The construction and facilities management industries are facing a major workforce challenge: up to 700,000 open cleared positions nationwide and only a small percentage being filled by newly cleared candidates. This shortage is delaying critical national security projects and infrastructure developments. With the FY 2026 defense budget reaching $1.01 trillion and clearance processing times stretching to 243 days for Top Secret roles, the gap between demand and supply is widening.
Key Takeaways:
Solutions: Companies must build talent pipelines early, leverage veteran networks, offer competitive pay, and use recruitment tools to manage clearance processes effectively. Retention strategies like mentorship programs, career development, and compliance management are also critical to keeping cleared professionals engaged.
This shortage is impacting national security and high-priority projects, making it essential for employers to rethink recruitment and retention strategies.
Cleared Construction Talent Shortage: Key Statistics and Market Overview
A security clearance ensures that individuals are eligible to access classified information that, if mishandled, could jeopardize national security. In the construction and facilities management sectors, this requirement operates on two levels. First, companies need a Facility Security Clearance (FCL) to handle classified materials. Second, individual workers must secure a Personnel Security Clearance (PCL) to access sensitive information on-site. Work on classified projects can only proceed once both the FCL and all necessary PCLs are in place.
Clearance levels dictate the scope of access. A Secret clearance covers information that could cause serious harm if exposed. Top Secret is reserved for data posing exceptionally grave risks, while TS/SCI (Top Secret/Sensitive Compartmented Information) is required for the most sensitive and critical projects.
This structure highlights why high-stakes projects demand such rigorous clearance protocols.
Federal guidelines mandate cleared professionals for certain construction projects. The National Industrial Security Program (NISP), initiated under Executive Order 12829, establishes the framework for safeguarding classified information. The National Industrial Security Program Operating Manual (NISPOM) provides detailed instructions for contractors on maintaining security. Workers must demonstrate a "need-to-know" basis for accessing classified information, ensuring that access is strictly limited to their specific roles. Additionally, companies are required to appoint key personnel, including a Facility Security Officer (FSO), an Insider Threat Program Senior Official (ITPSO), and an Information System Security Manager (ISSM) - all of whom must be U.S. citizens.
Failing to secure cleared personnel can lead to project delays, restricted site access, and potential compliance breaches. The federal personnel security clearance process remains on the GAO "High Risk List" due to ongoing challenges in vetting procedures, emphasizing how essential clearance compliance is to project success.
The challenges facing the cleared talent market have deepened, exposing a significant imbalance in supply and demand. In the cleared construction labor market, the shortage is particularly stark. Out of the 170 million workers in the U.S. labor force, only about 4 million hold any type of security clearance. This limited pool has led to fierce competition, with 70,000 more open positions than there are cleared professionals to fill them.
One of the biggest obstacles to addressing this shortage is the lengthy clearance process. As of FY 2025 Q3, it takes an average of 138 days to process Secret clearances and a staggering 243 days for Top Secret clearances. These timelines have grown longer in recent years.
This creates a frustrating "Catch-22" for both employers and job seekers. Employers hesitate to hire candidates without active clearances due to the extended delays, yet individuals can’t obtain a clearance without a job offer and sponsorship.
Adding to the problem, commercial tech companies have ramped up competition for cleared professionals. The rise of remote work has allowed private-sector firms to lure talent with higher salaries and flexible work-from-home arrangements - benefits that construction roles tied to SCIFs (Sensitive Compartmented Information Facilities) simply cannot provide.
Federal contracting practices further complicate matters. The "Lowest Price Technically Acceptable" (LPTA) bidding model forces contractors to cut labor costs, leaving them unable to compete with the more lucrative tech sector. These combined delays and pressures have created a perfect storm, leading to severe shortages in critical construction roles.
The talent gap is most pronounced in roles like project managers, estimators, and MEP (mechanical, electrical, plumbing) specialists. These positions are crucial to meeting mission-critical needs but are increasingly hard to fill.
The aging workforce adds another layer of difficulty. Many experienced federal employees and construction professionals are nearing retirement, taking decades of specialized knowledge with them. At the same time, state and local governments are now competing for the same cleared talent pool to support public safety and cybersecurity initiatives, further tightening the market.
The need for cleared construction professionals spans a variety of sectors, each with its own set of security challenges and project demands. Knowing which industries rely heavily on this talent can help both employers and job seekers better navigate opportunities in this specialized market. Below, we explore two key areas where cleared construction expertise is essential.
