The company that lost the contract already trained your next team

A eight-step play for a specialist recruiter. It starts from USAspending, stacks SAM.gov, Indeed and LinkedIn on top, and ends in a message to the contract winner's program manager that is useful before anyone replies.

Deploy in Glider

Installs this workflow, five project tables and a draft campaign. Source access and any external outputs are checked before research.

Category: Public records
Sources: 4
Steps: 8

The workflow

TriggerUSAspendingRecompetes where the incumbent lost: who won, the site, the start date
Evidence
SAM.govThe new contract's labor categories and required certifications IndeedThe winner's open roles at that site LinkedInThe incumbent's people at that site: title, tenure, certifications
Artifact
What you hand overA match sheet: incumbent staff whose experience fits the winner's labor categories, ranked by fit.
Contact
GliderFinds the contract winner's program manager, with a verified work email and a phone
Message
Send itFrom your own mailboxes, evidence attached

Why it earns attention

A company that just took over a contract has to staff it by a fixed date, and the people who already know the site work for the company that lost. You hand them a ready shortlist instead of a cold job board.

The play in eight steps

01
Find contracts that changed hands
USAspending
What you pull
Awards where the same place of performance and scope went to a new company: the old and new awardee, the site, the value and the new period of performance.
Why it matters
A change of incumbent means a whole team has to be hired by one date. That deadline is the reason the winner will take your call.
Example
Base operations support, Fort Cavazos TX · incumbent replaced · new contract starts Feb 1, 2027 · $64M over 5 years
02
Read what the new contract requires
SAM.gov
What you pull
The labor categories, required certifications and clearances, and any key personnel named in the solicitation.
Why it matters
This is the checklist the winner will hire against. Matching candidates to it is the work you are doing for them.
Example
HVAC technicians x14 · EPA 608 Universal required · Secret clearance for 6 roles
03
See how far behind their hiring is
Indeed
What you pull
The winner's open postings at that site: titles, count, and how long each has been up.
Why it matters
Open roles weeks before the start date show the pressure. The titles tell you which candidates to lead with.
Example
23 open roles at Fort Cavazos · 9 HVAC technician postings · oldest up 41 days
04
Map the incumbent's team
LinkedIn
What you pull
Public profiles listing the incumbent and that site: title, years on site, and certifications they list.
Why it matters
These people already know the buildings, the systems and the base access rules. They are the fastest possible transition.
Example
40 profiles at the site · 11 list EPA 608 · average 6 years on site
05
Build the match sheet
Your artifact
What you build
A table of the strongest profiles against each labor category: certification, years on site, and the gap if there is one.
Why it works
The program manager can see in one minute that you can fill their hardest roles before day one.
Example
6 HVAC profiles · all EPA 608 · 4 to 11 years on site · 2 hold Secret clearances
06
Check before you send
Experience is public; willingness to move is not. Talk to candidates before you present them, never name them in the first message, and confirm the incumbent has no enforceable non-solicit on the contract.
07
Find the contract winner's program manager in Glider
Glider
Search for
Program managerTransition managerTalent acquisition leadHR director
Why them
The program manager is accountable for being staffed on day one. The transition manager owns the handover plan and feels the deadline most.
What you get
A work email and a direct phone, with the email verified before it goes into a sequence.
08
Send the evidence, then run the first test
To: the contract winner's program managerEvery line comes from a step above
You took over the base operations contract at Fort Cavazos, starting February 1.¹ Your SOW asks for 14 HVAC technicians with EPA 608 Universal,² and nine of those postings are still open.³ The incumbent's local team includes 11 people with that certification and years on those exact buildings.⁴ I put the six strongest on a match sheet against your labor categories, without names until they've agreed.⁵ Want me to find out which of them would move?
- Facts from the data (the number is the step)
- What you built for them
- One small ask
Why it works
It names their start date and their hardest roles, and it points to a pool of people they cannot find on a job board. The offer is to do the outreach for them.
First test
Three recent recompetes with a change of incumbent.
Success looks like
One placement agreement signed from three recompetes.