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Security-Cleared Contingent Positions: Turning Uncertainty into Opportunity

Cleared job seekers, have you ever applied for a job that doesn’t technically exist yet? Welcome to the world of contingent positions, where job seekers are served exciting opportunity with a side dish of uncertainty.

If you’re a security-cleared professional looking to understand this unique hiring process, we’re here to clear things up and put you on the right path. From setting your expectations when pursuing contingent positions to handling situations when contracts aren’t awarded, we’ll help you navigate the contingent hiring process.

Understanding Contingent Positions

Contingent positions are a unique facet of the government contracting community that can be puzzling at first. These roles are posted by companies that anticipate winning government contracts, but they aren’t yet funded or guaranteed. The main objective is to be prepared to start quickly once the contract is awarded.

“It’s not like a funded position where I can call somebody up and say, when can you start,” explains Charles Buchanan, Talent Acquisition Lead at Patricio Enterprises, Inc. “With funded positions, we have something viable to offer you at that moment. Contingent positions are a whole different ballgame. We’re offering positions that, in reality, don’t exist, because we don’t have the contract.”

You might wonder, why are these roles posted if they aren’t available yet.

Companies often start recruiting in advance to demonstrate their ability to staff the contract. This is a key part of their proposal strategy. Showing a ready and qualified workforce can significantly boost their chances of winning the contract.

For security-cleared job seekers, it’s important to recognize that while you may be a strong candidate, the job offer is contingent on factors beyond your control. This means you’re applying for a role that might not become available, depending on whether the company wins the contract. Patience and flexibility are essential, as there are no guaranteed timelines for when, or if, the position will materialize.

Despite the uncertainties, applying for contingent positions can be a smart move. It helps you get on the radar of top contracting companies and builds important networking connections in the community. As Charles Buchanan advises, “It never hurts for you to put yourself out there. It means more people and companies can see your resume. It could also lead to other opportunities within the same company. Never sell yourself short.”

Navigating Uncertainties

When dealing with contingent positions, it’s essential to understand several uncertainties involved in the process. Here are a few things to be aware of to help you set your expectations for the contingent hiring process:

Changes to the RFP

A Request for Proposal (RFP) is a document issued by the government to solicit bids from contractors for a project. In the early stages, companies often start recruiting based on a draft RFP to build their talent pipeline in time. However, the final RFP can bring changes that might impact the roles and qualifications ultimately needed. From the draft to the final RFP, positions can change. Tasks may be added or removed, or the number of positions may increase or decrease.

For instance, “We’ll be recruiting contingent for nine or 10 key personnel people,” describes Jenny O’Connor, Senior Technical Recruiter at Patricio Enterprises, Inc. “And then when the proposal drops, they’re only wanting three, but we’ve already got nine.” This means it’s possible that positions you initially applied for might evolve or disappear altogether by the time the final RFP is released.

“It’s all about adaptability,” emphasizes Jenny O’Connor. “The government can do and change whatever they want, whenever they want.”

**Job seekers, please stick with us. We know it sounds like an uphill battle, but there’s a silver lining we’ll get to even if you do run into some of these potential pain points.**

Incumbents Have First Right of Refusal

A common misconception about contingent positions is, “that it is a guaranteed position,” says Charles Buchanan. “You have to remember if there is an incumbent, they have first right of refusal.”

This means that when a government contract comes up for re-compete, the employees currently working under the existing contract (incumbents) have the opportunity to retain their roles even if the contract is awarded to a different company. Re-competes occur periodically to ensure the government continues to receive optimal performance and value. And in some cases, the current company holding the contract may choose not to pursue the contract again.

Even though incumbents have the first right of refusal, it doesn’t guarantee they will remain in their positions. Factors such as changes in benefits, company culture, or personal career preferences might lead incumbents to choose not to stay on the contract. It could be as simple as they want to stay with their current employer and move to another contract.

With all that in mind, companies still need to recruit for these positions to demonstrate to the government that they have a capable and ready workforce, regardless of whether the incumbents decide to stay on the contract or not. Thus, they recruit and offer roles contingent upon the position becoming available, as there are many factors at play.

Timeline Delays

The timeline for contract awards can be unpredictable. “Be patient,” urges Charles Buchanan. “You have to understand that the contracting company does not control the pace of the award.”

