill Time
95%
Hiring Manager Interview Approval Rate
12-Month
Maximum Replacement Guarantee
2-Year
Retention Standard We Measure Against
Technical depth. Mission alignment. Stage fit. Staying power.
Testimonials
“We have a program that cannot slip. I told ALAC that on the first call. They took it as seriously as we did.”
VP of Engineering
Aerospace Company
Frequently Asked Questions
ALAC recruits for all classification levels including Confidential, Secret, Top Secret, and TS/SCI. We also support searches requiring polygraph (CI and Full Scope) and ITAR-only roles where a formal clearance is not required but U.S. person status is.
ALAC collects self-reported clearance information from candidates and validates against the specifics of the role requirement. We confirm active status, level, investigation date, polygraph completion where applicable, and ITAR eligibility. All of this is disclosed to the hiring manager before the candidate reaches their calendar.
ALAC can identify candidates with active TS/SCI and SAP read-on history. The specifics of SAP program compartments cannot be discussed outside of proper channels, but ALAC is experienced in navigating cleared searches where program-specific access is a requirement.
ALAC averages 45 days from engagement to accepted offer on cleared searches. Because we maintain active cleared pipelines, we typically present qualified candidates within the first two weeks of engagement rather than starting cold.
Yes. ALAC supports cleared searches nationwide including in San Diego, Washington DC, Huntsville, Colorado Springs, Northern Virginia, Austin, Seattle, and emerging defense tech markets. We serve companies wherever cleared programs operate.
Every Month the Role Stays Open Costs You
Tell us what you are building and who it will take. Within 24 hours you will know whether we are the right firm for it.