While I was building my company, one of my business partners and I divided up our responsibilities determining that he would be responsible for everything “inside the walls” (i.e. HR, Security, Finance, Accounting, IT, Facilities) and that I would be responsible for everything “outside the walls” (i.e. Profit and Loss, Business Development, Capture, Marketing, Communications, Customer Relations, etc.).  I also was responsible for another important function to any business that relies on outstanding talent – recruiting.  I will never forget when we were just ten people and after I did my day job of running the company’s operations, I hit the phones and the internet and I set about recruiting our next important hire.  I spent hours screening resumes, assessing qualifications, and describing why my company was the best place for people to come to work.  I could recite our benefits program in my sleep.  But most interestingly, I also spent a lot of time answering questions.  It became clear that people coming out of the military needed help since there is so much variance in transition assistance programs between the services and among different locations.  Mine was “so so” and only later did I realize that I left a lot on the table.  You live and you learn, but one thing I want to make sure you do is protect your security clearance (assuming you have one).  It can be an outstanding asset and differentiator between you and another candidate.