Federal Business Development Intern
- Daily or weekly monitoring of SAM.gov for new contract opportunities under 4T’s North American Industry Classification System (NAICS) codes: 541611 (Administrative Management and General Management Consulting Services), 541612 (Human Resources Consulting Services), and 611430 (Professional and Management Development Training).
- Researching and documenting agency procurement forecasts — annual plans that federal agencies publish listing anticipated contract actions for the upcoming fiscal year.
- Tracking Sources Sought Notices and Requests for Information (RFIs) — early-stage market research postings where agencies invite small businesses to identify themselves before a solicitation is written.
- Building a go/no-go assessment framework to evaluate each opportunity against 4T’s certifications, past performance, capacity, and North American Industry Classification System (NAICS) codes.
- Maintaining a Federal Procurement Data System (FPDS) search to identify expiring contracts in 4T’s service areas — recompete opportunities are among the most predictable pipeline sources available.
- Auditing 4T’s System for Award Management (SAM.gov) profile for accuracy, completeness, and renewal status — SAM.gov registration must be renewed annually or contracts cannot be awarded.
- Reviewing and optimizing 4T’s Dynamic Small Business Search (DSBS) profile — the Small Business Administration (SBA)’s searchable database used by contracting officers and prime contractors to find small business partners.
- Auditing all active certifications: Woman-Owned Small Business (WOSB), Economically Disadvantaged Woman-Owned Small Business (EDWOSB), and Minority-Owned Small Business (MOSB) — documenting expiration dates and renewal requirements.
- Reviewing North American Industry Classification System (NAICS) codes registered in SAM.gov — identifying any applicable codes that are missing and recommending additions.
- Researching General Services Administration (GSA) Schedule eligibility — determining whether 4T qualifies for a GSA Multiple Award Schedule (MAS) contract and what the application pathway looks like.
- Maintaining a registration and certification calendar — a running document that tracks every registration, its renewal date, the responsible party, and required action.
- Identifying and profiling the top 15 to 20 federal agencies with the highest demand for Human Resources (HR) consulting, HR operations support, and workforce training services.
- Mapping each agency’s Office of Small and Disadvantaged Business Utilization (OSDBU) — the office specifically responsible for connecting small businesses with contracting opportunities at that agency.
- Researching agency Human Resources organizational structures, HR leadership, and known HR operational challenges using publicly available sources including agency budget justifications, Office of Personnel Management (OPM) workforce data, Inspector General (IG) reports, and Government Accountability Office (GAO) findings.
- Identifying each agency’s Contracting Officer (CO) and Contracting Officer’s Representative (COR) contacts for active HR-related contracts where available.
- Documenting upcoming industry days, procurement conferences, small business matchmaking events, and Office of Small and Disadvantaged Business Utilization (OSDBU) outreach events relevant to 4T’s service areas.
- Building a contact management database that organizes all agency contacts, outreach history, and follow-up status in a single reference document.
- Using Federal Procurement Data System (FPDS) spend data to identify which prime contractors are currently winning Human Resources (HR) consulting and training contracts at target agencies.
- Researching prime contractor subcontracting plans — large prime contractors on federal contracts over $750,000 are required to submit small business subcontracting plans, which signal which primes are actively seeking small business partners.
- Identifying active Indefinite Delivery Indefinite Quantity (IDIQ) contracts, Governmentwide Acquisition Contracts (GWACs), and Multiple Award Schedule (MAS) vehicles in 4T’s North American Industry Classification System (NAICS) codes where teaming or subcontracting opportunities may exist.
- Researching upcoming recompete contracts — contracts nearing their Period of Performance (PoP) end date where the incumbent prime may need to rebuild their team.
- Building a prime contractor target list with contact information, active contract data, known small business utilization history, and recommended outreach approach.
- Drafting teaming interest outreach emails for Mickey Theall’s review and use.
- Researching federal Human Resources (HR) workforce trends using Office of Personnel Management (OPM) Federal Employee Viewpoint Survey (FEVS) data, OPM annual reports, and agency human capital strategic plans — identifying where HR operational challenges are most acute.
- Tracking Congressional budget justifications and agency operating plans for signals of increased investment in workforce development, Human Resources modernization, or HR operations support.
- Monitoring federal contracting news sources — including Federal News Network, Government Executive, and Nextgov — for relevant agency HR and workforce announcements.
- Researching competitor firms operating in 4T’s service areas — identifying who they are, what contracts they hold, and how 4T’s Woman-Owned Small Business (WOSB), Economically Disadvantaged Woman-Owned Small Business (EDWOSB), and Minority-Owned Small Business (MOSB) certifications create competitive differentiation.
- Building a market intelligence summary document that is updated monthly and provides Mickey Theall with a concise picture of the competitive landscape and emerging opportunities.
- Reviewing editing and maintaining a master capability statement — a one-to-two page marketing document that summarizes 4T’s services, certifications, differentiators, past performance, and contact information in the format contracting officers and prime contractors expect.
- Building a boilerplate library — a collection of pre-written, reusable sections including company overview, methodology description, certifications summary, key personnel bios, and past performance narratives that can be drawn on for proposals and capability briefings.
- Documenting past performance in the format required by federal solicitations — contract name, agency, period of performance, contract value, scope of work, and measurable outcomes.
- Researching labor category rates and comparable contract pricing using publicly available data from SAM.gov, USASpending.gov, and the General Services Administration (GSA) Advantage pricing database.
- Drafting responses to Sources Sought Notices and Requests for Information (RFIs) posted during the internship period — these responses are short, strategic, and among the most high-value BD activities a small business can execute.
- Building and maintaining a BD master tracker — a single document that consolidates all active opportunities, agency contacts, teaming targets, registration status, and follow-up actions into one living reference.