Transforming Federal Hiring & Modernizing the Workforce: A Conversation with Scott Kupor, Director, U.S. Office of Personnel Management (OPM)

In this episode, Scott Cooper, director of the U.S. Office of Personnel Management, outlines OPM's sweeping modernization agenda. He highlights a stark demographic gap: just 7% of federal employees are under 30, compared with roughly 23% in the private sector. To close that gap, OPM plans to revamp recruitment messaging, promote short‑term public‑service pathways, and accelerate hiring timelines, aiming to cut the average hiring cycle from 101 days to 80. These steps are positioned as essential for sustaining a resilient civil service capable of tackling complex policy challenges.

Cooper also critiques the agency’s legacy performance management system, noting that nearly every employee receives a mid‑range rating, which obscures true merit. He proposes a shift toward a high‑performance culture where promotions and pay are tied to demonstrable results rather than tenure. By allowing technically qualified young professionals to enter at senior grades—bypassing outdated experience proxies—OPM hopes to attract and retain top talent. This merit‑based approach aligns with broader federal goals of skills‑based talent management, AI‑driven analytics, and digital service delivery.

Efficiency is another pillar of the conversation. Cooper explains OPM’s new strategy to merge contractor and full‑time employee spending into a single cost pool, enabling agencies to determine the optimal mix of labor. He argues that reducing reliance on long‑term contractors can lower expenses and improve service consistency. Drawing on his venture‑capital background, Cooper emphasizes incentive‑aligned leadership and the need for OPM to act as an enabler rather than a regulator, partnering with OMB and individual agencies to share best practices. This blend of private‑sector rigor and public‑sector mission aims to modernize the federal workforce for the next decade.