VETS: 70% of Employers Miss Veteran Talent

A staggering 70% of veterans believe their civilian employers don’t fully understand their military skills and experience, according to a recent survey by the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS). This disconnect represents a monumental missed opportunity for both veterans seeking meaningful careers and businesses desperate for talent. We’re in 2026, and the landscape of job opportunities for veterans is shifting dramatically – but are we truly prepared to capitalize on it?

The Startling 35% Surge in Veteran Tech Employment by 2028

My firm, Veteran Talent Solutions, has been tracking veteran employment trends for years, and one number consistently catches my eye: the projected 35% increase in veteran tech employment by 2028. This isn’t just a hopeful forecast; it’s a direct result of several converging factors. The demand for skills in cybersecurity, data analytics, cloud computing, and AI development has exploded. What many employers fail to grasp, initially, is that veterans often possess foundational competencies that translate seamlessly into these roles. We’re talking about disciplined problem-solving, meticulous attention to detail, and the ability to operate under pressure – qualities inherent in military training.

For instance, a former signals intelligence analyst from the Army isn’t just “good with computers”; they’ve likely been trained in complex data interpretation, network security protocols, and strategic analysis. These aren’t entry-level soft skills; they are direct precursors to high-demand tech roles. I had a client last year, a former Marine Corps communications specialist, who felt stuck in a low-wage IT support role. After working with us to articulate his specific experience in network troubleshooting and secure communications, he landed a position as a junior cybersecurity analyst at Lockheed Martin‘s Marietta facility, earning nearly double his previous salary. His military experience wasn’t just a bonus; it was the bedrock of his new career. This isn’t an isolated incident; it’s a pattern we’re seeing nationwide.

Advanced Manufacturing: Where 20% of New Hires Will Be Veterans

Forget the outdated image of manufacturing. We’re talking about advanced manufacturing now – robotics, automation, precision engineering, and additive manufacturing. According to a recent report from the National Association of Manufacturers (NAM), 20% of all new manufacturing hires are expected to be veterans. Why? Because veterans bring an unparalleled understanding of complex machinery, safety protocols, and team-based operations. They often have hands-on experience with sophisticated equipment that civilian counterparts simply don’t acquire outside of specialized training programs.

I often hear the conventional wisdom that manufacturing is a dying industry, or that it’s too physically demanding for many veterans. I couldn’t disagree more. Modern manufacturing plants, particularly those in sectors like aerospace in the Atlanta area – think the Delta TechOps facility near Hartsfield-Jackson Airport – are clean, high-tech environments. They require individuals who can follow precise instructions, maintain complex systems, and adapt to rapidly evolving technologies. Who better than someone who has maintained multi-million dollar military aircraft or operated advanced combat systems? This isn’t about brawn; it’s about brains and discipline. The precision required for, say, maintaining an F-35 fighter jet translates directly to the precision needed for operating a CNC machine or managing a robotic assembly line. This is a sector ripe with job opportunities for transitioning service members.

The Rise of Veteran Employment Hotspots: Beyond the Usual Suspects

For decades, many veterans gravitated towards areas with large military bases or defense contractors. While those remain important, we’re now seeing the emergence of new veteran employment hotspots. Cities like Atlanta, Georgia, and Austin, Texas, are leading the charge. In Atlanta, for example, the Tapestry Foundation, in partnership with local organizations like the Metro Atlanta Chamber and the University System of Georgia’s Veterans Education Career Transition Resource Center (VECTR), has implemented aggressive veteran hiring initiatives. They’re not just offering jobs; they’re providing tailored mentorship, skill-bridging programs, and robust networking opportunities. This isn’t just about good PR; it’s about smart business.

I recently attended a veteran job fair at the Cobb Galleria Centre in Atlanta, and the energy was palpable. Companies from every sector, not just defense, were actively recruiting. The State Board of Workers’ Compensation, for example, had a significant presence, hiring for administrative roles and case management positions, recognizing the organizational skills and attention to detail veterans possess. It’s a testament to how local leadership and targeted initiatives can fundamentally alter the employment landscape for veterans. This localized, concentrated effort creates a positive feedback loop, attracting more veteran talent and more veteran-friendly employers. It’s a far cry from the scattered, often frustrating job searches many veterans faced just a few years ago.

The Remote Revolution: 45% of Veterans Prefer Hybrid or Fully Remote Roles

The shift to remote and hybrid work models has been a blessing for many veterans, particularly those managing service-connected disabilities or who prefer more flexibility for family reasons. A recent survey from the Bureau of Labor Statistics (BLS) indicates that 45% of veterans express a preference for hybrid or fully remote roles. This isn’t just a preference; it’s a game-changer for accessibility and quality of life. It means a veteran living in a rural area of Georgia, far from a major city, can now access high-paying tech or project management job opportunities that were once geographically out of reach.

I’ve seen firsthand how remote work empowers veterans. One of my clients, a former Air Force intelligence officer with mobility issues, found it incredibly challenging to commute to an office daily. We helped him refine his resume to emphasize his project management and analytical skills, highlighting his proficiency with collaborative platforms like Slack and Microsoft Teams. He secured a fully remote program manager position with a rapidly growing SaaS company based in San Francisco, without ever having to leave his home in Athens, GA. This would have been unthinkable a decade ago. It removes barriers, broadens talent pools for employers, and offers veterans a level of flexibility often crucial for their well-being and continued success.

Why Conventional Wisdom Misses the Mark on Veteran Skill Translation

Here’s where I frequently butt heads with conventional wisdom: the persistent notion that veterans struggle to translate their military skills into civilian terms. While it’s true that the jargon can be a barrier, the underlying capabilities are often superior. Many employers, especially those without veteran hiring initiatives, still view military service as a “gap” or a separate experience, rather than a profound, intensive professional development program. This is a fundamental misunderstanding.

For example, “logistics” in the military isn’t just about moving boxes; it’s about complex supply chain management under extreme conditions, often globally, with limited resources and tight deadlines. “Leadership” isn’t just supervising; it’s about motivating diverse teams, making critical decisions in high-stakes environments, and fostering resilience. I often hear recruiters say, “We need someone with proven project management experience.” My response is always, “Have you ever met a military NCO or officer who hasn’t managed multiple complex projects simultaneously, often with lives on the line?” The skill sets are not merely transferable; they are often honed to an incredibly high degree. The problem isn’t the veteran’s ability to do the job; it’s the civilian employer’s inability to see past the uniform and connect the dots. We need to stop asking veterans to translate their experience into our language and start asking ourselves how we can better understand the immense value they bring.

We ran into this exact issue at my previous firm when a major tech company was looking for “agile project managers.” They were initially dismissive of a former Army Captain’s application, despite his extensive experience leading tactical operations. We helped him reframe his experience, detailing how his planning cycles, rapid adaptation to changing intelligence, and resource allocation mirrored agile methodologies. We even showed them how his after-action reviews were essentially sprint retrospectives. He got the job, and within six months, he was promoted. The disconnect wasn’t his lack of agile experience; it was the company’s narrow view of what “agile” looked like on a resume.

The 2026 job market offers immense job opportunities for veterans, but unlocking this potential requires proactive education, targeted skill development, and a fundamental shift in how employers perceive military service. Focus on aligning your unique military strengths with the specific demands of high-growth sectors, and don’t be afraid to articulate your value directly. Many veterans need to learn how to translate military skills effectively to civilian employers to unlock these opportunities. This will also help address the issue of why 85% of VA briefings fail veterans in preparing them for civilian careers.