Careers and Opportunities

DIA is committed to hiring exceptional talent for a variety of career opportunities that span the globe to help support our mission. The majority of our hiring is done at the entry-level through invitation-only hiring events; however, vacancies may be posted for mid- and senior-level positions as mission dictates.

Once you are invited to interview and receive a conditional job offer, you must be granted a security clearance before the hiring process can be finalized. The Government considers many factors when granting security clearances, including citizenship, drug use, and personal integrity and conduct.

Offering unparalleled expertise in all-source defense intelligence, the men and women of DIA are committed to supporting America's warfighter. Whatever your field, DIA has opportunities around the world that will challenge you while making substantial contributions to protecting our national security. DIA has positions in collection, analysis, information systems, operational support and more.

DIA’s No. 1 resource is its people, and the Agency has many benefits and programs in place to support a healthy work/life balance for its officers. Some of these benefits include:

As a DIA officer, you have the opportunity to see the world through many lenses. You can:

  • Deploy to a conflict zone and provide direct support to the warfighter.
  • Continue your education.
  • Obtain professional development throughout your career with the Officer Development Program.
  • Build valuable relationships through the mentorship program.
  • Take on a rotational assignment and experience a different job at DIA or outside the Intelligence Community.
  • Work for another agency in the IC through a Joint Duty Assignment.

DIA operates in more than 140 facilities around the world. Our Analysis officers are stationed at a wide array of locations, including:

  • National Capital Region: Washington, D.C.; Reston, VA; Quantico, VA: DIA Headquarters, Integrated Intelligence Centers, Directorate for Science & Technology, Office of Counterintelligence, Directorate for Analysis, DoD Joint Staff.
  • Frederick, MD: Directorate for Analysis.
  • Odenton, MD: U.S. Cyber Command.
  • Charlottesville, VA: Directorate for Analysis.
  • Miami, FL: U.S. Southern Command.
  • Tampa, FL: U.S. Central Command, U.S. Special Operations Command.
  • Huntsville, AL: Directorate for Analysis.
  • Belleville, IL: U.S. Transportation Command.
  • Omaha, NE: U.S. Strategic Command.
  • Colorado Springs, CO: U.S. Northern Command.
  • Honolulu, HI: U.S. Pacific Command.
  • Molesworth, United Kingdom: U.S. Africa Command, U.S. European Command.
  • Stuttgart, Germany: U.S. Africa Command, U.S. European Command.
  • Seoul, South Korea: U.S. Forces Korea.

For candidates currently in the pre-employment process: Due to the ongoing COVID-19 pandemic, allow at least 120 days before being contacted by a DIA representative. If you have any questions or concerns during this time, feel free to reach out to the point of contact annotated on your conditional job offer.

Student background



DIA offers valuable work experience for college students at every education level. With a variety of programs, internships and entry-level career options, DIA seeks the best and brightest students and recent graduates to bring their knowledge and skills to our diverse workforce.

DIA's student internship programs provide high-achieving university and college students from accredited institutions throughout the United States with the opportunity to use their degrees in real world settings while continuing their education, thereby better preparing them for careers upon graduation.

Veteran background



The Intelligence Community Wounded Warrior Internship Program is a unique IC initiative that aligns with the DoD'S Operation Warfighter Program and the 17 IC agencies. ICWWP provides wounded, ill and injured active duty service members with meaningful work experiences intended to assist with their recuperation and transition into the workforce through internship opportunities within the IC.

IC internships provide recovering service members the opportunity to build their resumes with valuable Federal Government work experience, explore employment interests and develop additional job skills.




DIA provides equal employment opportunity regardless of race, religion, color, sex, national origin, age, disability (physical/mental) and/or sexual orientation. Employees, former employees and applicants for employment may file a discrimination complaint in accordance with 29th Code of Federal Regulation, Part 1614.


Military members have an equal opportunity to attain the highest level their ability will allow, without regard to race, color, sex, religion or national origin. They are also protected against reprisal for filing discrimination complaints or otherwise participating in the complaint process.


DIA believes in strengthening national security by growing a workforce of diverse perspectives, developing officers to have the attributes and abilities to meet today’s requirements and tomorrow’s challenges, and engaging every officer in mission accomplishment to enhance all-source intelligence operations around the world.

