Staffing classified construction and manufacturing projects is no easy task. These roles demand workers with active security clearances, technical expertise, and the ability to maintain confidentiality. However, the talent pool is shrinking due to lengthy clearance processes, high turnover, and competition from better-paying industries.
Key challenges include:
Solutions involve pre-vetting candidates, offering career growth programs, and partnering with specialized recruiters like iRecruit.co to maintain project timelines and reduce hiring costs. Retention strategies, such as leadership involvement and flexible work options, are equally critical to avoid disruptions and high turnover costs.
Key Staffing Challenges in Classified Construction and Manufacturing Projects
Staffing classified projects comes with unique hurdles that go far beyond the usual workforce shortages in construction and manufacturing. These challenges not only delay timelines but also drive up costs. Here's a closer look at the primary issues.
The numbers paint a stark picture: there are approximately 70,000 more cleared positions than qualified candidates to fill them. In mid-2022, a leading clearance job board reported 73,000 job openings, but only about 5% of these were successfully filled.
This shortage arises from a frustrating cycle. Individuals can’t apply for security clearances on their own, and employers hesitate to sponsor new clearances due to the steep costs and lengthy wait times involved. As a result, businesses often compete for the same limited pool of already-cleared workers. Adding to the problem, many cleared professionals are leaving secure, on-site roles for remote jobs in the commercial tech sector, which often offer better pay and flexibility. Without access to this specialized talent, mission-critical projects face significant delays.
The time it takes to process security clearances is a major bottleneck. On average, Secret clearances take about 100 days, while Top Secret clearances stretch to 170 days for most cases. If a TS/SCI clearance with a polygraph is required, the timeline can balloon to 180–365 days. These delays make it difficult to onboard new hires quickly, pushing back project start dates and leaving deliverables unmet. In 2018, a backlog of clearance applications left 10,000 critical intelligence roles vacant, resulting in $1.8 billion in lost contracting work.
Another complicating factor is the lack of reciprocity between agencies. For example, in a survey of 31 federal agencies, 28 reported that their IT systems didn’t have enough information to determine whether clearances granted by other agencies could be honored. This forces contractors to repeat background checks, adding months to the hiring process. Additionally, 30 of the 31 agencies said they had to rely on manual communication with other agencies during this process due to inadequate automation.
"Security clearance processing times continue to tick up, and desk audits of cleared positions are increasing the crunch around cleared talent." - ClearanceJobs
Classified projects require a rare combination of technical skills, discretion, and personal integrity. Unfortunately, financial issues are the leading cause of security clearance denials. On top of that, evolving compliance standards and societal changes - like shifting attitudes toward drug use - make it harder for candidates to meet eligibility requirements.
Government contracting practices often exacerbate the problem. The "Lowest Price Technically Acceptable" (LPTA) bidding process pressures contractors to cut labor costs, which can lead to hiring candidates who barely meet minimum qualifications. While this approach may save money initially, it increases risks and compromises quality, especially as projects grow more complex and security standards tighten. Together, these factors create a challenging environment for recruiting and vetting professionals for classified roles.
Once you grasp the issues around clearance shortages and processing delays, the next hurdle is finding and vetting the right professionals. Recruiting for classified projects comes with its own set of challenges that standard hiring methods simply can't solve. Even when qualified, cleared professionals are out there, locating them and verifying their credentials is no easy task. This scarcity pushes recruiters to explore new ways to attract and secure these highly sought-after candidates.
Cleared professionals rarely advertise their clearance status on public job boards due to security concerns, making them incredibly hard to find using traditional methods. In mid-2022, there were 73,000 open positions requiring clearances, yet only 5% of those roles were filled. Because of this, recruiters often depend on trusted networks or niche platforms specifically designed for cleared candidates.
The challenge grows with what’s known as the "two-year clock." A clearance becomes inactive if it hasn’t been used for two years, and many candidates are unaware of their status lapsing. Reactivating a clearance can take weeks of paperwork - or even require a full reinvestigation. As one recruiting manager told ClearanceJobs:
"With the marketplace being what it is, I can't wait for someone to get cleared. I have to know that they are cleared."
In theory, verifying a candidate’s clearance should be straightforward. In reality, outdated government IT systems often complicate the process. Systems like DISS, CVS, and Scattered Castles frequently have incomplete or outdated information, forcing recruiters to manually verify clearances across agencies in 30 out of 31 cases. These delays disrupt project timelines, and recruiters sometimes have to contact a candidate's former agency directly to confirm their status. Combined with the constant movement of subcontractors, this adds yet another layer of complexity to an already challenging process.
