We don't ask you to take our word for it. Here's what we've actually delivered — in the environments where it's hardest to deliver.
Delivering talent at scale for international development programs is one of the hardest recruiting environments in the world. Programs operate under USAID contract constraints, require candidates with specific field experience and language capabilities, and run on compressed timelines tied to funding cycles and program deliverables.
For a $9.5B USAID flagship global health supply chain program — one of the largest USAID contracts ever awarded — the recruiting demands were extraordinary: technical specialists across procurement, logistics, cold chain, pharmaceutical supply, health systems, and program management, deployed across more than 70 countries simultaneously.
We led full-cycle talent acquisition embedded within the program team — sourcing, screening, and placing 300+ hires personally while building and managing a team that delivered 700+ additional hires across the program footprint. We built the sourcing infrastructure, established the candidate pipeline management systems, and developed the hiring manager relationships that allowed the program to staff up rapidly without sacrificing quality.
Across 15+ years of international development engagements spanning USAID, State Department, and NGO-funded programs, we have delivered 10,000+ hires across more than 100 countries — from Washington DC headquarters roles to field positions in Afghanistan, Central Asia, sub-Saharan Africa, Latin America, and Southeast Asia.
"Your team had a huge part in bringing in the $110M this year — and you can quote me on that."— William S. · Client Partner
Programs staffed on time. Key personnel placed before award. Offer acceptance rates consistently at or above 96%. Candidate quality high enough that hiring managers described our consultants as extensions of their own team — not outside vendors.
Cleared recruiting is a fundamentally different discipline from standard talent acquisition. Candidates must hold active clearances or be clearable — which immediately reduces the addressable talent pool by orders of magnitude. Position requirements are often highly specific: particular clearance levels, polygraph requirements, niche technical qualifications, and program-specific experience that can't be approximated.
For a defense contractor operating in a FOCI-mitigated environment, the stakes are even higher. Every hire requires coordination with the Facility Security Officer, compliance with FOCI mitigation agreement requirements, and alignment with DoD contract performance obligations. Delays in hiring don't just hurt operations — they can affect contract performance ratings and future award potential.
We embedded directly with the client's FSO and Hiring Manager team — not as a vendor sending resumes, but as a working partner who understood the clearance landscape, the technical requirements, and the program context for each open position. We built pre-clearance candidate pipelines, developed sourcing strategies targeting active clearance holders in specific skill sets, and designed a TTF reduction framework that attacked the process bottlenecks creating delays.
At Wright-Patterson Air Force Base, a Systems Engineer position had been open for over six months with no viable candidates. We took on the search, worked through the specific technical and clearance requirements with the hiring team, and delivered a qualified candidate within the engagement timeline.
"That Systems Engineer position was open for over half a year for Wright Patt. You worked with us through all our uncertainty — and we will be closing the req shortly."— Jeff F. · Wright-Patterson AFB
"Exceptional experience for our DoD contract needs. They have a deep understanding of the unique requirements for cleared positions — the necessary security clearances, technical expertise, attention to compliance. Their ability to source top-tier professionals quickly made a significant impact on our project's success."— Kristin G. · DoD Contract Client
Average time-to-fill reduced from 60 days to 41 days — a 32% reduction — through sourcing infrastructure improvements, process redesign, and closer FSO/HM collaboration. Long-stalled requisitions closed. Pipeline quality improved. Client renewed the engagement.
A national nonprofit organization operating a $5M+ annual budget had grown significantly without building the foundational HR infrastructure to support that growth. Staff lacked clear career progression paths, compensation was inconsistent and undocumented, the employee handbook had not been updated to reflect current DC employment law, and there was no HRIS in place to manage payroll, benefits, or employee records systematically.
Leadership recognized that without a structured HR foundation, the organization would struggle to attract and retain the talent needed to execute its mission — and faced growing compliance exposure under DC wage transparency and employment law requirements.
We engaged as HRBP, architecting and delivering across ten concurrent HR workstreams: a DC law-compliant employee handbook (through multiple review versions with statutory citations and verbatim replacement language), a 10-grade staff leveling framework covering 15 positions, a compensation benchmarking brief with market data for all staff roles, a performance appraisal rubric with six weighted competencies tied to the leveling framework, a 10-week summer internship program framework with Gantt chart and phase process map, a structured onboarding framework with 30/60/90-day check-ins, an HRIS/payroll comparison brief evaluating four platforms, and DC wage transparency and conflict of interest policy compliance documentation.
