I 
119TH CONGRESS 
1ST SESSION H. R. 6573 
To establish Federal agency technology and artificial intelligence talent teams 
to improve competitive service hiring practices, and for other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
DECEMBER 10, 2025 
Ms. JACOBS (for herself, Mr. OBERNOLTE, Ms. BROWN, and Mr. FALLON) in-
troduced the following bill; which was referred to the Committee on Over-
sight and Government Reform 
A BILL 
To establish Federal agency technology and artificial intel-
ligence talent teams to improve competitive service hiring 
practices, and for other purposes. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘AI Talent Act’’. 
SEC. 2. TECHNOLOGY AND AI TALENT TEAMS, OTHER TAL-
ENT TEAMS, AND COMPETITIVE SERVICE HIR-
ING. 
(a) FEDERAL AGENCY TECHNOLOGY AND AI TAL-
ENT TEAMS.— 
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(1) IN GENERAL.—An agency may establish one 
or more technology and artificial intelligence talent 
teams (referred to in this section as ‘‘agency talent 
teams’’), including at the component level. An agen-
cy talent team may consist of positions of shared 
certificate coordinators, recruiters, assessment ex-
perts, subject matter experts, and non-technical po-
sitions that enable artificial intelligence governance, 
innovation, and risk management. 
(2) DUTIES.—An agency talent team shall pro-
vide hiring support to the agency and other agencies 
for technology and artificial intelligence positions, in-
cluding by— 
(A) improving examinations for such posi-
tions; 
(B) facilitating writing job announcements 
for such positions in the competitive service; 
(C) sharing high-quality certificates of eli-
gibles; and 
(D) facilitating hiring for such positions in 
the competitive service using examinations and 
subject matter experts. 
(3) OTHER MATTERS.— 
(A) OTHER TEAMS.—An agency may es-
tablish centralized guidance and practices to 
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support agency-led talent teams in order to ad-
dress high-need hiring areas. 
(B) OPM.—The Office of Personnel Man-
agement may expand the hiring experience 
team at the Office to continue to focus on im-
proving the hiring experience for hiring man-
agers, human resource professionals, and appli-
cants starting with scaling best practices for 
agencies around pooled hiring in support of ar-
tificial intelligence and artificial intelligence en-
abling roles. 
(b) OPM TEAM.— 
(1) IN GENERAL.—The Director of the Office of 
Personnel Management may establish a Federal 
technology and artificial intelligence talent team to 
support agency talent teams in facilitating pooled 
hiring actions for technology and artificial intel-
ligence talent across the Federal Government, pro-
viding training, and creating technology platforms to 
facilitate hiring for the competitive service, includ-
ing— 
(A) ensuring agencies are using best prac-
tices for technology and artificial intelligence 
hiring; 
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(B) leading cross-Government hiring ef-
forts for technology and artificial intelligence 
hiring and engagement with key candidates; 
(C) the development of technical assess-
ments; and 
(D) the sharing of certificates of eligibles 
and accompanying re´sume´s under sections 
3318(b) and 3319(c) of title 5, United States 
Code. 
(2) OTHER TEAMS.—The Director— 
(A) may establish other talent teams to ad-
dress high-need hiring areas at any agency; and 
(B) may expand the hiring experience team 
at the Office to focus on surge hiring and scal-
ing pooled hiring, with initial focus on artificial 
intelligence and artificial intelligence enabling 
roles. 
(c) TECHNICAL ASSESSMENTS.— 
(1) IN
GENERAL.—For the purpose of con-
ducting an examination for technology and artificial 
intelligence positions in the competitive service, any 
individual whom an agency determines to have an 
expertise in the subject and job field of the position 
may— 
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(A) develop, in partnership with human re-
sources employees of the examining agency, a 
position-specific assessment that is relevant to 
the position; and 
(B) administer the assessment developed 
under subparagraph (A) to— 
(i) determine whether an applicant for 
the position has demonstrated the estab-
lished qualifications for the position; or 
(ii) rank applicants for the position 
for category rating purposes under section 
3319 of title 5, United States Code. 
(2) SHARING AND CUSTOMIZATION OF ASSESS-
MENTS.— 
(A) SHARING.—An examining agency may 
share a technical assessment under this sub-
section with another examining agency if each 
agency maintains appropriate control over ex-
amination material. 
(B) 
CUSTOMIZATION.—An 
examining 
agency with which a technical assessment is 
shared under subparagraph (A) may customize 
the assessment as appropriate, provided that 
the resulting assessment satisfies the require-
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ments under part 300 of title 5, Code of Fed-
eral Regulations (or any successor regulation). 
(C) 
PLATFORM
FOR
SHARING
AND 
CUSTOMIZATION.— 
(i) IN GENERAL.—The Director of the 
Office of Personnel Management shall es-
tablish and operate an online platform on 
which examining agencies can share and 
customize technical assessments under this 
subsection. 
(ii) ONLINE PLATFORM.—The Direc-
tor shall— 
(I) not be responsible for inde-
pendently validating the utility of the 
content and technical assessments 
shared in the online platform de-
scribed in clause (i); and 
(II) ensure that such online plat-
form includes the ability of its users 
to rate the utility of the content and 
technical assessments shared in the 
online platform to allow for a ranking 
of such contents. 
(3) EXISTING PLATFORMS.—If practicable, an 
agency shall use an existing hiring platform, includ-
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ing the USA Hire platform, to conduct technical as-
sessments. 
(d) DEFINITIONS.—In this section: 
(1) AGENCY.—The term ‘‘agency’’ means an 
agency described in section 901(b) of title 31, 
United States Code. 
(2) EXAMINATION.— 
(A) IN
GENERAL.—The term ‘‘examina-
tion’’— 
(i) means an opportunity to directly 
demonstrate knowledge, skills, abilities, 
and competencies for that position through 
an assessment; 
(ii) includes a re´sume´ review that is— 
(I) conducted or informed by a 
subject matter expert; and 
(II) based upon indicators that— 
(aa) are derived from a job 
analysis; and 
(bb) bear a rational relation-
ship to performance in the posi-
tion for which the examining 
agency is making an appoint-
ment; and 
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(iii) subject to subparagraph (B), on 
and after the date that is 5 years after the 
date of enactment of this Act, does not 
solely include or principally rely upon a 
self-assessment from an automated exam-
ination. 
(B) WAIVER.— 
(i) CHIEF
HUMAN
CAPITAL
OFFI-
CER.—The Chief Human Capital Officer of 
an agency may waive subparagraph (A)(iii) 
if, not later than 30 days after the date on 
which the Officer authorizes the waiver, 
the Officer submits to the Director of the 
Office of Personnel Management a written 
report that justifies the need for the waiver 
and articulates the data, evidence, and cir-
cumstances for that need. 
(ii) OPM.—The Director of the Office 
of Personnel Management— 
(I) may provide agencies with 
guidance and instruction on the data, 
evidence, 
and 
circumstances 
that 
should be included in a waiver de-
scribed in clause (i); and 
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