You already passed the hardest filter in the cleared job market — the background investigation. Your active TS/SCI represents somewhere between $3,000 and $15,000+ of sunk cost the employer doesn't have to pay, plus 6 to 18 months they don't have to wait. That math should be showing up in your offer letter. Most of the time it isn't, because veterans walk into clearance-required roles the same way they walked into any other civilian job — grateful to be there, ready to take whatever number the recruiter floats first.

That's the mistake this article fixes. Cleared candidates command premium pay because there aren't enough of you. Salary.com, ClearanceJobs.com compensation surveys, and federal contracting pay bands all confirm the same pattern — active clearances add real dollars on top of base rate for the same job title. But nobody writes that number on the offer letter unless you ask. I've coached hundreds of transitioning veterans through cleared contractor offers, and the ones who negotiate walk away with $8K to $25K more per year than the ones who accept the first number. Same role. Same company. Same clearance.

This is about the conversation itself. Not what a cleared role pays on paper — you can get that from our salary-by-clearance-level breakdown. This is about what to say, when to say it, and what to do when they tell you there's a band you can't negotiate outside of.

Why Does an Active Clearance Add a Salary Premium?

The premium isn't sentiment. It's math on the employer's side. Sponsoring a new Secret clearance costs the federal government roughly $3,000 to $5,000 and takes 3 to 6 months. A new Top Secret with SCI eligibility runs $5,000 to $15,000 and typically takes 6 to 18 months. For a full breakdown of who pays for your security clearance and when employers foot the bill versus when it falls on you, that article covers every scenario. During that entire window, the uncleared hire can't bill the contract. They sit on the bench, or they get a temporary uncleared role that generates lower revenue. Either way, the employer is paying salary without the full billable rate coming in.

When you show up with an active, in-scope clearance, you skip all of that. You're billable on day one. The contractor's program manager is measured on filling cleared seats fast — empty cleared billets cost the company money every week they stay open. That's why cleared recruiters are more aggressive than civilian recruiters, and it's why the ceiling on your offer is usually higher than what the job description shows.

The other factor is scarcity. According to ClearanceJobs.com's annual compensation survey, cleared professionals consistently earn 10% to 25% more than uncleared peers in comparable roles, with the higher end going to TS/SCI holders in technical fields like cybersecurity, SIGINT, and cleared software engineering. The pool of cleared talent is finite, and the demand isn't shrinking.

TS/SCI vs Secret vs Confidential: What's the Differential?

Not all clearances carry the same bargaining weight. The premium scales with the rarity and cost of the clearance, and with the type of work it unlocks.

Confidential is the lowest level and rarely cited as a standalone negotiation point. Most jobs that require Confidential will accept Secret or higher, and the delta between Confidential and uncleared is small. If Confidential is your only credential, anchor on the role's technical requirements instead.

Secret is the workhorse clearance for defense contracting. Roughly 60% of cleared positions require Secret as the floor. The salary premium for an active Secret versus uncleared in the same role runs roughly 8% to 15% depending on market. You can absolutely negotiate with Secret — just don't expect SCI-level numbers.

Top Secret meaningfully changes the conversation. TS holders are eligible for a wider range of programs, including some DoD and intelligence community work. The premium typically runs 15% to 20% over uncleared.

TS/SCI with a recent polygraph (CI poly or full-scope lifestyle poly) is where premiums spike. SCI access covers compartmented programs — the stuff that touches intelligence collection, signals work, and sensitive DoD missions. Active TS/SCI with a current poly can command 20% to 35% over uncleared base rate, and in technical roles (cleared developers, cyber operators, analysts in certain IC agencies) the premium goes higher still.

These ranges are rough and vary by metro, contract funding level, and program maturity. DC Metro, Northern Virginia, Colorado Springs, Fort Meade corridor, and Tampa all pay higher baseline than other cleared markets. That matters for negotiation — a TS/SCI in the DC corridor has more competitive offers to pit against each other than a TS/SCI in a smaller cleared market.

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Where Are Cleared Jobs Posted and Why It Matters for Negotiation

Where you source the opportunity affects how you negotiate. Each platform has a different recruiter population and a different expectation around salary conversations.

ClearanceJobs.com is the industry-specific board. Recruiters there already know cleared candidates command premium rates, so they're less likely to lowball on the opening offer. But they also know you've seen other cleared openings, so they expect you to have competing interest. Posting your profile there with clearance level and location typically generates inbound recruiter contact within days.

