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If you’ve ever looked at a job listing for a Senior Contract Manager and wondered, “What does it take to do THAT job?” — you're not alone.

It’s one of those roles that sounds critical (and it is), but from the outside, it can be tough to pin down what day-to-day life looks like in the position — especially in a defense or government contracting environment.

So let’s break it down. This article will walk you through:

• What a Senior Contract Manager is responsible for

• What kind of background and certifications are typically expected

• What deliverables matter most in this role

• The hard and soft skills that separate good from great

• And finally — what to expect if you’re looking to grow into this role

Whether you’re actively job hunting or just thinking about where your career is headed, this article is meant to give you clarity.

What Is a Senior Contract Manager Responsible For?

In government contracting, the contract is the mission. A Senior Contract Manager oversees the entire lifecycle of that mission — from proposal to closeout.

That includes:

• Developing and reviewing contracts, subcontracts, NDAs, and CTAs

• Managing consultant agreements and service contract modifications

• Ensuring alignment with FAR, DFARS, and internal compliance standards

• Supporting legal reviews, sole source justifications, and audit readiness

• Collaborating closely with program teams, finance, and leadership

But it’s not just about administration. This is a strategic role. Senior Contract Managers also:

• Spot and mitigate risk before it becomes a problem

• Interpret contract language for technical and non-technical stakeholders

• Lead with expertise, often mentoring junior staff or advising teammates and partners on best practices

What Kind of Background Sets You Up for Success?

Most Senior Contract Managers come with experience in:

• Federal procurement, particularly DoD acquisition processes

• Working for or with small businesses in the federal space

• Managing contracts under different structures — like Firm-Fixed-Price (FFP), Cost Reimbursement, or Time & Materials (T&M)

If you’ve worked as a Contract Specialist or Contract Administrator on government programs, you’re probably already familiar with a lot of what this role requires.

Also, most positions at this level will expect that you:

• Are a U.S. Citizen, eligible for a Top Secret clearance

• Have a bachelor’s degree (typically in business, public administration, or finance)

• Hold or are pursuing certifications like:

  • CFCM (Certified Federal Contract Manager)

  • CPCM (Certified Professional Contract Manager)

  • DAWIA Level III in Contracting

  • FAC-C (Federal Acquisition Certification in Contracting)

What Are the Core Deliverables?

A Senior Contract Manager isn't just checking boxes — they're delivering value and clarity. The most impactful deliverables often include:

• Clean, compliant contracts that withstand audits and support mission delivery

• Training and knowledge sharing to raise the bar across teams

• Risk-mitigated proposals and clear pricing narratives that support strategic bids

• Operational readiness for prime and subcontractor performance

Great Senior Contract Managers help teams hit the ground running on Day 1 of performance.

What Skills Do You Actually Use Every Day?

Here’s where the rubber meets the road. These are the key skills that define a high-performing Senior Contract Manager:

• Deep fluency in FAR/DFARS, plus agency-specific supplements

• Strong writing and negotiation skills, especially for cost proposals and contract modifications

• Clear verbal communication, especially when explaining complex requirements to non-contract staff

• Working knowledge of ERP and contract management systems

• Situational awareness to flag contract risks before they snowball

And one more that doesn’t show up in a lot of job descriptions:
A willingness to teach.

Contract managers who can break down requirements in plain language, guide new team members, and confidently present to external partners are always in demand.

How Do You Grow Into This Role?

If you're currently a Contract Specialist, Program Analyst, or even working in BD or pricing, you're already developing the muscles needed to succeed.

Here are a few things you can do now to prepare:

• Start reading and interpreting contract clauses — not just executing them

• Volunteer to support proposal reviews or subcontractor onboarding

• Build relationships with your finance and legal teams

• Consider pursuing one of the industry certifications mentioned earlier

And if you’re already functioning like a Contract Manager — but without the title — start tracking your contributions. Those stories will matter when it’s time to make your next move.

If you’ve built your career around contracts and compliance — and you’re looking for a role that lets you lead, teach, and directly support meaningful work — this might be the next step you’ve been working toward.

We’re currently hiring for this position. Click here to view the full posting and apply.

What does it take to be a Multimedia Content Producer ?

In this role, storytelling, creativity, and technical know-how all come together. It’s a position built for someone who’s ready to take ownership of the full production process—from pre-production to post—and who thrives in a fast-paced, mission-focused environment.

You’ll be creating content that answers real questions and helps audiences better understand the work being done. That means producing high-quality videos, audio, and graphics that support an educational-based content strategy—not just flashy visuals, but useful, clear communication.

Role Snapshot

This is a hybrid position based in San Antonio, TX. It typically requires 1–5 years of professional experience or an equivalent track record of relevant work. Occasional local or national travel may be required.

The Multimedia Content Producer II will work closely with the Branding and Market Presence Program Manager, but you'll be expected to lead your own workflows, guide creative direction, and bring ideas to the table.

