Feds Launch Shared Candidate Pools to Speed Up Hiring
Published Date: 9/15/2026
Rule
Summary
Starting October 15, 2026, federal agencies can team up better when hiring by sharing job candidate lists, making the process faster and smoother. This change helps agency leaders work together using shared certificates for both competitive and excepted service jobs. If you’re involved in federal hiring, get ready for easier collaboration and send your feedback by November 16, 2026!
Analyzed Economic Effects
6 provisions identified: 6 benefits, 0 costs, 0 mixed.
Faster, wider sharing of hiring certificates
Starting October 15, 2026, an original hiring agency may share a competitive certificate with one or more agencies either sequentially or simultaneously. Receiving agencies must use the certificate in its original form (they may not re-rate or re-rank applicants) and may, but are not required to, rely on another agency's sustained pass-over or three‑considerations removal when working a simultaneously shared certificate.
Veteran pass-over adjudication and records
The rule requires that pass-over requests for preference eligible veterans with a compensable service-connected disability of 30% or more must be sent to OPM for adjudication and sustained pass-overs must be notated on the certificate. Agencies must keep records sufficient to reconstruct their use of the certificate to support OPM oversight.
Excepted service certificate sharing added
OPM adds a new subpart E allowing agencies to share excepted service certificates for Schedule D (Pathways) and Schedule Policy/Career positions. Shared excepted‑service certificates are subject to the same 240-day limit measured from the date of original issuance and may be used for permanent or time-limited full- and other-than-full-time positions.
OPM-led pooled hiring and direct hire tools
The rule implements OPM-led pooled hiring actions that let OPM run a single competitive or excepted service examination whose certificate may be used by multiple agencies for occupations common across agencies. The rule also implements direct-hire provisions under Sec. 337.206 consistent with 5 U.S.C. 3304(b)(3) for severe candidate shortages or critical hiring needs.
Applicant consent and notification preserved
OPM retains an opt-in requirement: original hiring agencies must inform applicants at announcement and provide an opportunity to opt in to sharing their applications. Original agencies must redact names of applicants who did not opt in. Receiving agencies must notify eligible applicants before using a shared certificate and identify the position, series, grade, and duty location.
240‑day cap and other time limits enforced
The rule codifies a 240-day time limit (non-extendable) on all actions taken on a shared certificate, measured from the date the original hiring agency issued the certificate. The rule also reiterates that receiving agencies must provide internal employees up to 10 business days to apply (where applicable) and that this time limit may not be waived or extended.
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Key Dates
Department and Agencies
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