US Tech Force: What it means for federal agencies
The administration is launching the US Tech Force to bring AI engineers from major tech companies into federal roles. The goal is straightforward: ship better digital systems, apply AI where it drives measurable value, and compete for scarce technical talent.
About 1,000 specialists will rotate into agencies for up to two years. They can stay in government after their terms or return to their companies.
How the programme works
- Recruiting from Amazon, Apple, Google, Meta, Microsoft, plus Adobe, AMD, OpenAI, Robinhood, Uber, Nvidia, xAI, Zoom, and others.
- Tours up to two years; participants may apply to remain in government or go back to partner firms.
- Compensation in the $150,000-$200,000 range, plus benefits.
- First round of hiring targeted for completion by March 31.
- Scott Kupor, director of the US Office of Personnel Management, said engineers will be assigned to targeted projects. Early work includes a digital platform tied to the administration's savings accounts for children (the Trump Accounts platform at the IRS).
- Other placements may include: AI integration for drones and weapons systems at DoD, AI-assisted analysis at the State Department, application development, and data system upgrades across agencies.
Context
The Tech Force sits within a broader AI push that includes input from former PayPal executive David Sacks. It echoes elements of the US Digital Service model from 2014, but follows recent changes where USDS was folded into the DOGE Service and headcount was reduced-shifting more reliance to private-sector expertise.
Why this matters
Competition with China is intensifying, and the administration wants a stronger national posture on AI. A recent executive order set a national framework for AI policy to avoid a patchwork of state rules. White House AI policy overview.
What agency leaders should do now
- Pick 2-3 projects with clear mission impact and blockers that outside engineering can remove: legacy system modernization, data integration, secure APIs, AI-enabled workflows.
- Define roles before day one: product owner, tech lead, security lead, data steward, contracting officer representative.
- Prep the environment: sandbox access, sample datasets, repos, credentials, ATO path, and a weekly decision cadence. Time kills momentum.
- Set guardrails: data classification, privacy, model risk management, records/FOIA retention, model provenance, and an approved tool/model list.
- Line up hiring and acquisition paths: detail options, excepted service, IPA agreements, conflict-of-interest disclosures, and any needed clearances.
- Measure outcomes: 90-day deliverables, cycle time, reliability, security findings, cost-to-serve, and user satisfaction.
- Plan knowledge transfer: require docs, runbooks, demos, and in-agency pairing so expertise remains after rotations end.
What it means for career staff
You'll partner with specialists who can ship prototypes and stand up services faster. Your mission expertise, policy context, and user insights keep projects grounded and shippable.
If you want to build your own skills alongside these teams, here's a practical starting point by role: AI courses by job.
Key risks to manage
- Vendor lock-in: require open standards, export paths, and agency ownership of core systems.
- Security and privacy: treat models as part of the software supply chain; scan dependencies, log usage where appropriate, and restrict sensitive data.
- Ethics and bias: document datasets, test for disparate impact, and publish model factsheets when appropriate.
- Continuity: ensure redundancy so services run if a fellow rotates out.
Timeline and next steps
- OPM targets completing the first hiring round by March 31.
- Nominate projects now, assign accountable leaders, and secure workspace, access, and budget for incoming teams.
- Expect placements across IRS, DoD, State, and others, covering AI implementation, application development, data modernization, and digital service delivery.
Bottom line: line up real problems, set clear guardrails, and be ready to move. The talent is coming-make sure your agency can put it to work fast and leave lasting capability behind.
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