Key Deliverables

• Videography

• Audio Recording

• Graphic Design

• Photography

Knowledge Required

Fundamental Knowledge:

• Digital media creation, editing, and distribution

• Adobe Creative Cloud: Premiere Pro, Audition, After Effects, Photoshop, Illustrator

• Digital storytelling, narrative editing, and content planning

• Graphic design principles including color theory, typography, and layout

• File formats for video, audio, and image optimization across platforms

• Camera systems, lenses, and production accessories (rigs, gimbals, recorders, lighting gear)

Advanced Knowledge:

• Audio mixing, mastering, and cleanup for interviews, voiceovers, and ambient sound

• Motion graphics creation and animation using After Effects

• On-location filming best practices: lighting, sound, stabilization

• Sony camera systems, especially FX30 and ZV-1

• File management, media organization, and delivery-ready post-production workflows

• UI/UX and digital content design best practices

• Working with brand style guides and collaborative project workflows

• Awareness of AR/VR, interactive media, and emerging design trends

Skills That Make a Strong Candidate

• Expert-level video editing and production

• Setup, operation, and troubleshooting of professional camera and audio gear

• Manual camera settings for photo and video

• On-site shooting, lighting, staging, and directing non-professional on-camera talent

• Creative problem-solving—especially when working with incomplete or flawed footage

• Strong interpersonal and team communication

• Multitasking under deadlines without compromising quality

• Constructing compelling narratives from raw footage

• Taking initiative while aligning with broader content goals

Who Thrives in This Role?

Someone who’s confident, self-directed, and energized by the creative process. You don’t wait around for direction—you ask the right questions, bring structure to your work, and genuinely care about delivering content that looks sharp and feels purposeful.

If that sounds like you, this role was built with your skill set in mind.

In government contracting, capturing incumbent work means more than just securing a contract; it requires ensuring continuity of service, retaining institutional knowledge, and strengthening the mission. Transitioning a program smoothly requires more than simply onboarding existing employees; it demands a strategic approach that prioritizes relationships, alignment with mission objectives, and long-term value.

Why Capturing Incumbent Work Matters

Taking over a contract can present challenges—resistance from incumbent employees, knowledge loss, and operational disruption. One of the biggest concerns for contracting officers and program managers is not just transitioning work but ensuring that workforce stability, engagement, and mission continuity remain intact.

Engage Early for a Smooth Transition

One of the most effective strategies in capturing incumbent work is building relationships before the contract is finalized. A proactive approach helps reduce uncertainty and ensures a smoother handover. Early engagement allows companies to:

• Establish trust with existing employees.

• Understand workforce challenges and employee retention concerns.

• Develop transition plans that ensure continuity of service.

If employees feel uncertain about their future, they are more likely to leave, creating unnecessary staffing gaps. Clear communication and transparency from the start can significantly improve retention.

Beyond Salary: Connecting Employees to the Mission

A common mistake companies make is assuming employees will stay solely for a paycheck. While compensation matters, many professionals in cybersecurity, IT, and defense are motivated by a sense of purpose. Companies that clearly communicate how employees can continue serving the mission will have an easier time retaining them.

Strategies to Make This Work:

• Articulate the bigger mission—help employees see how their role contributes to national security or defense capabilities.

• Offer mentorship programs or transition support to make integration easier.

• Communicate a clear career path beyond the contract to provide long-term stability.

Networking and Industry Engagement Matters

Successful talent acquisition starts long before positions need to be filled. Companies that rely solely on HR-driven outreach often struggle to connect with incumbent employees, who may be wary of change.

A better approach involves active industry engagement through recruitment events, social gatherings, and industry days. These events help companies:

• Meet potential candidates in comfortable settings.

• Foster personal connections to ease transitions.

• Understand employee concerns beyond job descriptions.

Offer More Than Just Salary: Benefits & Workplace Culture

While salary is a factor, many companies underestimate the role of benefits and workplace culture in employee retention. Employees undergoing a contract transition want to feel secure in their future. A strong value proposition beyond salary can make all the difference.

Competitive benefits that attract and retain incumbents include:

• Comprehensive healthcare coverage.

• Competitive 401(k) matching.

• Immediate PTO accrual and flexible work policies.

When employees feel valued and supported, they are far more likely to stay.

Best Practices for Capturing Incumbent Work

Successful contract transitions require a strategic, empathetic, and mission-driven approach. Companies that focus solely on logistics and compliance may struggle with retention, while those that prioritize employee engagement see higher success rates.

Key Takeaways:

1. Engage early – Start conversations before the contract is awarded to build trust and gather insights.

2. Focus on mission alignment – Help employees see their role in the bigger picture, not just the job description.

3. Invest in networking – Build relationships through industry events and one-on-one conversations.

4. Offer a strong value proposition – Competitive benefits and a mission-driven culture can outweigh minor salary differences.

5. Communicate transparently – Employees need clarity, reassurance, and open dialogue during the transition process.

Are you Preparing to Capture Incumbent Work on An Upcoming Contract?

Understanding these best practices can help ensure a seamless transition, maintain operational effectiveness, and keep critical talent engaged.

Capturing incumbent work isn’t just about maintaining workforce numbers—it’s about preserving expertise, ensuring stability, and reinforcing mission continuity. Contract transitions don’t have to be disruptive if companies take a thoughtful, people-first approach.