Reaching out to recruiters can be one of the smartest moves a job seeker makes in the hiring process, but how you do it matters. A quick, vague message like “When can we talk?” may feel like you’re showing initiative, but in reality, it can do more harm than good. Recruiters are busy, and without context, they’re less likely to respond.

Recently, there was a viral post on social media from a recruiter. They were complaining that after posting a position calling for applications, candidates instead reached out with their "when can we talk?" messages...not helpful, and not respecting the process outline by the recruiter in the first place.

Tune in to this episode of ClearedCast about respecting the process and the do's / dont's of reaching out to recruiters.

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The FBI warns that talent recruitment programs pose a serious risk to U.S. businesses, universities, and laboratories. What might appear as legitimate opportunities often serve as conduits for undisclosed transfers of intellectual property, proprietary technology, and sensitive research. All benefiting China, not U.S. innovation ecosystems. Sean Bigley and Lindy Kyzer highlight the issue, sometimes advertised as OCONUS job opportunities, on this episode of the Security Clearance Careers Podcast.

While there may be instances of genuine collaboration, the norm is far more troubling: these programs tend to facilitate one-way, undocumented sharing that carries significant risks. Not only do U.S. institutions lose competitive or scientific advantages, but the individuals (i.e. students, researchers, or employees) who participate might unwittingly compromise their careers, funding eligibility, and professional credibility.

Moreover, if proprietary information is stolen or research funding is misused, institutions may suffer irreversible reputational and financial harm, even if prosecution eventually follows.

Veterans can be a target for these sometimes-tempting OCONUS job listings – utilizing their clearance for a decent wage overseas. But clearance holders should note that failure to disclose foreign affiliations, contracts or contracts can breach institutional policies, federal conflict-of-interest rules, national security laws, and your commitment to self-reporting. Transparency is thus essential, both to protect institutions and to safeguard the careers of the individuals involved.

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Reality: Polygraphs are not “lie detectors.” They measure physiological responses such as heart rate, blood pressure, and sweat gland activity—signals that may indicate stress or anxiety. Trained examiners interpret these results, but several factors can influence the outcome:

• False positives and false negatives happen.
• Anxiety, medical conditions, or medications can affect readings.
• Polygraphs are investigative tools, not final proof of truthfulness.
• In the clearance process, a failed or inconclusive test often just means further review or a retest.

Reality: A polygraph is only one piece of the broader adjudication puzzle. Even if you “fail” a test, you may still move forward in the process. The full review includes:

• Background checks
• Interviews
• SF-86 form review
• Corroborating evidence from multiple sources

Many applicants are given another chance to take the polygraph or explain their answers before any decision is made.

Reality: The internet is full of “tips” for beating the polygraph. Examiners are well aware of these tactics, and attempting them can:

• Raise red flags and trigger suspicion
• Lead to invalidated results
• Damage your credibility more than a poor showing on the test itself

Trying to game the polygraph can backfire badly—often worse than just answering honestly.

Polygraphs can be stressful, but they’re not the final word in your clearance journey. The most important thing you can bring into the exam is honesty—both with the examiner and yourself. Understanding how polygraphs work, and knowing that a single test doesn’t determine your fate, can go a long way toward reducing the anxiety that comes with this infamous step in the process.

If you’re heading into a polygraph soon, take a deep breath, skip the internet “hacks,” and focus on telling the truth. The rest is just part of the process.

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With an exciting week ahead in Colorado Springs, the ClearanceJobs Content Team discusses what recruiters and job seekers can expect from attending the Nooks classified facility on this week's episode of the Security Clearance Careers Podcast.

Get your last minute ticket to ClearanceJobs Connect CO here.

Register here for the Career Conversations job fair happening after recruiting training.

Recruiters: as you prepare for Connect and Career Conversations, you should stay alert to subtle and overt signs of inappropriate behavior from job seekers. Red flags include overly personal questions, lingering without purpose, and disregarding professional boundaries—such as standing too close or continuing conversations after clear social cues. Flirtatious comments, physical contact beyond a handshake, or sharing overly personal stories are not just unprofessional; they can create an uncomfortable or even unsafe environment. Attempts to bypass the hiring process through charm or pressure tactics, like requesting off-site meetups, are also concerning. Job seekers: don't be an offender of these!

Other warning signs involve persistent or obsessive behavior, such as showing up at multiple events to find a specific recruiter or reaching out on personal social media channels. Language that is demeaning or gendered—like calling a recruiter “sweetheart” or using patronizing tones—is unacceptable in any professional setting. When these red flags appear, it’s important for hiring teams to document the behavior, set firm boundaries, and, if needed, involve event security or HR to maintain a respectful and safe environment for all participants.

