Current OPM Cross-Government Hiring Actions

MEMORANDUM TO: Heads of Departments and Agencies FROM: Scott Kupor, Director, U.S. Office of Personnel Management DATE: June 2, 2026 RE: Current OPM Cross-Government Hiring Actions The U.S. Office of Personnel Management (“OPM”) has launched a government-wide recruitment effort to attract “individuals committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution” to Federal service. 1 As part of that effort, OPM has identified 3,529 qualified candidates available to be hired now as part of OPM cross-government hiring actions: 1,829 in digital/Information Technology/tech (including U.S. Tech Force and CyberCorps: Scholarship for Service), 928 in project management and project analysis, and 772 in Human Resources (HR), contracting, and finance. These existing certificates address identified critical agency needs, enabling the government to build pipelines of high-skilled early career and technology talent “to deliver the most skilled technology workforce in the history of the U.S. government and help win the global race for AI dominance.” 2 OPM cross-government hiring actions reduce duplicative recruiting, accelerate selections, and give agencies access to candidates who have already completed structured assessments and other vetting steps. Agencies should not wait for a new recruitment cycle when a matching crossgovernment pool already exists. Agency leadership and Chief Human Capital Officers (CHCOs) should require hiring teams to review applicable pools, request access, identify selecting officials, and move quickly to candidate interviews and selection. Timely communication and selection 1 2

White House Domestic Policy Council & OPM, Merit Hiring Plan, at p. 4 (May 29, 2025). OPM, Building the AI Workforce of the Future, at p. 1 (December 15, 2025). helps ensure these qualified candidates remain interested in Federal employment. Working with their CHCO, agency leadership should also: • Ensure that HR specialists and hiring managers review OPM cross-government hiring actions before opening duplicative announcements for matching occupations. • Designate a senior accountable owner and one operational lead for each priority occupation family, including technology/cyber, project management/analysis, HR/labor relations, contracting, and finance. • Establish an internal target for access requests, resume reviews, interviews, selections, and tentative offers regarding these pools. • Partner with OPM to identify and remove barriers that delay quick selections, including interview panel availability, classification questions, funding confirmation, security initiation, and onboarding capacity. Agencies are encouraged to act quickly to maximize the value of these candidate pools and support timely hiring in mission-critical occupations. For additional information or technical assistance, agency headquarters-level human resources offices may email HX@opm.gov. For Tech Force-related questions, please contact USTechForce@opm.gov. For Scholarship for Service-related questions, please contact sfs@opm.gov. If you do not know who your agency’s shared certificate coordinator is, please contact recruiter-help@usajobs.gov. cc: CHCOs, Deputy CHCOs, Chief Financial Officers, Chief Information Officers, Chief Acquisition Officers, and Human Resources Directors Attachments: Appendix 1: Current OPM Cross-Government Actions Appendix 2: Agency Next Steps

Appendix 1: Current OPM Cross-Government Hiring Actions Position / pool Series Grade Location(s) Assessment strategy # eligibles Request access / contact IT Data Analyst (US Tech Force) GS-14 Washington, DC metro 3rd party technical assessment; resume review; screening and technical interview USTechForce@opm.gov IT Software Engineer (US Tech Force) GS-14 Washington, DC metro 3rd party technical assessment; resume review; screening and technical interview USTechForce@opm.gov IT Project 2210 Manager (US Tech Force) GS-14 Washington, DC metro 3rd party technical assessment; resume review; and technical interview USTechForce@opm.gov Project Manager GS-13 DC; Denver; Atlanta; Chicago; Kansas City, MO; Philadelphia; San Antonio; Seattle Program/project management and writing skills Agency Shared Certificate Coordinator HR Specialist (Employee/Labor Relations) GS-7/9 DC; San Diego; Miami; Atlanta; Philadelphia; San Antonio; Chicago; Dallas; Memphis; Houston USA Hire; writing skills; resume review Agency Shared Certificate Coordinator Contract Specialist 1102 GS-7/9 DC; Philadelphia; Atlanta; San Diego; Jacksonville; Chicago; Fort Worth; Houston; Norfolk USA Hire; writing skills; resume review Agency Shared Certificate Coordinator Project Analyst GS-9 DC; Atlanta; Chicago; Philadelphia; San Diego; Miami; Houston; Dallas; Norfolk USA Hire and resume review Agency Shared Certificate Coordinator Financial Management Specialist GS-9/11 DC; Lakewood; Denver; San USA Hire and resume Diego; Jacksonville; Atlanta; review Baltimore; New York; Philadelphia; Austin; Norfolk; Houston Agency Shared Certificate Coordinator IT Specialist GS-9/11 DC; San Antonio; Atlanta; USA Hire and resume Columbia; San Diego; Dallas; review Baltimore; Jackson, MS; Philadelphia; Houston Agency Shared Certificate Coordinator

CyberCorps Scholarship for Service (SFS) Talent Pool Cyber Entry/ IT level Register as an SFS Agency Official; sfs@opm.gov Nationwide / as available Highly qualified, vetted entry-level cyber talent; noncompetitive, expedited placement option Appendix 2: Agency Next Steps Step Action Owner Map vacancies Compare FY26 vacancies to each active pool by series, grade, location, and mission need. Leadership & CHCO Request access Use the USAJOBS Agency Talent Portal for cross-government HR specialist Talent Pools, consult the agency Shared Certificate Coordinator, or contact the pool-specific email listed in Appendix 1. Review candidates Assign selecting officials, complete initial review and identify interview slate. Selecting official Interview/select Use structured interviews. Apply agency policy and applicable merit staffing requirements. Move selected candidates to tentative offer and onboarding steps promptly. Hiring manager & HR specialist Report outcomes Track selections, offers, declinations, time-to-fill, and barriers. Share recurring barriers with agency leadership and OPM contacts. CHCO