Talent Acquisition

Over the past year, our business and recruiting leaders worked together to transform our talent acquisition processes. We have streamlined the hiring lifecycle and made meaningful improvements to the experience of becoming a new Booz Allen employee. Together, these outcomes set us up well to efficiently hire at speed and scale, and contributed to us being able to welcome a record number of new employees in 2023.

We continue to further embed our DEI strategy into talent acquisition. Last year, we launched a pilot project using an innovative tool from TalVista’s inclusion-aware language platform to review a portion of job listings and identify ways to use more welcoming, inclusive language whenever possible. We have since expanded that effort and addressed nearly 60% of job listings. We published salary ranges to enhance pay transparency. We also improved our search functionality to better enable candidates to identify remote and hybrid roles at Booz Allen—and to highlight those opportunities to expanded internal and external talent pools.

Because nearly one-third of our employees are connected with the military, and most of our client work is in support of the nation’s security, we work to improve job opportunities for veterans and military spouses. Booz Allen has partnered with the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes initiative since 2013. The Hiring Our Heroes Corporate Fellowship Program is a critical employee development program for transitioning former military members into civilian careers, helping to address unemployment and underemployment of veterans, service members, and military spouses.

Career Mobility

A key component of Booz Allen’s talent acquisition strategy is serving our employees with rich opportunities for them to move into new roles and meaningful opportunities so they can stay at the firm for fulfilling careers. This is tied into our employee value proposition: Be You, Be Booz Allen, Be Empowered. When our employees commit to doing great work, driving business forward, and dreaming about what’s next, they can advance their careers at Booz Allen the way they want. That’s our promise. By retaining our people, we are better positioned to achieve our business growth targets.

Enabling this is Booz Allen’s multiyear initiative to create new opportunities for employees to connect with one another, develop in-demand skills, and proactively shape their careers at the firm. Learn more about employee professional development opportunities on our website.

In FY23, we tested a talent marketplace for several areas of our technical workforce. After a successful pilot, we brought the concept firmwide by introducing our new Career Hub, which democratizes access to opportunities by providing our employees with more autonomy and choice during their career journey at Booz Allen. During the first quarter that the Career Hub was available companywide, more than one-third of employees began using it. This enables our employees to move within the company and Booz Allen to deliver the talent required for our work.

Some benefits of using the Career Hub are:

• Employees access personalized recommendations through the Career Hub, including roles to explore, targeted internal learning opportunities, and colleagues who can guide and mentor. This helps our people more easily navigate their careers at Booz Allen.
• People managers can have more impactful career conversations and development discussions because our employees can use the Career Hub to take steps to shape their own career development paths.
• Anyone can quickly discover employees with the skills and qualifications to fill open roles while promoting professional development.