High turnover among subcontractors creates additional instability for classified projects. For example, the manufacturing industry sees an average turnover rate of 30%, but the rate is even higher for cleared roles. Competitors often lure these professionals away with better pay and flexible work options. One hiring manager explained the difficulty on LinkedIn:
"It is very hard to attract talent to do work in a SCIF when they can work from home, not have clearance restrictions in their personal life, and get paid a lot more."
The financial impact of turnover is steep. Filling a Top Secret role often costs over $15,000, while securing talent with a polygraph clearance can cost between $25,000 and $35,000. When a cleared employee leaves, it’s not just about replacing them. Companies also face the costs of clearance investigations, recruitment fees, and project delays while searching for someone with the right qualifications and clearance. This challenge becomes even tougher under Lowest Price Technically Acceptable (LPTA) contracts, which force companies to offer below-market salaries, making retention an uphill battle.
Recruiting for classified roles comes with unique challenges, from strict security clearances to tight project timelines. To meet these demands, iRecruit.co uses a specialized approach that includes a pool of pre-screened candidates, flexible pricing options, and efficient hiring processes tailored to critical projects. These strategies help overcome the hurdles often associated with staffing high-security positions.
When it comes to roles requiring stringent security clearances, iRecruit.co employs thorough verification methods to locate and onboard qualified professionals. Using the Navy Standard Integrated Personnel System (NSIPS) - the Department of Defense's primary personnel security database - recruiters can confirm clearance levels (Confidential, Secret, or Top Secret), check the currency of investigations, and determine eligibility for special access programs. This real-time verification minimizes delays during onboarding.
Additionally, iRecruit.co maintains a proactive talent pool of pre-vetted candidates who are ready to be deployed immediately. By tracking clearance statuses in advance, the company avoids the lengthy waiting periods often required for new clearances, ensuring projects stay on schedule.
To accommodate varying hiring requirements, iRecruit.co offers flexible pricing plans designed to streamline project timelines and reduce administrative burdens.
This success-based model reduces risks tied to administrative delays and verification errors, which can otherwise slow down hiring. Unlike traditional job boards that only reach a small segment of cleared professionals, iRecruit.co’s specialized approach taps into a broader network of highly qualified, often passive candidates.
Lengthy clearance processes can jeopardize time-sensitive projects, but iRecruit.co addresses this issue with a streamlined approach. By integrating security checks and keeping a bench of pre-cleared professionals on hand, the company ensures candidates are ready to step into roles without delay. This efficiency is especially important given that nearly 60% of employers report difficulty finding the digital and technical skills required for their projects. iRecruit.co’s methods help bridge this gap, keeping projects on track and meeting tight deadlines effectively.
Hiring professionals with security clearances is just the beginning. Retaining them requires a thoughtful approach that aligns with their career goals and addresses the demanding nature of classified work. Organizations focusing on development, stability, and strong relationships see better retention rates.
Career mobility and certifications are top priorities for cleared workers. Sponsoring certifications like CISSP or PMP and offering clear advancement opportunities can reduce turnover by 31%. Andy Gill, Strategic Talent Acquisitions Lead at MetroStar, highlights this:
"Folks in this employee population know that their future roles depend on specific certifications and experiences, so you have to show them how you'll get them to that next level."
Feeder programs are another effective strategy. These programs recruit cleared candidates from related fields and provide 16-month technical training rotations, preparing them for roles in engineering or cybersecurity. Apprenticeship programs stand out, achieving 91% retention rates and delivering $1.47 in productivity for every dollar invested.
Connecting daily tasks to mission-critical objectives also strengthens loyalty. Gill explains, "These folks crave mission-critical work, and if your company can get them there and help them feel they're making a difference, you're going to build loyalty and success". When cleared professionals see how their work impacts national security, job satisfaction rises significantly.
These initiatives not only help retain talent but also ensure smoother project execution.
Turnover in high-security roles can disrupt projects and come with hefty costs - 100% of base salary for mid-level employees and 225% or more for senior managers. Proactive strategies can help avoid these expenses and maintain team stability.
"Stay interviews" are a valuable tool for identifying what keeps employees engaged before they start looking elsewhere. Unlike exit interviews, which occur too late, stay interviews provide actionable insights early on. The first 90 days are especially critical for new hires, making structured onboarding, clear milestones, and mentorship key to retention.
