Using a Recruiting Agency to Transition Out of the Military

Lots of people use recruiting agencies to find jobs. But when military members need these services to transition out of the military, additional considerations arise. Unlike a civilian job seeker, who typically has a linear work history and an easy-to-understand civilian resume, a transitioning service member has a variety of challenges.

Using a recruiter or job placement service can help ease the transition, but sometimes the recruiter needs help understanding a military member’s or military spouse’s unique skills and experience.

Using a Recruiting Agency to Transition Out of the Military

Before signing up for a job recruiting service, military members and spouses need to update their resumes for the civilian job market.

There is the challenge of translating military skills to civilian equivalents. A recruiter matches keywords from a resume to those in a job description, and military jargon, acronyms, and specialty codes are meaningless to most civilian hiring managers and many non-military recruiters.

Service members often have fewer civilian job-networking opportunities, which means they have to start from scratch when building a civilian career. A job recruiter not only finds a job but must also act as a preparatory coach on corporate fit and expectation setting.

And not all recruiters are the same. Transitioning military members should focus on two primary types of agencies. Contingency/staffing agencies are transaction-focused and often fill high-volume, immediate-need roles; they can provide short-term contract experience, valuable for learning the rhythm of corporate work.

The other types are military-specific recruiting firms. These firms specialize in placing veterans and often employ recruiters with military experience, thereby eliminating much of the translation barrier and focusing directly on high-level corporate placement. A service member should prioritize engaging with these specialized firms.

Before You Speak to a Recruiter

Effective engagement with a recruiter or employment agency begins long before the first interview. Civilians often have a broad understanding of salary and title expectations in their industry, which service members and newcomers may lack. Before connecting with a recruiter, define three specific non-negotiables for your career.

• Targeted Industries, identifying three to five sectors that align with the military skill set (e.g., supply chain, project management, technical maintenance);
• Geographic Flexibility, knowing exactly where you are willing to move; and
• Minimum Compensation, researching market rates for comparable civilian roles to avoid accepting under-market offers out of transition haste.

Speak the Recruiter’s Language

During the initial conversation, do not default to military jargon the way you would in a military briefing. Instead, use civilian terms exclusively to avoid confusion.

When the recruiter asks about translating your military experience, present the civilian equivalent first, then offer the military context only if they ask for more detail.

For instance, while a civilian might say, “I managed the P&L for a business unit,” a transitioning service member should say, “My primary function was Project Management and Resource Allocation. In military terms, this was my role as an Executive Officer, where I was responsible for an annual budget and all mission-critical resources.”

The emphasis must be on the civilian takeaway.

You are the Solution

Recruiters hesitate to present candidates they cannot confidently sell. Address the recruiter’s anticipated concerns directly. For example, in response to the common recruiter objection, “Will this candidate fit our company culture?”, the veteran should provide a confident response that demonstrates their ability to adapt.

One example? “My experience in rapid-deployment environments taught me to prioritize, pivot quickly, and lead my teammates under pressure. These are all skills directly applicable to fast-paced business operations.”

Seek Feedback

Ask the recruiter for feedback on your interview and on the clarity of your resume. Ask, “Does my communication style in this interview need adjustment for a corporate setting?” or “Am I using any jargon?” A civilian relies on industry knowledge; a service member must rely on the recruiter for cultural course correction.

Don’t forget that your relationship with the recruiter continues even after the offer letter is signed. It is crucial to maintain a strong professional rapport with the agency to secure future opportunities and demonstrate the quality of the veteran talent pool.

Transparency in the Interview Process

Always inform the recruiter immediately when you are invited to an interview by their client, or if you are interviewing for a role outside of their scope. Recruiters need to manage their clients’ expectations and timelines. Failing to update them on competing offers is unprofessional and can damage your reputation within the agency’s network.

Use the Recruiter as an Offer Negotiator

Transitioning service members are sometimes uncomfortable negotiating salary and benefits. Recruiters are expert negotiators who understands market value. Leverage them.

Once placed, check in with the recruiter periodically to provide feedback on the role and the company culture. If you succeed, you become a powerful reference point. Furthermore, if you refer other qualified service members, you give the agency more reasons to support you in your career journey.