We also served as the local subject matter expert for benefits infrastructure — coordinating with brokers to architect STD, LTD, and AD&D coverage, and providing ongoing guidance on benefits administration and employee relations across the organization.
"We've partnered with this firm for several hires, and they consistently deliver. They understand our industry, our needs, and our company culture. We consider Jessica an extension of our team at this point."— Deborah H. · Client Partner
A fully documented, compliant HR infrastructure delivered from a standing start — handbook, leveling framework, compensation structure, performance system, benefits architecture, HRIS selection brief, and onboarding program — all in a single engagement. Offer acceptance rate maintained at 96% throughout. Leadership had the tools and documentation needed to manage staff consistently, make defensible compensation decisions, and present a credible HR program to the board.
Scaling an organization rapidly while maintaining quality, culture, and compliance is one of the hardest operational challenges in talent acquisition. When a growing international development organization needed to scale from 90 staff to over 280 — a 211% increase — in a compressed timeframe, they needed a recruiting partner who could build pipeline faster than the organization was growing, while keeping offer acceptance rates high and time-to-fill in check.
The environment made it harder: the organization was simultaneously managing multiple active proposals and awarded contracts, meaning key personnel commitments were needed before hiring decisions were fully finalized — and recruiting had to support business development goals as well as operational headcount needs.
We aligned recruiting strategy directly to the organization's business development priorities — building pipeline for proposal key personnel while also filling operational positions. We developed specialized sourcing networks for the technical and program management profiles the organization needed, built hiring manager relationships across multiple program offices, and implemented the metrics tracking infrastructure that let leadership understand pipeline health in real time.
We also supported $500M+ in proposal key personnel recruitment — identifying, qualifying, and committing candidates to bids to maximize win probability, then converting successful proposal commitments to actual hires post-award.
"Aida was professional, responsive, and genuinely cared about our success. They checked in regularly to ensure everything was going smoothly. A+ service — and when we have need again, we'll be sure to call Will."— Scott H. · Client Partner
"Will met with us and assigned a great team. They really understood the assignment — fast and efficient. They listen, anticipate our requests, and continue to deliver. We continue to work with them vs. other RPOs."— Indy F. · Client Partner
Organization scaled from 90 to 280+ staff — 211% growth — with recruiting pipeline supporting both operational needs and active business development. Offer acceptance rates held. Key personnel commitments secured across multiple active proposals. The recruiting infrastructure built during the engagement continued to serve the organization after the engagement closed.
"We cannot express how much of a pleasure it was to work with Developmental Corp. Your team had a huge part in bringing in the $110M this year — and you can quote me on that."— William S. · Client Partner
"I was uncertain with what this company could do for us but they really came to play. Katie was exceptional — set me at ease with an already delayed recruit and we found the staffer we needed. Great team effort."— Brooke F.
"We've partnered with this firm for several hires, and they consistently deliver. They understand our industry, our needs, and our company culture. We consider Jessica an extension of our team at this point."— Deborah H.
"Exceptional experience for our DoD contract needs. They have a deep understanding of the unique requirements for cleared positions and delivered highly qualified candidates quickly. We highly recommend them for any government contracting or defense-related staffing needs."— Kristin G. · DoD Contract Client
"Aida was professional, responsive, and genuinely cared about our success. They checked in regularly to ensure everything was going smoothly. A+ service — when we have need again, we'll be sure to call Will."— Scott H.
"Will met with us and assigned a great team. They really understood the assignment — fast and efficient. They listen, anticipate our requests, and continue to deliver. We continue to work with them vs. other RPOs."— Indy F.
"Developmental Corp provided exceptional support for our project. Santi was exactly who we needed. Their professionalism and expertise made a significant difference in our operations. Highly recommend."— Jeneva C.
"That Systems Engineer position was open for over half a year for Wright Patt. You worked with us through all our uncertainty — and we will be closing the req shortly."— Jeff F. · Wright-Patterson AFB
"Their attention to compliance, responsiveness, and ability to source top-tier professionals quickly made a significant impact on our project's success. We highly recommend them for any government contracting or defense-related staffing needs."— Kristin G. · DoD Contract Client