Veterans’ Jobs: Are Companies Truly Helping?

The shifting dynamics of job opportunities are creating new pathways for veterans seeking to transition into civilian careers. But are companies truly equipped to support these heroes beyond surface-level initiatives, and are veterans getting the tailored support they need to thrive?

Sergeant Major (Retired) Marcus Holloway stared at his laptop screen, a knot forming in his stomach. After 22 years in the Army, including three deployments, he was struggling to translate his leadership and logistics expertise into a civilian job. The online applications seemed to vanish into a black hole. Recruiters, while polite, didn’t seem to grasp the depth of his experience. He was stuck in a frustrating loop of underemployment, taking on roles that didn’t utilize his skills or provide a living wage. He needed more than just a “thank you for your service.”

Marcus’s story isn’t unique. Many veterans face significant hurdles when transitioning to civilian life. The unemployment rate for veterans has fluctuated, but the real challenge lies in finding meaningful employment that aligns with their skills and experience. A 2025 report by the Bureau of Labor Statistics showed that while veteran unemployment was statistically similar to the national average, underemployment remained a persistent issue. This means many veterans are working in jobs that don’t fully use their skills or provide adequate compensation.

One major shift impacting veteran job opportunities is the rise of remote work. The COVID-19 pandemic accelerated the adoption of remote work, and many companies are now embracing it permanently. This has opened up a vast array of possibilities for veterans, allowing them to live anywhere in the country (or even the world) and still access jobs in high-demand fields like technology, finance, and healthcare.

According to a recent study by SHRM, 70% of companies now offer some form of remote work option. This shift allows veterans to bypass geographical limitations and tap into a wider range of job opportunities. Marcus, for example, initially focused his job search on the Atlanta metro area, near Fort McPherson. Once he expanded his search to include remote positions, his prospects improved dramatically. He landed a project management role with a tech company based in San Francisco, allowing him to stay in Georgia and utilize his logistics and leadership skills.

Another trend transforming the job opportunities available to veterans is the growing emphasis on skills-based hiring. Traditionally, employers have relied heavily on degrees and certifications, often overlooking the valuable skills and experience gained in the military. However, a growing number of companies are now recognizing the importance of transferable skills – such as leadership, teamwork, problem-solving, and adaptability – which are highly valued in the military.

Skills-based hiring focuses on assessing a candidate’s abilities and potential rather than solely relying on their formal qualifications. Platforms like LinkedIn are increasingly incorporating skills assessments into their profiles, allowing veterans to showcase their abilities to potential employers. Companies are also using tools like Eightfold AI to identify candidates with the right skills, even if they don’t have the “traditional” qualifications.

I remember a case last year where a former Marine, Sarah, applied for a data analyst position. She didn’t have a computer science degree, but she had extensive experience in data analysis and interpretation during her time in the military. The company used a skills assessment platform to evaluate her abilities, and she scored exceptionally high. She got the job, and within six months, she was leading a team of analysts. Her military experience gave her a unique perspective and a strong work ethic, which made her a valuable asset to the company.

But let’s be honest: skills-based hiring isn’t a magic bullet. Some employers still cling to traditional hiring practices, and veterans may need to work harder to demonstrate the relevance of their skills. This is where targeted training programs and resources come into play. Several organizations are dedicated to helping veterans translate their military experience into civilian terms and acquire the skills needed to succeed in specific industries. One such example is the U.S. Department of Veterans Affairs (VA), which offers a range of programs, including vocational rehabilitation and employment assistance.

The VA’s Vocational Rehabilitation and Employment (VR&E) program provides personalized counseling, training, and job placement services to veterans with service-connected disabilities. This program helps veterans identify their strengths and interests, develop career goals, and acquire the skills needed to achieve those goals. The VR&E program also offers support to employers who hire veterans, including assistance with workplace accommodations and training.

Another valuable resource for veterans is the Transition Assistance Program (TAP), which is offered by the Department of Defense. TAP provides pre-separation counseling, job search assistance, and training on topics such as resume writing, interviewing skills, and financial management. While TAP is a good starting point, many veterans find that they need additional support to navigate the complexities of the civilian job market.

Here’s what nobody tells you: many of these programs are underfunded and oversubscribed. Getting the support you need often requires persistence and a willingness to advocate for yourself. Don’t be afraid to ask questions, seek out mentors, and network with other veterans who have successfully transitioned to civilian careers.

Back to Marcus. He discovered a program offered by a local non-profit in Atlanta, the USO, that provided veterans with free training in project management. He enrolled in the program, earned his Project Management Professional (PMP) certification, and learned how to effectively translate his military experience into civilian terms. He also worked with a career coach who helped him refine his resume and interviewing skills. Within a few months, he landed the remote project management role with the tech company.

The transformation in job opportunities for veterans is also driven by partnerships between government agencies and private sector companies. Many companies are actively seeking to hire veterans, recognizing the value of their skills and experience. These companies often partner with veteran organizations and government agencies to create targeted recruitment and training programs. For example, Microsoft has a program called the Microsoft Software and Systems Academy (MSSA), which provides veterans with training in software development and cloud computing. Graduates of the MSSA program are guaranteed an interview with Microsoft or one of its partner companies.

These partnerships are not just about corporate social responsibility; they are also about business strategy. Companies recognize that veterans bring unique skills and perspectives to the workplace, which can help them innovate and compete in the global market. A 2024 study by Boston Consulting Group (BCG) found that companies with a strong veteran hiring program outperformed their peers in terms of revenue growth and profitability.

We saw this firsthand at my previous firm. We were struggling to find qualified project managers for a large-scale IT project. We decided to partner with a local veteran organization to recruit candidates. We hired three veterans, all of whom had extensive project management experience in the military. They quickly became integral members of the team, and the project was completed on time and under budget. Their leadership skills, attention to detail, and ability to work under pressure were invaluable.

However, challenges remain. Some companies still struggle to understand the value of military experience, and veterans may face discrimination or bias in the hiring process. It’s also important to ensure that veterans have access to the support they need to succeed in the workplace, including mentorship programs, employee resource groups, and mental health services. The Georgia Department of Labor, with offices across the state including one on Piedmont Road near Cheshire Bridge, offers specialized services for veterans, including priority job placement and career counseling.

For Marcus, the shift in focus on skills and the expansion of remote work were life-changing. He’s now thriving in his new role, using his leadership and logistics skills to manage complex projects. He’s also mentoring other veterans, helping them navigate the civilian job market. His story is a testament to the power of perseverance, skills-based hiring, and targeted support programs.

The transformation of job opportunities for veterans is an ongoing process. While progress has been made, more work needs to be done to ensure that all veterans have access to meaningful employment that allows them to thrive in civilian life. The rise of remote work, the emphasis on skills-based hiring, and the growing number of government and private sector partnerships are all positive developments. But it’s up to employers, policymakers, and veteran organizations to continue working together to create a more inclusive and supportive job market for our nation’s heroes.

Veterans need to actively translate their military skills and experiences into civilian terms to capture the attention of recruiters. Start by identifying your key skills and accomplishments and then tailor your resume and cover letter to match the specific requirements of each job you apply for.

The most important step veterans can take is to network aggressively. Attend industry events, connect with people on LinkedIn, and reach out to veteran support organizations. Building a strong network will significantly increase your chances of finding the right job and transitioning successfully into civilian life.