Our strategy and technology consultants have empowered our international clients with the knowledge and experience they need to build their own local resources and capabilities.
Our clients call upon us to work on their hardest problems—delivering effective health care, protecting warfighters and their families, keeping our national infrastructure secure, bringing into focus the traditional boundaries between consumer products and manufacturing as those boundaries blur.
Booz Allen was founded on the notion that we could help companies succeed by bringing them expert, candid advice and an outside perspective on their business. The analysis and perspective generated by that talent can be found in the case studies and thought leadership produced by our people.
We've come a long way delivering innovative solutions. But our next chapter is still being written.
Our 22,600 engineers, scientists, software developers, technologists, and consultants live to solve problems that matter. We’re proud of the diversity throughout our organization, from our most junior ranks to our board of directors and leadership team.
Karen Mullikin is a Booz Allen sourcing recruiter for cleared talent. “My role is to dig deep, make calls, and assess fit” she says. Over three decades in recruiting, Karen has seen it all. Her experience is our gain: We picked her brain about why cleared talent should choose Booz Allen to advance their careers and help empower people to change the world.
Why should cleared professionals choose Booz Allen over other companies?
We’re involved in crucial, mission-focused work. Securing critical information matters here. Clearance matters. But there’s another reason: We grow organically by developing our people. We expose employees to new challenges and focus on sharpening their skills. We even have an entire team dedicated to employee mobility. We make sure we’re always working on career skills, so when one assignment ends, we’re ready for the next.
What’s the best way to get a job at Booz Allen?
Well, first and foremost, keep your skills sharp and your resume up to date. Secondly, if you know someone here who can endorse those skills, ask them to make an employee referral. If someone recommends a candidate, they’re a priority for me. People should network—don’t be afraid to ask your peers for help!
“I love candidates who have taken the time to look at our website and learn about us. Spend some time on our careers site before we talk.”
What’s the biggest mistake you see people make on their resume?
Typos, of course, that’s a no brainer. But on a deeper level, it’s a misstep when people talk about a program versus their role in it. If you tell me, “We built a new IT system and incorporated new payroll and benefits services,” my question will be, “But what did you do? What was your part? What did you accomplish?”
How can a candidate make a great first impression?
I love candidates who have taken the time to look at our website and learn about us. I’ve had people ask, “What’s a ‘Booz Allen’?” or misspell our name. Not good. Spend some time on our careers site before we talk. Look at our jobs and be prepared to tell me what you’re gravitating toward and how your skills are a good match for the role.
How can a candidate impress you?
Be professional. If we have an appointment and you’re not ready or don’t answer the phone professionally, that’s a red flag for me. Verbal communication skills are also key. I spend a lot of energy getting people to loosen up and communicate. Top candidates don’t require that. We’re a consulting firm, so guess what? You have to be able to talk to clients.
What’s the biggest mistake a candidate can make in an interview?
Bashing their current employer. That tells me we’re probably not the right fit. It’s OK if the situation isn’t working for you, but explain it in a diplomatic way. Don’t tell me your boss is bipolar (even if she is). You’re a problem solver when you come here—I want to see you find a diplomatic solution.
What questions do you want candidates to ask?
I like them to ask me what’s next. I want them to be thinking long term, to be looking for a career with us. And I want them to follow up if they haven’t heard from me in two weeks. Email me, ask me what’s going on. That way I know they’re interested. It’s a partnership: I do my part, but I need them to do their part too.