Cleared talent. The same high bar — delivered faster, at a price GovCon would choose to pay.
AI-powered sourcing, human-driven engagement. We point proprietary AI at the sourcing grind so our recruiters spend their time winning people, not searching for them — TS/SCI, CI Full Poly, the cleared roles other firms quietly give up on.
In cleared hiring, the best talent is passive, scarce, and often deliberately invisible.
Finding them is a data problem. Winning them is a human one. Most firms are slow at both — and in a market this tight, slowness loses cleared candidates to the next offer.
So companies retreat in-house, where cleared recruiting is expensive, under-supported, and reactive. The req sits open. The mission waits.
We built RedBeard to break it — proven cleared-world specialization, published pricing, and an operator who's lived the mission.
We start with the business problem — not a req.
Cyber
Cleared cybersecurity talent for the missions that can't afford a gap — offensive, defensive, and everything the clearance gate hides.
Intelligence
Analysts and operators inside the cleared world. We speak the vocabulary because our founder was a USMC SIGINT Operator.
Defense Technology
The engineers and builders behind defense-tech and GovCon products — the niche, hard-to-find people other firms never surface.
Cleared AI & ML — the hardest fill in defense right now.
These builders are scarce, fought over, and often SCIF-shy — exactly the profile we're built to win. AI cuts across all three domains, and it's a fast-growing part of our work.
Built by operators who've done it at scale.
Building technology professional-services firms.
Routinely fills TS/SCI and CI Full Poly roles — former USMC SIGINT operator.
Built & sold a 2,500-consultant firm as president.
Destination Employer — on attracting & retaining top talent.
The first face you see on every role is Gerry's.
No anonymous team behind a curtain. A 30-year operator owns the judgment and the engagement, with a dedicated recruiting team executing every search — and he opens each one with a video brief, so candidates and clients meet a named human before anything else.
AI does the grind. Humans do the judgment.
Finding cleared talent is a data problem; winning them is a human one. We fuse proprietary AI with recruiters who know the cleared world from the inside — so speed and cost go in your favor without the high bar moving an inch.
Proprietary AI sourcing agents & tech stack
Custom AI agents map the full addressable market in hours, not weeks — reaching well beyond LinkedIn to surface the niche, hard-to-find candidates most firms never see. Deeper pools, faster — so our recruiters spend their time on people, not searching.
Screened and mapped to your req
Every prospect is screened against your exact requirement — clearance level included — and prioritized before a recruiter makes contact. Outreach lands on the right people the first time.
Recruiters freed to win them
With sourcing automated, our recruiters do what AI can't — open with personalized video messages and video job briefings that get heavily-courted candidates to respond, then work the cleared referral networks where the hardest hires actually close. We extend your team, not replace it.
wins for
you
Traditional firms still pay people to grind through low-value work and build that cost into your fee. We automate it away, let AI surface the candidates others miss, and put our recruiters only on high-value engagement. The result: the same high bar, delivered faster, at a cost that beats traditional search by a wide margin.
Pick the fit. We handle the rest.
Three ways to work together — pick the one that fits how you hire.
// We publish our pricing. Almost no one in this market does.Contingent
Pay only when we deliver. Best for single or occasional hires with zero upfront cost — protected by a prorated refund guarantee.
Hybrid Retainer
Shared commitment, lower per-hire fee. Best for steady, ongoing hiring where a modest monthly retainer keeps us actively engaged on your roles.
Month-to-month — cancel anytime with 30 days' notice.
If a hire doesn't make it 30 days, your next Success Fee is on us.
Embedded Partner
Lowest cost per hire, built for volume. Best for active, high-volume hiring — we operate as an extension of your team with the lowest per-placement fee.
Month-to-month — cancel anytime with 30 days' notice.
If a hire doesn't make it 30 days, your next Success Fee is on us.
As the monthly retainer rises, your success fee falls — so the right model comes down to how many people you plan to hire. Not sure? We'll map it to your roadmap together.
Niche roles. Filled nationally.
Gerry and the RedBeard staff have been instrumental in our business growth, providing the top-notch talent acquisition required to support our customers. Their knowledge of our cloud-first services gives them a real advantage in placing the best, most qualified talent on every engagement.
RedBeard was my first call when strategic staffing needs arose. Extremely knowledgeable across the sectors of cyber security — they communicated effectively, delivered on time, and filled niche opportunities nationally that we'd struggled for a long time to fill.
A lot of people talk about 'disrupting the market,' but few really propose anything different from the status quo. Gerry is actually going to do it. I've worked with him — he's superb at his role, and knows the business as well as anyone.
Destination Employer
The methodology under everything we do: attract, recruit, and retain the top talent in your market — before your competitor does.
Buy on Amazon →The thinking behind all of this is in the book.
Our point of view, earned from 30 years on both sides of the line: GovCon hiring should steal some of how technology startups run talent — and never copy the rest.
- Speed-to-offer — stop losing cleared candidates to slowness
- Candidate experience — in a scarce market, they choose you
- Proactive pipelining — always sourcing, never reactive
- Hiring as a leadership function — owned, not buried in HR
- "Move fast and break things" — disqualifying in a cleared world
- Hype over substance — clearances don't reward theater
- Comp gimmicks that don't fit GovCon economics
Saying what's reckless to copy — and that we don't — is how we earn the trust to say the rest.
We don't take every client — and that's deliberate.
The model only works as a partnership. Naming who we turn away is how we protect the clients we take.
We partner with you if…
- You treat hiring as a partnership, not a transaction
- You're building a real cleared pipeline, not filling one seat and vanishing
- The CEO or a senior exec sponsors the work
- We get direct access to the hiring manager
We turn it down if…
- It runs through a vendor-managed-service (VMS) layer
- There's no direct hiring-manager contact
- You're price-shopping with no intent to build a pipeline
- "Partnership" isn't on the table
See it run on your toughest role — then your whole pipeline.
Book a 30-minute call. We'll show you the engine live and map the engagement model to your hiring roadmap — no lock-in, no pressure.