Resources

by Brian Cavataio 04/04/2025

This week, I connected with a fellow LtCol navigating her transition from active duty to civilian life—a conversation that reminded me of my own journey in 2005. Back then, I wish I’d known what I know now: the fog of transition isn’t just about resumes—it’s about identity, advocacy, and finding purpose beyond the uniform.

The Problem
Too many veterans struggle to translate leadership roles, technical expertise, and mission-critical achievements into language that resonates with civilian hiring managers. Worse, many accept initial job offers without understanding their negotiation power—whether for salary, PTO flexibility, or performance incentives—leaving them undervalued.

The Data

• 27-44% of post-9/11 veterans report significant challenges transitioning. References 1, 3, 7
• High turnover: Many veterans leave their first civilian job within a year, often due to mismatched expectations or poor cultural fit. References 2, 5, 6

Why This Happens

• