Recruiting for positions at the National Geospatial-Intelligence Agency (NGA) presents distinct challenges, including the need for specialized skills, active security clearances, and location-specific requirements. A Service-Disabled Veteran-Owned Small Business (SDVOSB) specializing in Big Data, Full Motion Video (FMV) for Intelligence, Surveillance, and Reconnaissance (ISR), data management, and the Processing, Exploitation, and Dissemination (PED) of actionable intelligence sought support in meeting these demands. To address these obstacles, they partnered with iQuasar.
This case study outlines how iQuasar delivered tailored staffing and operational support, helping the client overcome hiring challenges and maintain continuity in critical NGA missions.
TheClient
The Client is a proud leader in intelligence systems, geospatial solutions, and services, providing best-of-breed technologies and support to our Federal and Commercial customers. They are a Service-Disabled Veteran-Owned Small Business (SDVOSB) that focuses on Big Data, Full Motion Video (FMV) for ISR, data management, and Processing, Exploitation, and Dissemination of Actionable Intelligence. The Client provides actionable, multi-disciplinary intelligence derived from multiple ISR platforms to Combatant Commands (COCOMs), United States Special Operations Command (USSOCOM), National Geospatial Agency (NGA), and the National Command Authorities across the globe.
The Problem/Opportunity
The Client needed to fill Cartographer positions for the National Geospatial-Intelligence Agency (NGA) in Virginia.
Key Challenges:
- Candidates had to possess formal training specific to these roles to be considered for employment under the NGA contract.
- The positions demanded highly skilled professionals who held an active TS/SCI clearance with CI polygraph.
- A strict two-week hiring window made it difficult to identify and onboard qualified candidates in time.
- The budget allocated for these roles was significantly lower than prevailing industry compensation standards.
- The roles were based onsite and required deployability to locations such as Iran, Iraq, and Afghanistan.
- The job demanded rare and specialized skill sets, limiting the pool of suitable applicants.
- Individuals who had previously served under an NGA contract were disqualified from participating in this program.
The iQuasar Solution
Considering these challenges, our professional team of recruiters devised a comprehensive strategy to address each obstacle effectively.
1. Candidate Interest in NGA Deployable Positions:
We refined our outreach by highlighting the distinctive professional growth opportunities associated with these positions. Our messaging focused on long-term career value, helping candidates recognize the unique advantages. Additionally, we proactively addressed common queries by developing informative resources that shared insights and positive experiences from individuals previously placed in similar roles.
2. Formal Training Requirement:
We adopted a structured approach to ensure candidates met the necessary qualifications early in the process. By strengthening our initial screening methods and leveraging relevant networks, we were able to maintain a focused pipeline of fully qualified talent. This helped streamline the hiring process while upholding compliance with formal criteria—without disclosing the underlying mechanisms that support this efficiency.
3. Low Budget Compared to Market Rates:
We highlighted non-monetary advantages that would appeal to candidates, such as the opportunity to engage in important national security projects, overseas exposure, and potential networking opportunities with NGA professionals.
4. Niche Skills Requirement:
We decided to implement a focused outreach strategy because of the specialized nature of the skills needed for these roles. Our team reached out to veteran networks dealing with imagery, cartography, and scientific analysis, as well as professional associations and imagery intelligence groups. This improved our brand’s image in these career circles and allowed us to connect with a targeted audience that possessed the specific skill sets required for the position.
5. Restrictions on Candidates with Prior NGA Contract Experience:
Since candidates with previous NGA contract experience were ineligible, we broadened our search to include professionals from other government agencies and defense contractors. By expanding our reach beyond traditional NGA professionals, we identified a new pool of candidates whose skills could transfer effectively to the role and who met the contract’s eligibility requirements.
6. Strategic Focus on Market-Ready Candidates:
Given the tight two-week hiring window, we adopted a streamlined approach to meet the accelerated timeline without compromising on candidate quality. Our focus was on engaging professionals who were well-positioned for immediate onboarding, allowing us to reduce turnaround time across the recruitment cycle significantly. This targeted strategy helped ensure alignment with project deadlines while maintaining our standards of excellence.
By implementing these targeted solutions, we effectively overcame challenges.
How Our Solution Created Value for the Client
iQuasar successfully placed 5 qualified cartographers for the NGA position in Virginia within the critical two-week deadline. Our solution helped the Client overcome major recruitment challenges while meeting all stringent requirements for security clearances, specialized training, and deployment readiness.
By providing highly qualified and skilled people, this ensured mission readiness and operational continuity. Our strategy allowed the Client to fulfill project requirements while maintaining focus on their top priorities.
