Vets to Jobs: Translating Military Skills for Civilians

For veterans transitioning back into civilian life, finding meaningful job opportunities can be a daunting task. Many have incredible skills and leadership experience, but struggle to translate that into a resume that resonates with civilian employers. How can we better connect our nation’s heroes with the careers they deserve?

Sergeant Major (ret.) Marcus Johnson was a model soldier. Twenty-two years of service, multiple deployments, and a chest full of medals. But when he retired and moved back home to Atlanta in 2024, he felt completely lost. His military occupational specialty (MOS) was in logistics, managing complex supply chains across vast territories. A skill highly sought after, right? Wrong. Or at least, that’s what it felt like after months of sending out resumes and getting nothing but rejections.

Marcus’s problem wasn’t a lack of qualifications; it was a translation issue. His resume was filled with military jargon that civilian HR managers simply didn’t understand. Terms like “strategic deployment,” “logistical readiness,” and “resource allocation” didn’t immediately translate to “supply chain management,” “inventory control,” and “budget management” in the corporate world.

This is a common issue. I saw it time and time again when I volunteered at the Veterans Empowerment Organization on West Peachtree Street downtown. Veterans possess invaluable skills – leadership, discipline, problem-solving – but articulating those skills in a way that resonates with civilian employers is often the biggest hurdle. The Department of Labor offers resources to help veterans with this translation, but many don’t know where to start. A report by the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) VETS highlights the importance of mentorship programs in helping veterans navigate the civilian job market.

Marcus eventually connected with a career counselor specializing in veteran placement. The counselor helped him rewrite his resume, focusing on quantifiable achievements and using civilian-friendly terminology. Instead of “Managed logistical operations for a battalion of 800 soldiers,” his resume now read “Oversaw a $5 million inventory, reducing waste by 15% and improving delivery times by 20%.” Big difference, right?

Another crucial step for Marcus was networking. He started attending veteran-focused job fairs and connecting with other veterans on LinkedIn. He joined the local chapter of the Veterans of Foreign Wars (VFW) and started attending their monthly meetings. It wasn’t just about finding job leads; it was about building a support network and learning from others who had successfully made the transition.

Here’s what nobody tells you: the emotional toll of the job search can be significant, especially for veterans who are already dealing with the challenges of readjusting to civilian life. The sense of purpose and camaraderie that they experienced in the military is often missing, and the feeling of being “unemployable” can be incredibly disheartening. That’s why that support network is so vital.

We had a similar situation at my previous firm. We were trying to fill a project manager role, and we had two equally qualified candidates on paper. One was a civilian with a PMP certification; the other was a former Army captain with extensive project management experience in combat zones. We were leaning towards the civilian candidate because, frankly, we understood his resume better. But then, one of our partners, a veteran himself, pointed out that the captain’s experience in managing complex projects under extreme pressure was far more valuable than any certification. We hired the captain, and he turned out to be one of the best project managers we’ve ever had. Sometimes, you need someone who speaks the language to see the true potential.

Marcus’s story took another turn when he learned about a veteran-specific hiring program at a major logistics company headquartered near Hartsfield-Jackson Atlanta International Airport. These programs are designed to actively recruit and support veterans, often providing mentorship, training, and networking opportunities. Many companies recognize the value of hiring veterans, not just for their skills but also for their leadership qualities, work ethic, and commitment to teamwork. A study by Hiring Our Heroes Hiring Our Heroes found that companies with veteran-specific hiring programs reported higher employee retention rates and improved overall performance.

Many companies, particularly those in industries like defense, technology, and logistics, actively seek out veteran talent. Lockheed Martin, for example, has a robust veteran recruitment program, and Delta Air Lines has a long history of supporting veterans. Even smaller companies are recognizing the benefits of hiring veterans and are creating programs to attract and retain them. I’ve seen this firsthand in my work with local businesses near the Perimeter. They understand the value proposition.

Marcus applied for a supply chain manager position through the veteran hiring program. The application process was tailored to veterans, allowing him to highlight his military experience and translate it into relevant skills. He went through a series of interviews, including one with a panel of veteran employees who understood his background and could assess his potential. It was a completely different experience than his previous job search. He felt understood, valued, and respected.

The Georgia Department of Veterans Service Georgia Department of Veterans Service offers resources and support to veterans seeking employment in Georgia. They have offices throughout the state, including one in downtown Atlanta, that provide career counseling, resume assistance, and job placement services. Take advantage of these resources! They are there to help you succeed.

After a grueling but ultimately rewarding process, Marcus received an offer. Not just any offer, but a job that aligned with his skills, experience, and values. A job where he could use his leadership abilities, problem-solving skills, and commitment to excellence to make a real difference. He started his new career in January of 2025 and quickly rose through the ranks, becoming a respected leader within the company. He now mentors other veterans who are transitioning into civilian life, sharing his experiences and helping them navigate the challenges of the job market.

Marcus’s success wasn’t just about finding a job; it was about redefining his identity. It was about recognizing that his military experience was an asset, not a liability. It was about finding a new sense of purpose and belonging in the civilian world. His story highlights the importance of translating military skills, networking with other veterans, and seeking out veteran-specific hiring programs.

One thing is certain: companies need to do more to actively recruit and support veterans. It’s not just a matter of corporate social responsibility; it’s a smart business decision. Veterans bring invaluable skills and experience to the table, and they deserve the opportunity to succeed in the civilian workforce. So, what can you do? If you’re a veteran, start translating those skills and building your network. If you’re an employer, start looking for ways to create a more veteran-friendly workplace.

The lesson from Marcus’s journey? Don’t let the initial challenges discourage you. The right job is out there, waiting for you to find it. You just need the right tools, the right support, and the right mindset.

The most important takeaway for veterans navigating the job market in 2026? Invest time in translating your military experience into compelling civilian-friendly language on your resume — even small tweaks can dramatically improve your chances of landing an interview. To unlock your job potential, focus on these key areas. Looking to land that dream job? Here’s a guide.