Modernizing defense infrastructure accounts for a significant portion of the demand for cleared construction workers. Projects like military bases, secure labs, and weapons manufacturing facilities all require workers who can handle classified information while adhering to strict security protocols. Among these, Sensitive Compartmented Information Facilities (SCIFs) stand out as some of the most complex and demanding projects. These facilities cost between $350 and $1,000 per square foot to construct, and their accreditation process can take up to 36 months under current standards.
"SCIFs are the backbone of secure operations in the aerospace and defense industry." - JLL
The Office of the Director of National Intelligence (ODNI) is in the process of updating ICD-705 standards, which will include advanced TEMPEST countermeasures and RF protections. Full compliance with these updated standards is required by 2028. This effort is driving immediate demand for construction managers, civil engineers, and security experts who understand both physical construction and electronic surveillance prevention.
One example of this need is the six- to eight-month U.S. Embassy project in Freetown, Sierra Leone, managed by Espire Services in February 2026. Such compressed international assignments further highlight the importance of cleared managers who can handle high-pressure timelines.
The explosion in AI and cloud computing has fueled a surge in demand for cleared professionals in data center construction. While different from defense projects, these facilities require similar levels of security and expertise. Hyperscale data centers, for instance, rely on Cleared Construction Surveillance Technicians (CSTs) to monitor access and ensure compliance with security protocols. These roles, which demand constant vigilance, offer an average salary of $75,000.
In February 2026, CenCore LLC actively sought CSTs for data center projects in Manassas, VA, and San Antonio, TX, to meet ICD-705 security standards during construction. CSTs play a critical role in tracking worker movements and preventing unauthorized access throughout the building process.
Advanced manufacturing facilities, including semiconductor plants and battery production sites tied to defense applications, also face stringent clearance requirements. These projects demand professionals with expertise in both high-tech manufacturing and security compliance. Salaries for cleared construction managers in this sector range from $72,000 to $108,000, with specialized roles often earning even more.
Energy infrastructure projects, such as nuclear power plants, electrical grids, and pipelines, are another area requiring cleared oversight. As these facilities integrate more digital infrastructure, protecting them from potential threats becomes increasingly critical.
Finding cleared construction talent requires a focused and proactive approach. Out of 170 million U.S. workers, only about 4 million hold security clearances, making this a highly competitive field. Add in the delays in clearance processing, and it’s clear why starting early is essential to avoid project setbacks and financial penalties.
Waiting until a contract is awarded to start recruiting is a recipe for staffing delays. The most successful companies keep a steady bench of cleared candidates ready to step into roles as projects begin. This means initiating clearance applications or renewals well in advance to account for the lengthy processing times that can stretch into months.
Federal agencies now require contractors to show they have immediate access to cleared talent during the bidding process. Without an established pipeline, firms risk losing out to competitors who can prove they’re ready to deploy qualified staff. A strong pipeline should include candidates with a range of clearance levels - from Public Trust to Top Secret/SCI - so you’re prepared for a variety of contract needs.
Veterans are a goldmine for cleared construction talent. In fact, 80% of construction companies actively recruit veterans to fill workforce gaps. Many transitioning service members already hold security clearances or are eligible for sponsorship, making them an ideal fit for cleared roles. However, the competition for this talent pool is fierce.
One challenge is that cleared professionals now compare their pay to the commercial tech sector, not just other construction firms. For example, in 2024, staffing firm Insight Global placed over 1,500 cleared professionals in roles with the U.S. Federal Government, including 316 for the U.S. Air Force and 230 for the U.S. Army. Of these, more than 500 held high-level TS/SCI and Full Scope Polygraph clearances. Their success came from offering competitive salaries, quick hiring processes, and clear career advancement opportunities.
"Cleared professionals now expect remote flexibility, tech sector compensation and modern workplace cultures." - Scott Ryan, Chief Revenue Officer, HireClix
Speed is also a key factor. Long hiring timelines can drive candidates away, especially when adjudication periods drag on without guaranteed pay. By reducing time-to-offer to just a few days and providing structured mentorship programs, companies can stand out. Surprisingly, only 24% of construction firms offer formal support for transitioning veterans, leaving plenty of room to differentiate your company.
