Vice President of Federal Growth and Strategy

Vice President of Federal Growth and Strategy

This is a hands-on, roll-up-your-sleeves leadership role. Aleut Federal is hiring a Vice President of Federal Growth and Strategy to lead the growth organization for our Mission & Technology (M&T) group — comprising the Mission Services Group (MSG) and the Technology Services Group (TSG) , supporting the Department of War and federal civilian agencies across a ~$160M revenue portfolio .

This is the senior growth executive for M&T, functioning as the group's chief growth officer. You will own the full growth lifecycle: market strategy, pipeline, capture, proposal, teaming, contract vehicle strategy, and solution investment. Your core mandate is to build and sustain a qualified pipeline at 6x revenue — roughly $1B — and convert it into meaningful, repeatable year-over-year growth.

You will inherit an established team — Business Development Directors, senior Business Development Associates, and M&T's solution architects, all reporting to this role — and your first job is to assess it, develop it, and organize it around a repeatable way of winning.

We are looking for a leader who has done this at scale and still wants to be in the room. You will lead the organization and personally quarterback our most strategic pursuits — shaping requirements with customers, writing the win strategy, and defending the bid at gate reviews. Candidates who have only managed growth from a dashboard will not be a fit.

We are equally serious about how the work gets done. Aleut Federal is actively building AI into how we identify, shape, and win work. You will be expected to use those tools fluently and to help build the next ones.

What You'll Own

Growth Strategy and Pipeline

• Define the M&T growth strategy: target agencies, mission areas, and technology domains where we can win and deliver at margin.
• Maintain the pipeline to 6x revenue coverage (~$1B qualified) and keep it there — with disciplined pipeline hygiene, realistic Pwin, honest gate decisions, and a bid/no-bid process that protects B&P investment.
• Re-evaluate and hit annual bookings, submit, and win-rate targets that sustain meaningful revenue growth year over year across MSG and TSG.

Leading and Growing the Team

• Lead and develop an inherited growth organization: Business Development Directors, senior Business Development Associates, capture and proposal resources, and M&T's solution architects.
• Assess the team honestly in the first 90 days — define roles, close capability gaps, coach the people who can grow into more, and hire against what's genuinely missing.
• Carry real people-leadership accountability: performance management, development plans, and succession for a team of experienced senior professionals.
• Set the operating rhythm: pipeline reviews, call plan accountability, gate reviews, and color teams that people actually prepare for.

Capture and Proposal Leadership

• Personally lead capture on the group's must-win and franchise pursuits, from opportunity identification through award.
• Drive color team discipline (Pink, Red, Gold), price-to-win rigor, and post-award and post-loss debriefs that change the next bid.

AI-Enabled Growth

• Bring AI into the growth lifecycle as a working practitioner: market and opportunity research, competitor and incumbent analysis, pipeline scoring, past performance and resume mining, compliance matrix generation, and proposal drafting support.
• Direct the development of AI-assisted growth tooling — structured prompting, agentic workflows, and connecting our internal capture, past performance, and pricing data to models in a way that produces reusable capability rather than one-off outputs.
• Work with M&T's solution architects to bring AI-enabled offerings into what we sell, not just how we sell it.
• Own the guardrails: CUI and proprietary data handling, source verification, and a hard line against unverified or model-fabricated content reaching a customer.
• Raise the team's floor — make AI fluency an expectation across the growth organization, and measure whether it is actually shortening cycle time and improving quality.

Contract Vehicles and 8(a) Strategy

• Own the M&T contract vehicle portfolio strategy — GWACs, agency IDIQs, and BPAs — including which vehicles we pursue, hold, and let lapse.
• Apply Aleut Federal's Alaska Native Corporation status deliberately and compliantly: sole-source strategy, thresholds, and the positioning work that has to happen well before a sole-source award is possible.

Teaming and Partnerships

• Build the prime/sub, OEM, and ISV relationships that make our bids credible — and know when to prime, when to sub, and when to walk.
• Negotiate teaming agreements and workshare that hold up through award and execution.

Solution and IRAD Investment

• Lead M&T's solution architects and direct where they invest in reusable offerings, demos, and technical differentiators.
• Recommend where the group invests IRAD and B&P dollars, and defend those recommendations with a market case.