But recruiters aren't immune to red flags either - so stick to GREEN FLAGS, everyone. Be professional and kind. When conversations are two-way, respectful, and genuinely curious—not transactional or self-promotional—it points to a strong networking culture. Attendees who listen as much as they talk, offer helpful insights or connections, and follow up thoughtfully are often the most valuable contacts. When people are generous with their time and ideas, it’s a strong signal that the event is fostering real relationship-building, not just business card collecting.

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As cyber threats surge and organizations scramble to protect digital infrastructure, the demand for cybersecurity professionals has never been higher. But for those aspiring to break into the field, the path can feel unclear. Whether you're transitioning from IT, switching careers entirely, or just starting out, cybersecurity offers diverse entry points—but standing out requires strategy and dedication.

Caleb Mattingly is the founder of Secure Cloud Innovations. He has built an incredible reputation in the cybersecurity space, particularly for his work helping early-stage startups overcome the challenges of compliance and security frameworks like SOC 2 and ISO 27001. He joins the podcast to talk about compliance, lessons learned, threats, and pivoting to the cybersecurity field.

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In this episode of ClearedCast we’re joined by Elisabeth Baker Pham, national security attorney and personnel security expert, to unpack one of the most significant changes to the security clearance process in years—the rollout of the new Personnel Vetting Questionnaire (PVQ).

Replacing the long-standing SF-86 and SF-85 forms, the PVQ represents a major shift in how the federal government approaches background investigations and personnel vetting. Elisabeth walks us through what’s changed, why it matters, and how it impacts both applicants and security professionals.

• What the PVQ is—and how it differs from previous vetting forms
• How the changes aim to streamline and modernize the clearance process
• What applicants should know before filling out the new form
• Potential benefits and lingering concerns from the security community

Whether you’re a first-time applicant, seasoned security officer, or national security policymaker, this episode delivers essential insight into a foundational change in the clearance world.

🎧 Tune in for a practical, expert-led breakdown of the PVQ—and what it means for the future of personnel security.

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In this episode of ClearedCast, ClearanceJobs legal correspondent Sean Bigley and VP Lindy Kyzer discuss one of the federal government’s most persistent personnel security challenges: security clearance reciprocity.

Despite years of reform and policy promises, clearance holders continue to face delays and disruptions when moving between agencies—even when they already hold an active clearance. Sean and Lindy break down the latest GAO report, which sheds light on why reciprocity still lags and where implementation gaps persist.

• What the GAO uncovered about reciprocity in practice versus policy
• Why cleared professionals often get stuck in re-vetting purgatory
• How cultural, technical, and bureaucratic obstacles continue to derail seamless transfers
• What can be done—from Congress to hiring managers—to fix the system

If you're a security-cleared professional, HR lead, or anyone navigating the federal hiring ecosystem, this conversation offers a critical reality check on one of Trusted Workforce 2.0’s core promises—and why it’s yet to be delivered.

🎧 Listen in for practical insights and policy perspectives on the path toward real clearance transfer of trust.

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In today’s ever-shifting security environment, both cyber operations and the defense industry at large are experiencing transformative growth. From humble beginnings of rudimentary attacks to the intricate global threat matrix of today, cyber operations have evolved dramatically. In parallel, defense-focused companies are re-evaluating their strategies to stay agile amid ongoing federal realignments.

A retired Army Colonel with nearly 25 years of intelligence, cyber operations, and strategic leadership, David Tohn offers a powerful combination of military and business expertise on this episode of the Security Clearance Careers Podcast.

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For cleared professionals, the idea of a career pivot can feel particularly complex. Whether you're shifting industries, moving from government to private sector (or vice versa), or simply seeking a new role within national security, making a strategic career change can open exciting new doors—if you approach it right. Joyce, career coach from Digital Humanity, joins the podcast to discuss how to successfully pivot careers.

Tune in to learn how to confidently navigate a career pivot and come out stronger on the other side.

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Small and mid-sized government contractors are quietly using AI to erase the advantage the big primes have long enjoyed. Budgets are tight, recompetes are fierce, and many large incumbents are still dabbling with AI pilot projects. Meanwhile, leaner firms that go “all in” on AI are winning bids by pricing sharper, forecasting resources better, and delivering results faster.

One example is Saalex Corporation. CEO Travis Mack says his team already routes about 10 percent of business processes through an enterprise AI management system and plans to hit 50 percent by the end of 2026. Early gains include real-time contract analytics, quicker program decisions, and lower overhead - exactly the edge mid-tiers need to out-maneuver larger rivals still experimenting on the sidelines.

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