“The government has a tendency of moving award dates 30 days at a time,” explains Charles Buchanan. This variability can make it challenging to gauge when a contingent position might actually become available.

Given these potential delays, it’s essential to evaluate your own readiness and flexibility as a job seeker. If you’re in a position where immediate employment is necessary, a contingent position might not be ideal.

For instance, if you’re currently unemployed or coming close to the end of your own contract, the uncertain timing of contingent roles might pose a problem. If the clock is ticking on your job search, don’t stop looking for more immediate or guaranteed positions. If the timing works out, great, but don’t put all your eggs in one basket so to speak. Be upfront with your recruiter and keep them appraised of your status. They understand timeline delays can be a challenge, and they’ll try their best to give accurate timeframes.

On the other hand, time might not be an issue for some job seekers. If you’re already employed or transitioning/retiring from the military, you may not be available to start immediately anyway. In that case, you can afford to wait for a contingent position and might see it as a strategic move.

As a recruiter, “The best thing to do is find somebody that has a current position,” admits Charles Buchanan. “And ideally, the contingent position would be a promotion for them. We tell them to stay in their current position, just keep going, and then when we get this award, they can move and it will be a pay raise and a promotion.”

Importance of Communication

Maintaining open lines of communication with your recruiter is essential throughout the contingent hiring process. While recruiters make an effort to stay in touch and provide updates, it’s equally important for you as a job seeker to actively communicate your status and any changes in your circumstances. This ongoing dialogue ensures that both you and the recruiter remain aligned on expectations and opportunities.

Your recruiter will likely reach out to provide updates on the status of the contract, any changes in the timeline, or other relevant information. However, don’t hesitate to proactively contact your recruiter if you have questions or need clarification about any aspect of the process. For example, if your availability changes or if you acquire new skills or experiences, update your recruiter with this information.

“I’ve had people with signed Letters of Intent that change their minds,” shares Charles Buchanan. “We might be 30 days out from doing the proposal, and now this person doesn’t want to be part of it. So I’m staying in contact with this person to also validate that we can still use the resume. Or you might find out they have a really good updated resume that makes them look even stronger. So it works both ways.”

Clear and consistent communication allows recruiters to adjust their plans based on your availability and current qualifications. It also ensures you are aware of any changes or new developments. This proactive approach not only demonstrates your continued interest in the role but also helps build a stronger relationship with your recruiter, which can be beneficial for future opportunities.

What to Do If You Don’t Get the Job

Despite best efforts, sometimes the position doesn’t come through. But not all is lost. You’ve potentially made a great networking contact throughout the experience. A story shared on our podcast, Security Cleared Jobs: Who’s Hiring and How, from Jen Moyars, formerly of MindPoint Group, highlights the importance of relationship-building.

“A couple years ago, we were working on a proposal and I had somebody on a contingent offer,” shared Jen Moyars. “And the client, as government does, took quite some time to award the program. So she stuck with me for about a year and a half. And I had to go back to her and tell her that the actual task order that we had her tagged to, we unfortunately didn’t win. And so we went our separate ways for a couple months.”

“About three months ago, she came back to me and she had three or four referrals for me,” says Jen Moyars. “And I remember talking to my hiring manager thinking, I wonder if she’s open, because I finally have a role that would fit her that is funded. So I went back to her and she was surprised that I even asked, because it had been almost two years at that point. And she actually is coming on board with me in the next week. So after two years of candidate relationships, going back and forth, and having all those conversations, it paid off. So I always say, it’s not always the short game – sometimes it’s the long game.”

Navigating the Process

The world of contingent positions in government contracting requires patience, adaptability, and effective communication. Understanding the nature of these roles, including the potential for timeline delays and changes to the RFP, prepares you for the uncertainties that come with contingent hiring. By staying proactive and maintaining open lines of communication with your recruiter, you position yourself to make the most of these opportunities, even if the path is not always straightforward.

Remember, while the process may involve waiting and dealing with changing circumstances, your efforts in staying engaged and informed can open doors to future prospects and build valuable connections in the industry. Embrace the journey with a strategic mindset, and turn the unpredictability of contingent positions into a stepping stone for career growth.