Recruiting Specialist

Role overview

CGS is looking for a Recruiting Specialist to join its Recruitment team in a full-time, mid-level position based in the United States. In this role, you will support hiring efforts for government contract positions by partnering closely with the recruiting team, helping shape candidate pipelines, and ensuring a smooth experience for applicants and hiring stakeholders.

The Client Success Department works alongside Operations on recruiting, proposal support, candidate handling, and operational work. It operates in a fast-moving, collaborative setting where teamwork, adaptability, and professional development are highly valued. CGS focuses on solving complex government challenges through technology and skilled people, with an emphasis on collaboration, innovation, and anticipating team needs.

Key responsibilities

• Work with recruiters and team members to identify, attract, and hire strong candidates for government contract roles.
• Act as a guide and advocate for candidates throughout the hiring journey.
• Review resumes each day and match candidate profiles with current and future hiring needs.
• Create, post, and keep job advertisements up to date across different recruiting channels.
• Send targeted outreach messages using email campaigns and personalized communication templates.
• Find talent through job boards, candidate databases, professional networks, and similar sourcing channels.
• Support applicants through interviews and help with Public Trust and other security clearance paperwork when needed.
• Bring forward new sourcing ideas and recruitment practices that improve hiring effectiveness.
• Conduct phone screens and early-stage evaluations to assess skills, experience, and overall role fit.
• Keep candidate information current in the applicant tracking system, including qualifications, pay expectations, technical skills, and interview notes.
• Prepare candidate summaries and submission packages for hiring managers and contract stakeholders.
• Manage requisitions in the ATS by creating, updating, and closing positions as needed.
• Maintain a positive applicant experience through clear communication, timely follow-up, and professional representation of the organization.

Qualifications

Applicants should have a bachelor’s degree preferred and around 1 to 2 years of experience in recruiting, talent acquisition, staffing, or a related HR function. The ideal candidate can work well in a team-focused environment, is committed to candidate success and customer service, and can quickly understand IT and legal terminology along with technical and professional skill requirements.

Comfort using Microsoft Word and PowerPoint is important, and experience with Excel and Outlook is considered an advantage. Strong communication skills, good organization, attention to detail, and the ability to juggle several priorities at once are also valuable. The role suits someone who is self-driven, flexible, and eager to contribute to a high-performing recruiting team.

Benefits

• Medical, dental, and vision coverage
• Life insurance
• 401(k) retirement plan
• Flexible spending accounts for health, dependent care, and commuting expenses
• Paid time off plus state and federal holidays

Additional information

CGS says it is committed to improving government bureaucracy through better use of human, technical, and financial resources. The company combines technology and experienced personnel to create tailored solutions for clients and highlights values such as honesty, professionalism, and quality work.

CGS also states that it has spent the past nine years growing its government contracting portfolio and building long-term partnerships. The company describes itself as an equal opportunity employer and says applicants will be considered without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.

The company notes that it may use artificial intelligence tools during parts of the hiring process, such as reviewing applications, analyzing resumes, or checking responses for potential inconsistencies or verification signals. These tools support the recruiting team but do not replace human judgment, and final hiring decisions are made by people. For data-processing questions, applicants may contact the company directly.

Contact details and external job-board links have been omitted.