Inorganic Growth

• Support corporate development on target identification, capability gap analysis, commercial diligence, and post-close integration of acquired capability into the M&T portfolio.

What Success Looks Like in the First 18 Months

• A credible, staged, multi-year pipeline at or above 6x revenue coverage , with clear traceability from strategy to individual pursuits and a growth trajectory that holds year over year.
• An assessed and organized growth team — defined roles, a repeatable capture process, named owners on every pursuit above a set threshold, and development plans for the BD Directors and senior BDAs.
• AI-assisted workflows in production use across the growth organization, with demonstrable effect on cycle time and proposal quality.
• Measurable improvement in win rate and average deal size, with recompete retention protected.
• At least one new strategically significant vehicle position or franchise win in a technology domain.
• Customer relationships at the program and acquisition level that generate shaping opportunities rather than RFP-response opportunities.

Required Qualifications

• Active TS or TS/SCI clearance at time of hire.
• 15+ years of federal business development, capture, and growth experience, including 8+ years leading growth organizations with direct reports.
• Demonstrated ownership of growth for a federal portfolio of comparable or greater scale, with a verifiable record of bookings against target and sustained year-over-year growth.
• Breadth across the full growth lifecycle — market strategy, opportunity identification, call plans, capture, teaming, pricing strategy, proposal, and post-award transition. This role is not a proposal-only or BD-only profile.
• Technology growth depth : a documented record of winning technology-centric work — cloud, data and AI, cybersecurity, software development, or enterprise IT modernization — not solely staffing or general services growth.
• Fluent, hands-on use of AI in real growth work. You use AI tools daily across research, capture, and proposal activity, and you can show specifically how they changed your results — not a passing familiarity or a vendor-evaluation perspective.
• Experience leading and developing senior business development professionals , including directors and senior individual contributors carrying their own pipeline.
• Experience managing or directing solution architects or comparable technical staff in a pre-award environment.
• Wins across both DoW and federal civilian
• Proven captures on GWAC/IDIQ vehicles (e.g., OASIS+, Alliant 3, SEWP, CIO-SP4, agency BPAs), including on-ramp strategy and task order competition.
• Direct experience with Alaska Native Corporation or 8(a) growth strategy , including sole-source authority, its limits, and the compliance guardrails around it.
• Hands-on capability: you can personally write a win theme, build a call plan, run a Black Hat, and stand in front of a customer without a deck someone else built.
• Bachelor's degree, or equivalent professional experience.

Preferred Qualifications

• Experience building AI capability, not just using it — you have developed or directed the development of AI-assisted workflows, agents, or tooling inside a growth or capture organization, including the change management to get it adopted. (Strongly preferred and a significant differentiator.)
• Experience growing a portfolio through an inflection point — graduation, scale change, or a shift from services to technology-led delivery.
• Prior P&L or delivery accountability, giving you credibility with operations and a bias toward bids that can actually be executed.
• Experience supporting M&A from the growth side: diligence, capability mapping, and integration.
• Established relationships with OEM and ISV partner ecosystems in the federal space.
• Shipley, APMP, or comparable capture and proposal certification.
• Advanced degree in a business, engineering, or technical discipline.

Compensation and Benefits

Base salary range: $250,000 – $300,000 , with potential for inclusion in the Short-Term Incentive bonus program. Final compensation is determined by experience, clearance, and scope of prior responsibility.

Aleut offers the following benefits to eligible employees:

• Health insurance
• Paid Time Off
• Short- and Long-Term Disability
• Life insurance
• 401k and match

About Aleut Federal

Aleut Federal is a mission-driven federal contractor and subsidiary of The Aleut Corporation, an Alaska Native Corporation. Our work supports the federal government's most important missions, and our success supports the Unangax̂ people — our shareholders and our community. The outcomes we deliver for our customers directly fund scholarships, cultural preservation, and opportunity for Aleut people across Alaska and beyond.

EEO

Aleut Federal, LLC provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, or genetics. In addition to federal law requirements, AF complies with applicable state and local laws governing nondiscrimination in employment in every location where the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. AF prohibits workplace harassment based on race, color, sex, religion, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.

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