NatSec@Work - National Security Workforce - July Issue

Workforce Trends

TOP 10 WAYS TO FIND AI TALENT IN 2025

By Jill Hamilton

The demand for AI talent has exploded. Whether you’re building autonomous systems for defense, scaling generative tools for intelligence missions, or launching secure AI platforms for federal clients, one truth stands out in 2025: finding AI talent is still hard. The competition is fierce, the skillsets are complex, and not every PhD from MIT wants to work on your codebase. So where do you find AI professionals who can actually deploy, scale, and secure machine learning systems that matter?

10. Tell the Right Story

8. Get Serious About Security-Cleared AI

Here are 10 strategies to find and hire AI talent that’s ready for the mission.

6. Prioritize the Polyglots The best AI hires in 2025 don’t just speak Python. They think in vectors and outcomes. They understand policy, data governance, edge deployment, and maybe even a little cyber or UX. Find the people who can cross bridges—not just stay in the model sandbox.

1. Recruit at the Source: Specialized AI Programs and Schools

2. Build an AI Challenge or Hackathon with a Purpose The best AI talent wants to solve problems, not just write models. Host a challenge tied to a real mission set: anomaly detection for satellite telemetry, multimodal analysis for border security, or secure LLM fine- tuning in a zero-trust environment. Think Kaggle meets DARPA. 3. Look for the Builders—Not Just the Researchers Publishing in Nature is impressive. But deploying secure, scalable models that work inside a DevSecOps pipeline is a different skill. In 2025, look for candidates who can ship products—not just theorize them.

4. Partner with Veteran Transition Programs in Data and AI Veterans with TS/SCI eligibility and applied experience in ISR, SIGINT, or logistics modeling are transitioning with AI certifications in hand. They’re mission-ready and already cleared.

AI professionals aren’t just looking for comp—they want mission, culture, and a compelling challenge. Make sure your job description speaks human, not HR. Talk about the impact, the people, the growth path, and the cool problems they’ll solve. SEARCH SMARTER In 2025, finding AI talent is part technical sourcing, part brand storytelling, and part mission alignment. Whether you’re supporting federal programs, building for national security, or developing commercial applications—don’t just search harder. Search smarter. AND REMEMBER: The best AI talent isn’t always looking. But they are listening.

Need someone who can build AI inside a SCIF or work with classified datasets? Then go narrow and deep. Build lists of cleared AI professionals. Partner with platforms that specialize in cleared recruiting (like ClearanceJobs). The Venn diagram of AI + TS/SCI is small—but it exists.

Yes, you’ll still find solid talent from Stanford, MIT, and Carnegie Mellon. But don’t overlook newer powerhouses like the Georgia Tech OMSCS program, University of Toronto’s Vector Institute, or DoD-funded scholarship pipelines. Build relationships with these institutions—not just for interns, but for full-time hires.

5. Use AI to Hire AI Talent

9. Use Strategic Referrals (and Reward Them Well)

7. Don’t Just Hire—Invite to Collaborate

You’re hiring AI engineers—so prove you’re walking the talk. Leverage machine learning-based sourcing tools, predictive retention tools, and skills mapping tech to proactively identify talent.

In a world of AI hype, nothing beats trust. Incentivize referrals from your current AI teams and trusted contractors. Their networks will almost always outperform a job board.

Offer short-term fellowships, part- time advisory roles, or “AI moonshot” weekends. You’ll attract academics, start-up folks, and contractors who might not want to commit full-time—but want to engage on meaningful projects.