While internal strategies are important, external recruitment partners can make a big difference in hiring cleared professionals. Many of these candidates work in SCIFs (Sensitive Compartmented Information Facilities) and don’t have access to personal devices during the day, making them hard to reach through traditional methods. Specialized recruiters maintain networks of pre-vetted cleared talent, speeding up the hiring process and ensuring compliance with agency-specific requirements.
Technology also plays a role. 68% of cleared recruiters now use AI to streamline their processes, and 98% of hiring managers who’ve adopted these tools report improved efficiency. AI can help filter resumes for specific clearances and certifications, but it’s the human expertise of recruitment partners that adds real value. These specialists bring deep industry knowledge and relationships that technology alone can’t replace. For organizations managing multiple cleared roles, working with a recruitment partner can simplify the process while ensuring technical and security standards are met effectively.
Finding cleared construction professionals is no easy task, but keeping them on your team is just as critical. Since 2013, there are nearly one million fewer individuals with active security clearances, making every cleared employee a key asset. And with over 13% of cleared professionals switching jobs for better pay in just the last year, retention has become a top priority.
Security clearances don’t last forever. Reinvestigation timelines vary: Top Secret clearances require updates every 5 years, Secret every 10 years, and Confidential every 15 years. Missing these deadlines could bench your best team members and delay critical projects. The introduction of Continuous Vetting (CV) through Trusted Workforce 2.0 has changed the process, enabling real-time monitoring instead of relying on periodic reviews.
Cleared professionals are also required to report life changes - like foreign travel, financial troubles, or legal issues - to stay compliant. To avoid lapses, set up clear protocols for reporting and use a centralized system to track clearance statuses and reinvestigation deadlines. This ensures your team stays ready for action without unnecessary interruptions.
Another benefit of clearances is their two-year transferability between employers or from military to civilian roles after debriefing. This flexibility allows you to onboard experienced cleared talent quickly, provided you act within that window.
But retaining cleared employees requires more than just compliance - it’s about showing them long-term opportunities.
Career growth is one of the biggest factors in retaining cleared construction professionals. In fact, 81% of cleared workers at smaller federal contractors report stronger loyalty when mentorship is consistent, and companies that focus on career development see a 31% drop in turnover. For those in construction jobs and workforce development, this means offering clear promotion pathways and supporting certifications like PMP (Project Management Professional) or specialized facilities management credentials.
Technical growth is also a major draw for cleared professionals. Consider creating "technical lead" roles that allow advancement without requiring them to step into management. Rotational assignments and cross-training opportunities can keep their work engaging while broadening their expertise. Instead of relying solely on annual reviews, use quarterly check-ins to outline growth plans and track progress toward career goals.
"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." - Andy Gill, Strategic Talent Acquisitions Lead, MetroStar
Financial support plays a key role too. Offer stipends or reimbursements for continuing education, conferences, and related travel expenses. Since secure construction jobs often require on-site presence, consider flexible options like staggered schedules, compressed workweeks, or satellite offices to ease commuting challenges. These adjustments can reduce turnover by nearly 25% in just one year.
When it comes to hiring cleared construction professionals, having the right tools in place can make all the difference. With the federal government averaging 98 days to onboard a new employee - thanks to the lengthy security clearance and background check process - streamlined systems aren't just helpful; they're essential. Companies that rate their talent management systems as highly effective are six times more likely to see better shareholder returns.
A reliable Applicant Tracking System (ATS) acts as the hub for managing cleared talent. With it, you can tag candidates by clearance level (Top Secret, Secret, or Confidential) and track renewal timelines - Top Secret every 5 years, Secret every 10 years, and Confidential every 15 years. This setup ensures you can quickly access qualified candidates for urgent projects like data center construction.
Real-time dashboards are another game-changer. For example, the Air Force implemented a dashboard to monitor every step of their hiring and background check process, reducing their hiring timeline by over 40 days.
"Improving the process by 40 days returns millions of days back to our mission." - Matt Eanes, Director of the Performance Accountability Council Program Management Office
This kind of efficiency not only speeds up hiring but also reduces the risk of candidates dropping out during the process - an issue that’s all too common. In fact, 92% of candidates who start an application never finish it. Simplifying the process is crucial, especially for mobile users in site-based roles. Platforms like TalentReef, which are mobile-friendly, can significantly boost application completion rates.
