CDIT LLC is a Small Disadvantaged Business offering full-scale Information Technology and Management Services with deep expertise in Software Development. Their client base includes highly sensitive government sectors such as the Department of Defense, where trust, discretion, and compliance are non-negotiable.
The Stumbling Block
To win and execute on government contracts, CDIT must present security-cleared, technically competent candidates, often before a contract is even awarded. The recruiting process, therefore, isn’t reactive. It’s strategic, high-stakes, and time-sensitive.
Types of roles hired:
1. Systems & Infrastructure Engineering
System Engineer
Cloud Engineer
System Administrator
Citrix Engineer
Tenable Engineers/Admin
2. Testing, Integration & Interfaces
Test and Integration Engineer
Interface Analyst
3. Cybersecurity & Defense
Cybersecurity Architect
NAVWAR Specialist (Naval Warfare – often cybersecurity & comms-focused)
ICBM Specialist and Engineers (Strategic defense systems)
4. Enterprise Applications & Logistics
SAP Consultants
Financial Logistics (can include supply chain & ERP)
Inventory Specialist
5. Business & Systems Analysis
Business System Analyst
Consultant (if tech-focused, can fit here)
6. Leadership & Program Management
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Program Manager
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Project Manager
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SME (Subject Matter Expert)
While many firms struggle to find candidates with active clearance, CDIT faced an even more nuanced challenge:
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An overstretched internal team couldn’t screen candidates thoroughly at scale.
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Many applicants claimed clearance but lacked documentation or eligibility.
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CDIT needed fully vetted, immediately deployable professionals, not just resumes.
Adding to the complexity, each role required a different mix of:
Adding to the complexity, each role required a unique combination of clearance, capability, and contextual experience:
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Clearance level (Secret, Top Secret, TS/SCI):
Each position demanded a specific level of active security clearance, often dictated by the nature of the client project, data sensitivity, or facility access requirements.
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Technical skills (language, stack, architecture):
Roles varied from full-stack development to cloud engineering, each with precise expectations around coding languages, frameworks, and deployment environments.
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Project-specific domain exposure:
Candidates weren’t just screened for what they knew, but where they had applied it, whether in defense logistics, cybersecurity, or federal infrastructure programs, ensuring they could step into highly regulated environments with minimal ramp-up.
CDIT needed a partner who could filter the noise, validate every profile, and become a dependable gatekeeper for candidate quality.
The RAS Solution
Rent-A-Sourcer didn’t just deliver a list of candidates. We built a rigorous candidate screening workflow tailored to the demands of government hiring.
STEP 1
Targeted Sourcing
RAS identified companies actively engaged in federal work, then mapped cleared professionals employed within them. We focused outreach on candidates with:
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Documented active clearance
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Recent work history in defense, intel, or federal agencies
Matching technical profiles (based on CDIT’s JD matrix)
STEP 2
Clearance Validation
No assumptions. We verified each candidate's clearance by:
Reviewing resume clearance details
Confirming active status during the screening process
Only candidates with verifiable, active clearances were moved forward.
STEP 3
Role-Based Technical Screening
We did not use one-size-fits-all filters. Each resume was manually reviewed for:
Relevant tech stack experience (based on JD)
Project context that aligned with CDIT’s focus
Certifications or methodologies relevant to federal IT work (Agile, CI/CD, cloud, etc.)
Every candidate had to meet at least 85–90% of the defined criteria before being submitted.
STEP 4
Candidate Engagement
We ensured candidates weren’t just “matched.” They were informed and interested. Each one received:
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Project-level context (without revealing sensitive data)
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Role expectations
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Compensation and location details
This process resulted in a 37% candidate response rate, significantly higher than industry averages for cleared hiring.
Words of Appreciation for RAS
Rent-A-Sourcer has been a valued partner in growing our business. The sourcing team is very communicative with the candidates and serves as an extension of our recruitment department.
Maria is very professional and has proven to represent our company efforts as well. Not only are the candidates qualified, but engaged. The Rent-A-Sourcer team makes the hiring process more efficient. We value their support.
Kathy Wall
- Director of Personnel Engagement, CDIT
The Results
Volume and Quality
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650 candidates sourced monthly
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35–40 highly screened resumes submitted monthly
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78% of submitted profiles accepted by CDIT
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85–90% profile match rate, based on CDIT’s role criteria
Screening Depth
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All candidates had active clearance
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Manual vetting reduced unqualified pipeline noise
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Time saved for CDIT’s internal team: Significant reduction in pre-interview fallout
Business Impact
Rent-A-Sourcer became more than a sourcing partner; we served as the first line of defense in CDIT’s hiring process. With reliable screening and consistent delivery:
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CDIT reduced time-to-fill on cleared roles
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Project proposals were backed by credible, committed candidates
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Internal recruiters gained time to focus on higher-value hiring activities
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Costly back-and-forth over clearance claims was nearly eliminated
By acting as a strategic filter, RAS helped CDIT hire faster and smarter in one of the most complex talent markets in the U.S.