A diverse workforce is critical to improving and maintaining a competitive advantage. Focusing on diversity and looking for ways to achieve an inclusive environment is not just a “nice to have” objective; it makes good sense. Diversity improves the quality of DIA’s workforce and offers a higher return on investment in human capital. DIA’s future depends on the quality of employees we recruit today.

DIA’s success depends on the skills of its diverse workforce and a shared commitment to executing the defense intelligence mission. The Agency believes that every member of the workforce must have an equal opportunity to excel in their career through improved training, mentoring and access to challenging work opportunities. DIA also recognizes that a richly diverse workforce with a broad range of skills, capabilities and perspectives is only achieved through thoughtful recruitment, development and retention activities. Discrimination of any kind — based on race, color, religion, sex, national origin, age, disability (physical or mental), sexual orientation, retaliation and/or genetic information — is prohibited.

DIA’s senior leaders are expected to take an active role in creating and sustaining a non-hostile-discriminatory environment. Each officer is important to our mission, and we stand in unity as we face the challenges of protecting our freedoms.

DIA is committed to establishing and maintaining a productive work environment based on inclusion, equality, team building and the efficient use of employees’ experiences, perspectives and talents.

The other items are an overview of Agency diversity policies.


DIA reaffirms the importance of attracting, developing and retaining diverse officers who possess a thorough understanding of other societies, cultures and languages. The Agency is committed to implementing diversity as a powerful tool to build a workforce equipped to deal with current world challenges.


DIA provides equal employment opportunity regardless of race, religion, color, sex, national origin, age, disability (physical/mental) and/or sexual orientation. Employees, former employees and applicants for employment may file a discrimination complaint in accordance with 29th Code of Federal Regulation, Part 1614.


The Agency is committed to being a model employer of people with disabilities. Personnel are required to attend annual diversity training that address policies, procedures, practices and assistive technology. Reasonable accommodation requests are made in accordance with the Rehabilitation Act of 1973, Title I of the Americans with Disabilities Act, and 29th Code of Federal Regulation, Part 1614.

DIA Instruction 1020.002 Reasonable Accommodation of Qualified Individuals with Disabilities
Affirmative Action Plan 2019


Employees are guaranteed the right to work in an environment free from unlawful workplace harassment and retaliation. Reported incidents shall be investigated and resolved promptly at the lowest appropriate level.


On January 3, 2017, the Equal Employment Opportunity Commission issued a final ruling amending the regulations implementing Section 501 of the Rehabilitation Act of 1973. The amended regulations require Federal agencies, as an affirmative obligation, to provide personal assistance services, absent undue hardship, to individuals who need them because of their targeted disability, such as traumatic brain injury and paralysis. PAS provides assistance with performing activities of daily living that individuals would typically perform if they did not have a disability, such as eating and using the restroom. Agencies are only required to provide PAS when the individual is working or on work-related travel. Employees requesting PAS shall notify their supervisor and the Equal Opportunity and Diversity Office’s Reasonable Accommodation team at 202-231-8178 to initiate the process.


Employees are required to complete diversity training during their first year of employment. Annually, they are required to attend a refresher course to reinforce awareness of equal opportunity in the workplace.


Special emphasis programs are an integral part of the DIA Equal Opportunity Program. The programs ensure that Federal agencies take affirmative steps to provide equal opportunity to women, minorities and people with disabilities in all areas of employment. They focus special attention on groups that historically have been conspicuously absent or underrepresented in a specific occupational category or grade level in the Agency’s workforce. DIA’s special emphasis programs include: Asian American and Pacific Islander Program; African American Program; Federal Women’s Program; Hispanic Empowerment Program; Lesbian, Gay, Bisexual, Transgender Employment Program; Native American Program; and People with Disabilities Program. These programs serve as a channel to management officials and their goals are to:

  • Improve employment and advancement opportunities for minorities, women and people with disabilities in Federal service.
  • Identify systemic causes of discrimination against minorities, women and people with disabilities.
  • Seek ways to help minorities, women and people with disabilities to advance by using their skills fully.
  • Monitor the Agency’s progress in eliminating discrimination and adverse impact on minorities, women and people with disabilities in employment and programs.
  • Educate employees and managers about the extent of various forms of discrimination within the Federal service, and their role in creating an environment that is free of discrimination and harassment.