An impending wave of federal employee retirements in the coming years will have a disproportionately large impact on the mid-career ranks in government. After a decade of downsizing in the federal workforce, there will likely be an insufficient number of well-qualified internal candidates to replace them. In order to fill the anticipated skills gaps at the mid-to senior levels, therefore, the federal government must expand its mid-level hiring practices to include non-federal candidates more frequently. Proactive outreach targeting the most talented and motivated individuals yields a strong candidate pool. Furthermore, a balanced recruitment and hiring program can improve diversity and increase access to critical skills and experience.