USAJOBS is where you'll find federal civilian cleared positions — GS-level roles at DoD, intelligence agencies, State Department, and civilian agencies that require clearances. These roles use the GS pay scale, which you can look up before the interview. Federal salary negotiation works differently than contractor negotiation (covered below), so knowing the platform you're applying through sets your expectations.

LinkedIn with "TS/SCI" or "active clearance" in your headline attracts contractor recruiters. These recruiters often represent multiple programs across multiple contractors and can pit offers against each other on your behalf if you work the relationship right.

Handshake and cleared-specific recruiting firms (Chenega, Booz Allen's cleared recruiting arm, Leidos internal recruiting) round out the ecosystem. If a recruiter is representing you to multiple programs, negotiate with them as your broker — they're incentivized to get you a higher offer because their fee typically scales with your base salary.

One more practical note — if you're still active duty figuring out where you'll land post-separation, your ETS transition timeline should include registering on ClearanceJobs and LinkedIn around the 6-month-out mark so recruiter conversations are warm before you need them.

How Do You Set Your Floor Before the Salary Conversation?

You cannot negotiate without a floor. If the recruiter asks "what are you looking for?" and you say a number you'd actually settle for, you've just handed them the ceiling. If you say a number too high without backing, you're out of the running.

Set your floor before you ever get on the phone. Four data points to anchor on:

1. The role's published compensation data — ClearanceJobs.com publishes an annual compensation survey broken down by clearance level, job function, and metro. Salary.com and Payscale have weaker cleared-specific data but are useful for cross-referencing the base rate before the clearance premium.
2. Comparable billable rates — if you know the contract's billing structure (Fixed Price, T&M, or CPFF), the labor category you'd fill, and roughly what the government is paying the contractor per hour, you can reverse-engineer what the contractor can afford to pay you. This info is harder to get but contract awards on SAM.gov sometimes include rate structures.
3. Your actual walk-away number — the dollar figure below which you genuinely walk. Not what you'd grudgingly accept, but the number where you'd rather keep looking.
4. Metro-specific cost of living — a cleared DC-corridor salary and the same role in Colorado Springs or Tampa are not the same take-home. Adjust your floor to the metro the job is actually in, not a national average.

Your target opening number sits 10% to 20% above your floor. Your floor sits 10% to 15% above your current or last military compensation equivalent (regular pay + BAH + BAS + special pays). If the numbers don't work mathematically, your research is wrong or the role isn't a match.

Who Should Name a Number First in Clearance Jobs Salary Negotiation?

The old advice is "never name a number first." That advice is wrong for cleared roles most of the time. Here's why — cleared contractors work within defined labor categories and billing rates that have real ceilings. If you refuse to give a number, the recruiter will often plug you into the middle of their band, which may be well below what they could actually offer. By staying silent, you're trusting the recruiter's goodwill to move you toward the top of their range. That's a bad bet.

Name a range, not a single number, and anchor the low end of your range at your target opening rather than your floor. Example — if your floor is $125K and your target opening is $145K, you say "Based on my research on comparable cleared roles, I'm targeting $145K to $165K for this position. What does your budget look like for this role?"

Four things happen when you answer that way:

• You anchored high without sounding unreasonable
• You signaled you've done research (recruiters respect this)
• You bounced the question back to get their number, which reveals the ceiling faster
• You kept room to counter — the top of your stated range leaves negotiation space above your actual target

If they counter with a band that tops out below your target range, you now know the contract doesn't support your number and you can decide whether to move forward. If they counter with a band that overlaps your range, you have an opening to negotiate the top half.

What Do You Say When the Recruiter Says "We Have a Band"?

Every cleared contractor has labor category bands. They are real. But "we have a band" is also the single most common recruiter pushback when a candidate asks for more money. The honest translation is usually "I have authority to offer up to the top of my band but I need a reason to go there."

Your response has three parts. Acknowledge the band, justify your position in the upper half of it, and push the decision back to them.

Example response: "I understand you have a band — that's normal. Based on my active TS/SCI with full-scope poly and my 8 years of SIGINT experience on this exact platform, I should be at the top quartile of that band, not the middle. What would it take to get the offer to $160K?"

Why this works — you're not rejecting the band, you're accepting it while arguing about where inside it you should land. That's a much smaller ask than "ignore your band and pay me more." Recruiters have authority to move candidates up within a band. They rarely have authority to break one.

If they still won't move, ask about non-base components. Sign-on bonus (often easier to approve than base increases), clearance retention bonus (especially for TS/SCI with poly), accelerated vesting on the 401(k) match, extra PTO, remote/hybrid flexibility, professional development budget. Total compensation can move several thousand dollars even when base is locked.

