Overview
EDC Consulting is a service-disabled veteran-owned small business and federal IT and business systems integrator headquartered in Tysons Corner, Virginia. The team specializes in ERP implementation and modernization on SAP, Oracle, and PeopleSoft, as well as cloud, cybersecurity, AI, software development, and data services. Its customers include the U.S. Army, U.S. Navy, DLA, DHS, and more than 20 federal civilian agencies. The company has been in business for 20 years.
We sat down with Tim Dotterweich, Technical Recruiter and BD Executive at EDC Consulting, to discuss how he uses Dash and the Data Library to find and screen candidates and transform the way he works.
By the numbers
- 5,000+ resumes in the GovDash Data Library
- Candidate searches from hours to 30 seconds or less
- A 3-person recruiting team competing with firms of hundreds
- About 12 EDC staff on GovDash across recruiting, BD, capture, and technical writing
The challenge
Tim spends 75 to 80% of his time on recruiting and the rest on business development. His recruiting work is full cycle: sourcing, interviewing, placing, and writing job descriptions.
Candidates come from ClearanceJobs, LinkedIn, referrals, and EDC's own job posts. Before GovDash, finding the right person meant manually reviewing resumes and running keyword searches in CATS APS.
Past work, processes, and information sat in SharePoint or in the memories of a few senior people. The recruiting team of three had to compete with much larger firms without that history.
Why GovDash
EDC brought in GovDash to have a secure place to build proposals based on its past work. The company did not want clients, past performance, contacts, or key personnel information to reach the public. Tim then extended the platform to recruiting.
GovDash was the right fit for three reasons:
- It keeps sensitive data protected. Resumes and proposal content stay inside GovDash instead of moving through public AI models.
- It runs on EDC's knowledge. Candidate records, past work, and company information sit on one data layer that Dash can search and analyze.
- It is a platform EDC can configure. Tim built a recruiting workflow on the Data Library and Dash without a separate system.
From resume to proposal-ready key personnel
Tim uses GovDash at each step between finding a candidate and putting that person in a proposal.
- Intake. Each candidate becomes a person record in the Data Library, with the resume and supporting documents attached. Tim uploads resumes 100 at a time.
- Screening. Tim asks Dash, in plain language, to find candidates who meet a job description. Dash checks hard requirements such as clearance, location, certifications, and years of experience. A role that requires Alabama residence screens out anyone not already in Alabama.
- Review. Each search returns a ranked list, typically the top 10, with a name, a short summary of why each person fits, and a direct link to the Data Library profile. Reviewers verify the record in one click.
- Interview prep. Before a conversation, Tim asks Dash how a candidate meets the requirements, where the strengths are, and where the gaps are. He goes into the call with talking points.
- Outreach. Dash drafts outreach emails for a given job description. Tim sends them from Outlook and reports strong response rates.
- Proposal. Once a candidate is selected, the same record feeds key personnel resumes, letters of commitment, and other proposal formats, with no re-keying.
Searching the full Data Library takes about 30 seconds. In EDC's non-AI applicant tracking system, the same search took hours and returned keyword matches instead of analysis. Every candidate is measured against the same job description criteria, and sourcing and proposal writing share the same data. That means less rework and a lower risk of inconsistent facts in a submission.
"We're talking thirty seconds to search the entire Data Library, if even that. Using our limited non-AI ATS, hours. I've turned hours and hours into minutes."
One candidate pool for two recruiting models
EDC recruits in two ways. The first is contingent hiring, where Tim assembles key personnel for a proposal. EDC has an RFP and a deadline, and it needs people who will commit to join the team if EDC wins. Tim is the only person on his team who does this work.
The second is active placement. As a subcontractor, EDC gets open roles from a prime contractor's project, then sources, interviews, and presents candidates as a third party.
Both models draw on the same Data Library. Candidates from past pursuits stay searchable, so a "no" on one role can become a "yes" on the next.
A recruiting teammate that learns the team
When he asks for an outreach email for a job description, Dash comes back in the structure and language he prefers. He also uses Dash to move around the platform and add records.
"Individuals need to learn Dash, but then Dash needs to learn individuals and companies. It's literally like having an extension of yourself that's just doing all the work without you having to think about what to do next.”
Use cases
- Resume repository for 5,000+ candidates
- Natural-language screening against job descriptions
- Ranked candidate lists with fit summaries and record links
- Pre-interview strengths and gaps analysis
- Outreach email drafting
- Key personnel resumes and letters of commitment for proposals
- Capture and BD work in Discover, Capture, and Proposal across the wider team
What's next
Tim plans to explore GovDash's Outlook integration to track candidate conversations and automate more of the outreach workflow. Today he runs Dash Agents case by case and sees room to automate more of the recruiting process with them.
Advice for other GovCon HR teams
Tim's first piece of advice is to get resumes into the Data Library. Dash can only screen candidates it can see. Users learn Dash, and Dash learns users and the company, faster over time. Finally, he treats GovDash as a platform to configure around his own process, not a fixed set of features.
See what Dash can do for your team. Book a demo to see how Dash supports your entire GovCon team across the full contract lifecycle, from capture and proposals to recruiting the people you need to deliver.
