Interview with a Recruiter, Jonathan Everhardt, SOSi

Posted by Rob Riggins

jonathan everhardtI’ve been with SOSi for about 18 months after transitioning out of the military. I served in the Marines for over 20 years where I spent a majority of my time recruiting.

My primary focuses for SOSi recruiting are IT and cyber positions, in San Antonio, TX, Fort Bragg, NC and DC metro area. I also support logistics and intel hiring, and our veteran outreach program.

My transition from the Marines to SOSi went pretty smoothly. About 25% of our work force is veteran, so the culture shock was minimized because there are so many employees who could relate to the path I’d taken. They knew the challenges I experienced. It was very supportive.

SOSi Logo and Tag-transparent-bgSell me on SOSi

SOSi is the nation’s leading mid-tier solution provider to the U.S. defense, intelligence and homeland security communities. Our global portfolio includes military logistics, intelligence analysis, specialized software development and cyber security. Founded in 1989, SOSi is the largest, private, family-owned and operated company in the defense and aerospace sector.

SOSi is a great place to work, as it has such a welcoming culture and the people are great. I enjoy who I work with, and the people who I work for.

We make a difference. SOSi leadership supports us and makes us feel that we’re an important asset to the team. It’s a very supportive environment, and the satisfaction that we’re doing things that matter is fulfilling.

Currently, we have four business units and about 1,600 employees. For our mission solutions and intelligence solutions business groups, we focus on positions that are primarily overseas, in the Middle East, Europe, and Kosovo.

Our other business units are software solutions and cyber security solutions, and those are CONUS positions. That’s roles are primarily located at Fort Bragg, San Antonio, Fort Huachuca, Charleston and the DC metro area.

What’s your hiring process like

Our hiring process is fairly standard and not complex. Our goal is to get candidates on board quickly with as little stress as possible and keeping them informed of their status throughout the process.

The process varies by position and the contracts that the position supports. Typically, the process begins with a phone interview with a recruiter. During this interview, the candidate should be prepared to talk about their salary expectations and have questions for us.

Next is an interview with the hiring manager. If both the job seeker and the hiring manager are local then it’s an in-person interview. If not, it will be a phone interview.

Depending on the role, there may be a follow up interview with executive leadership. With overseas roles there may be medical pre-deployment requirements.

What do job seekers who grab your attention get right

They read the job description and they meet the requirements! That really does set them apart from those who just apply for jobs seemingly without reading the job description. We have certain requirements without flexibility, such as the security clearance and certification requirements.

I see some folks who are transitioning out of the military who think they can do anything because the military trains you for your role. The private sector expects you to walk into a role and perform from the start without much training.

Candidates who show a desire to be a part of the team. We get that during the hiring process with questions the job seeker asks about what’s the company culture, what’s the day-to-day routine in the position, how do you define success for the position. You can sense a desire to join the team.

We do look at our Applicant Tracking System first for candidates when we get a new requisition, so have some faith in the cold application – that’s actually how I got my job. But it doesn’t hurt to follow up after applying, assuming you are qualified.

What are your toughest roles to fill

These days nothing is easy, but our most challenging roles to fill require a combination of security clearance and certifications in locations where there aren’t many job seekers. Examples of this would be a Cyber Infrastructure Engineer with a secret clearance in Alabama, a Compensation Technician with a Secret clearance in South Carolina or an HVAC Technician with a TS/SCI in Qatar.

Intel analyst and physical security roles are easier to fill because there is a larger pool of potential candidates to choose from. However, if you’re a job seeker with those skills you have more competition.

View all SOSi cleared positions on ClearedJobs.Net

What mistakes did you make in your transition to civilian employment 

There are a few but the main ones that come to mind are:

  • I wish I’d known all the available resources that are out there for veterans. There are so many transition programs, such as American Corporate Partners, Onward to Opportunity or Hiring our Heroes that do a great job of providing mentorship for the transition from military into the civilian world, so the veteran doesn’t have to figure it out alone.
  • Waiting to focus on my transition. Everyone thinks they’re irreplaceable and they often lose out because of that. Be sure to take care of yourself and start planning early. The longer you wait to plan out your transition and figure out your next opportunity, the more the stress increases as you approach that end of active duty date.
This entry was posted on Wednesday, January 30, 2019 5:00 pm

2 thoughts on “Interview with a Recruiter, Jonathan Everhardt, SOSi”

  1. Greetings.

    Thanks for posting those interesting comments by Mr. Everhardt at SOSi.

    With all due respect, must disagree about that described “smoothness” of the hiring process in use at SOSi, as SOSi recruiters do not respond to online queries for details about posted opportunities of interest.

    == Examples (backgrounders):

    ** Last year, SOSi advertised it was hiring for SME instructors / advisors — including retired U.S. Army Foreign Area Officers (FAOs) with regional concentrations in the Middle East — for on-call engagements to advise, train, sensitize and prepare new hires — during their mobilization phase at SOSI in northern VA — for work as Security Assistance Officers (SAOs) in support of the U.S. Ministry of Interior (MOI) – Military Assistance Group (“MOI-MAG”) in the Kingdom of Saudi Arabia. SOSi was providing those professional pre-deployment training services in execution of a contract with U.S. Army Security Assistance Command (USASAC) first awarded in 2016. (Have supported USASAC HQ and its Fort Bragg-based USASATMO on various projects and bilateral conferences about security assistance programs and related FMS sales cases.)

    ** I had recently completed a series of on-call engagements as escort / interpreter / training advisor for several delegations from the MOI during their visits to US-based defense firms and other facilities related to some high-value FMS and DCS sales cases.

    ** During those visits, many members of those delegations discussed and shared their professional opinions, observations, assessments and suggestions about foreign military advisors (U.S. and others) they had encountered and interacted / cooperated / observed in the kingdom.

    ** Their insightful contributions — their versions of “customer feedback” on sensitivities, practices, organizational cultures, decision-making dynamics, and preferences — expanded and aligned with my earlier fieldwork and in-kingdom residence and experiences as U.S. Army military advisor, trainer, force-developer, manpower planner (USMTM and later OPM-SANG) and as Assistant Army Attache in Defense Attache Officer (DAO), US Embassy Riyadh.

    ** Contacted SOSi online to present my interest, background, availability and capabilities of direct relevance to the firm’s described training program for outbound SAOs. Offered customized modules for optional inclusion or as supplementals to its established MOI-MAG SAO training program. Modules are based on very-similar support designed and provided to a U.S. Marine Corps (USMC) organization which also trains, prepares, certifies and deploys USMC-resourced Security Assistance Teams (SATs) for duty as advisors and trainers of their military counterparts in Saudi Arabia and other Arabic-prevalent host countries in the CENTCOM AOR.

    ** SOSi did not reply to that initial query or to follow-up note.

    ** Encountered identical silence after querying SOSi for initial details of its recruiting posts for deployable Arabic linguists.

    Accordingly, SOSI’s recruiting process and business practices remain murky and dubious. If the firm’s scope of serious consideration of applicants only encompasses those resident in the immediate NCR area (DC/MD/NOVA) and effectively excludes outside talent, that context would be nice and helpful to know as part of its posts.

    FWIW. Hope these comments add to the discussion, Today is Tuesday, 5 February 2019.


    Stephen H. Franke, M.Ed., PMP (Pending)
    Lt Colonel, FAO (Middle East – long-time “Gulfie”),
    U.S. Army Retired
    San Pedro (Los Angeles Waterfront Area), California

  2. Jonathan is awesome! When I contacted the company about a job, he responded right away and answered all my questions. I hope to be joining the SOSi team in the very near future!

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