Government vs Contractor: Different Rules for Cleared Roles

Federal civilian cleared positions play by different rules than contractor cleared positions. Understanding which one you're applying to tells you how much room you actually have to move the number.

Federal (GS) cleared jobs — the pay is set by the GS scale. You can negotiate step within a grade (up to step 10) using a Superior Qualifications appointment, and you can sometimes negotiate locality pay based on duty location, but you're not negotiating outside the grade itself. The grade is determined by the position description and the hiring official's authorization. Your clearance gets you past the eligibility bar — it doesn't push you into a higher grade on its own. Your best play here is documenting your superior qualifications (experience years, education, specialized certifications) to justify a higher step, and sometimes a relocation incentive or recruitment bonus for hard-to-fill positions.

Contractor cleared jobs — the pay is set by the labor category (LCAT) and the contract's billing structure. There's a band, but the band is wider than GS step increments, and there's real room to negotiate within it, especially for scarce clearances. Contractors also have more flexibility on sign-on bonuses, spot awards, and clearance retention bonuses.

If you're choosing between a federal role and a contractor role for the same clearance level, the federal role often pays 10% to 25% less in base but has better retirement (FERS, TSP match, pension accrual) and more job security. The contractor role pays more cash upfront but can end when the contract ends. Neither is objectively better — they're different trade-offs and both are worth running the numbers on.

For more on cleared career paths, our highest-paying civilian careers for veterans guide breaks down cleared vs uncleared salary floors across industries.

What If Your Clearance Lapsed? Can You Still Negotiate?

Yes. An out-of-scope or lapsed clearance still carries negotiation value because your investigative history is preserved. Employers sponsoring your reinstatement face a significantly shorter and cheaper process than sponsoring a brand-new clearance. The premium is smaller than an active clearance but it's not zero.

Under current continuous vetting and Trusted Workforce 2.0 guidance, a Secret clearance can often be reinstated within 1 to 2 years of lapse without a full new investigation. Top Secret has similar provisions depending on when the last investigation closed and whether you've been in a sensitive position since. The specifics depend on your service branch and when you separated — DoD's guidance on clearance status after separation walks through the timelines.

When you negotiate with a lapsed clearance, lead with what the employer saves versus a fresh sponsorship. "My Top Secret lapsed 14 months ago but my last SSBI closed in 2023, which means reinstatement runs roughly 3 to 4 months versus 12 to 18 for a new sponsorship. That saves your program roughly a year of waiting for a billable seat." That framing turns your lapsed status into a dollar argument, not an apology.

Some contractors will bring you on uncleared pending reinstatement, and some will wait for reinstatement before onboarding. Either way, you're more valuable than a candidate with no clearance history at all. Don't undersell that.

Common Mistakes Cleared Candidates Make in Salary Conversations

The same patterns repeat across cleared offer letters from veterans in the BMR community. Here are the ones that cost people the most money.

Accepting the first offer verbally on the call. Even if the number is good, ask for 24 to 48 hours to review in writing. Recruiters expect this. Accepting immediately signals you didn't know your worth, and sometimes that triggers them to pull back non-base items they would have otherwise included.

Disclosing current military pay as your "current salary." Base pay alone undersells you. If you must give a number, use Regular Military Compensation (RMC), which includes base, BAH, BAS, and the tax advantage of housing allowance. RMC is the honest civilian-equivalent number and it's typically 30% to 50% higher than base pay alone.

Negotiating only base salary. Base is the most visible number but it's rarely the most flexible. Sign-on bonus, clearance retention bonus, relocation, PTO, and remote flexibility are all negotiable levers and often easier to move than base.

Apologizing during the ask. "I know this might be a lot to ask, but..." shrinks your position before you've made it. The ask is the ask. Make it directly, with your reasoning, and stop talking.

Revealing your floor before the employer names theirs. If you tell them your minimum acceptable number, they will offer that number. Give a range anchored at your target, not your floor.

What to Do Next

Before your next cleared offer conversation, three things need to be in writing — your target range for the specific role and metro, your walk-away number, and two to three counter-offer scripts you can use depending on how the band conversation goes. If you're sitting on a cleared resume that isn't positioning your clearance effectively in the first place, fix that before you're negotiating anything. Recruiters can't pay you a premium for a clearance they don't notice on page one of your resume.

BMR's federal resume builder and general military resume builder both flag clearance level in the top third of the resume where recruiters actually scan, so the clearance premium conversation starts on your terms. Built by veterans who've sat on both sides of the cleared hiring desk.

The clearance is in your pocket. The only question is whether you make the employer pay for it.