Leadership involvement also plays a big role. 81% of cleared workers at small-to-mid-sized contractors report higher loyalty when leaders offer mentorship and transparent communication. For example, CCS Global Tech reduced turnover by 30% among TS/SCI-cleared professionals in a data analytics division by focusing on upskilling, hybrid work options for unclassified tasks, and leadership coaching. This directly improved project timelines for a U.S. Air Force AI initiative.
While classified environments often limit remote work, other flexible arrangements can help reduce burnout. Options like staggered shifts (e.g., 7 am–3 pm), compressed workweeks (four 10-hour days), or secure satellite offices closer to employees’ homes have proven effective. One defense contractor implemented a hybrid model for TS-cleared employees in 2024, allowing unclassified tasks to be done off-site. The result? A 25% reduction in attrition within a single year.
Beyond internal efforts, partnering with specialized recruiters can ensure a steady pipeline of talent. With 13% of cleared professionals changing jobs for better pay in the past year, having backup plans for sudden vacancies is crucial.
Recruitment partners like iRecruit.co go beyond sourcing candidates. They offer consulting on workplace policies that balance strict security requirements with modern employee expectations. These firms also help design tailored career growth programs and provide competitive market insights. For example, in August 2023, CCS Global Tech supported a U.S. Air Force AI project by deploying 27 TS/SCI-cleared DevOps Engineers within just 10 days, ensuring project stability and meeting urgent deadlines.
Staffing for classified construction and manufacturing projects comes with unique challenges that go far beyond standard recruiting practices. The hurdles include a limited pool of cleared professionals, lengthy clearance processes (with Top Secret approvals exceeding 400 days), inactive clearances, and issues with cross-agency clearance reciprocity. These obstacles can disrupt project timelines and lead to costly penalties.
To navigate these complexities, organizations must adopt recruitment strategies tailored to these specific demands. Key approaches include verifying clearance status early, proactively tracking clearance renewals, and tapping into networks of passive candidates. As one industry expert put it:
"With Top Secret clearances taking over 400 days for approval, waiting simply isn't an option when projects have deadlines and contracts are on the line." – RCS Staffing
Retention is just as critical as recruitment. Programs focused on career development, leadership opportunities, and flexible work arrangements help keep cleared professionals engaged and committed for the long term.
Additionally, partnering with specialized recruitment firms can bolster internal efforts. These experts bring access to pre-qualified talent, ensure clearance compatibility across agencies, and handle administrative tasks like facility access requests, minimizing delays and keeping projects on track.
The pressure to deliver on classified projects is immense. By combining strategic recruitment and retention practices with the expertise of specialized staffing partners, organizations can meet deadlines, stay within budget, and successfully execute mission-critical initiatives.
Delays in security clearance processing can throw project timelines off track, but there are ways for companies to reduce the impact. One smart approach is to extend contingent job offers - offers that hinge on successfully completing the clearance process. This allows the hiring process to move forward while waiting for the necessary approvals.
Being familiar with the clearance process and its typical timelines is another key step. It helps set realistic expectations and prevents unnecessary frustration. Staying updated on advancements, like the introduction of systems such as eAPP or continuous vetting programs, can also provide useful insights into streamlining the process. Additionally, working closely with security officers and relevant agencies to pinpoint and resolve potential bottlenecks is critical.
With a mix of careful planning, contingent hiring strategies, and embracing process updates, companies can better handle clearance delays and keep their projects on track.
Creating a workplace that keeps cleared professionals engaged and supported requires more than just offering good salaries. One effective approach is investing in learning and development (L&D) programs. These opportunities not only help employees enhance their skills but also show them that their growth matters, which can lead to increased loyalty and satisfaction.
It’s also important to understand what makes cleared professionals tick. Priorities like career mobility, a supportive work culture, and work-life balance are essential for retaining top talent. Flexible work options, personalized benefits, and regular recognition can go a long way in building a stable and motivated team. By focusing on these areas, companies can better retain their mission-critical employees and minimize turnover in high-security roles.
Partnering with recruiters who specialize in classified projects offers key benefits for tackling the challenges tied to high-security environments. These recruiters bring a deep understanding of the security clearance process, which is often both time-consuming and complicated. By tapping into pre-cleared talent pools, they help organizations fill positions more quickly, cutting down on project delays and ensuring all clearance requirements are met.
In addition, these recruiters are skilled at finding candidates who possess the right mix of technical expertise and security clearances needed for critical roles. Their know-how streamlines the vetting process, reducing risks and building dependable teams. This targeted approach not only boosts hiring efficiency but also ensures projects stay on schedule while meeting strict security standards - key factors in the success of sensitive operations.