"AI and automation aren't just buzzwords - they're boosting recruiter efficiency through productivity gains and streamlined candidate communication, helping cleared hiring teams do more with less." - ClearanceJobs
Candidate Relationship Management (CRM) systems are key to staying connected with passive cleared talent. Features like automated email sequences and personalized outreach keep candidates engaged, so you’re ready with pre-qualified talent when the need arises.
Beyond resumes, skills intelligence platforms like iMocha help validate candidates’ real-world expertise. These tools use AI to ensure that a cleared project manager has the necessary commissioning experience or MEP systems knowledge required for the role. With a 4.4/5 rating on G2 from 267 reviews, iMocha is a trusted choice.
Unified systems like iRecruit.co take it a step further by combining ATS and CRM functionalities. These platforms streamline the entire recruitment process - from clearance tracking to candidate communication - making it easier to stay compliant with federal regulations while reducing time-to-hire. By integrating clearance management, relationship tracking, and real-time analytics, these tools tackle the unique challenges of managing cleared talent pipelines.
The shortage of cleared construction talent remains a pressing national security issue, impacting defense, data center, and advanced manufacturing projects nationwide. With approximately 70,000 more cleared positions than qualified candidates available, traditional recruiting methods are falling short.
"Workforce planning should begin 12–18 months before expected contract execution to secure scarce talent, reduce onboarding delays, and avoid performance risk." – CCS Global Tech
To address this, organizations need to rethink their approach. Early talent pipeline development is critical - this includes collaborating with veteran networks, sponsoring candidates who can obtain clearance, and partnering with recruiters experienced in security vetting. Programs like the pre-clearance initiative at the University of Florida offer effective blueprints.
In addition to workforce strategies, leveraging the right technology can cut hiring timelines by 30% compared to traditional in-house processes. Tools that handle clearance tracking and streamline communication with candidates strengthen both recruitment and retention efforts. When paired with competitive pay and clear career growth opportunities, these measures directly contribute to the success of high-stakes projects.
The need for cleared construction professionals is set to grow even more as the FY 2026 national defense budget climbs to $1.01 trillion, marking a 13% increase from FY 2025. By prioritizing pipeline development, retention strategies, and specialized partnerships, organizations can meet critical workforce demands. Delays in addressing these needs could lead to project setbacks and performance challenges.
The shortage of security-cleared construction and facilities professionals stems from a mix of challenges. For starters, the demand for cleared talent is growing much faster than the available supply, particularly as industries like defense, data centers, and advanced manufacturing continue to expand at a rapid pace. Adding to the issue is the clearance process itself - it’s not quick. Lengthy background checks and vetting procedures make it tough to bring new talent into the fold quickly.
On top of that, many seasoned professionals are retiring, creating a gap that’s hard to fill. At the same time, the roles requiring advanced clearances are becoming more complex, adding another layer of difficulty. These combined factors make it especially hard for organizations to find and keep skilled workers for critical, high-stakes projects.
To bring in and keep professionals with active security clearances, companies need to adopt strategies tailored to this specialized group. Start by focusing recruitment efforts on roles in key sectors like defense, data centers, and advanced manufacturing. Highlighting the mission-driven nature of these positions can be a strong draw. Additionally, using efficient hiring tools and maintaining clear communication throughout the process is crucial. This is especially important since the pool of cleared professionals is relatively small, making speed and clarity essential.
Retention is just as important as recruitment. Offering competitive pay, robust benefits, and clear paths for career advancement can boost job satisfaction and loyalty. It's also vital to support employees in maintaining their security clearances, as this is often a critical aspect of their roles. Creating a positive, mission-focused workplace culture can further reduce turnover. By prioritizing both recruitment and retention, companies can build dependable teams ready to tackle sensitive and high-stakes projects.
The cleared construction and facilities sector is experiencing a surge in demand for professionals such as Construction and Facilities Managers, Construction Surveillance Technicians, and Armed Security Officers. These roles are essential for managing secure projects, ensuring adherence to strict security protocols, and protecting sensitive operations within high-security environments like government or defense facilities.
On top of that, technical positions, including Machine Learning Engineers with active security clearances, are gaining traction. This trend highlights the increasing use of advanced technologies in secure construction projects. Jobs that combine specialized technical skills with security clearance are pivotal for supporting critical infrastructure and high-stakes initiatives.
