How L3Harris Reduced Cleared-Talent Hiring Risk and Improved Program Continuity Using Lightpoint

L3Harris is a leading U.S. defense and aerospace technology company delivering mission-critical solutions across space, air, land, sea, and cyber domains. L3Harris supports government and defense customers worldwide and employs highly specialized engineers, scientists, and technologists—many of whom operate in classified and clearance-restricted environments.

Hiring for defense programs presents a fundamentally different set of challenges compared to commercial industries. At L3Harris, talent decisions are directly tied to program execution, national security requirements, and contractual obligations.

Key challenges included:

• Limited cleared talent pools
  Many roles required active security clearances and highly specific domain expertise, significantly narrowing the available candidate market.

• High cost of hiring misalignment
  A mis-hire in a cleared role could result in program delays, re-clearance costs, or reassignment challenges that impacted delivery timelines.

• Fragmented visibility across programs
  Talent availability, clearance status, and skill overlap varied across programs, but data was often siloed by business unit or geography.

• Difficulty forecasting hiring feasibility
  Program leaders needed realistic insight into whether required talent could be secured within contractual timelines.

• Governance and documentation requirements
  Hiring decisions needed to be defensible, traceable, and compliant with internal controls and government audit expectations.

L3Harris needed a solution that could reduce hiring risk, support program-level planning, and provide clear visibility into constrained talent markets—without compromising security or governance.

L3Harris implemented Lightpoint as a talent intelligence and decision-support layer for cleared and mission-critical roles.

The focus was not on accelerating hiring at any cost, but on improving decision confidence and reducing downstream risk.

Key elements of the solution included:

• Cleared-talent market intelligence
  Lightpoint provided insight into availability patterns for cleared engineering and technical skills across regions, helping teams understand realistic supply constraints.

• Program-aligned candidate evaluation
  AI-supported screening emphasized depth of relevant program experience, clearance compatibility, and long-term role fit.

• Hiring risk indicators
  Talent signals highlighted profiles more likely to face clearance transfer issues, role mismatch, or early program disengagement.

• Improved alignment between TA and program leaders
  Data-backed insights enabled clearer discussions around trade-offs, timelines, and alternate workforce strategies.

• Integration with existing secure workflows
  Lightpoint operated within L3Harris’ established recruiting and compliance frameworks, preserving audit trails and access controls.

After deployment across selected programs, L3Harris observed improvements that directly supported mission execution.

Key outcomes included:

• Reduced hiring risk for cleared roles
  Better candidate-program alignment led to fewer post-hire clearance and role-fit issues.

• Improved program continuity
  More predictable hiring outcomes reduced disruption to active defense programs.

• Greater confidence in workforce planning
  Program and HR leaders gained clearer visibility into what talent could realistically be secured within required timelines.

• More consistent hiring decisions across programs
  Standardized intelligence reduced variance between teams and locations.

• Stronger governance posture
  Structured, data-supported hiring decisions improved readiness for internal and external audits.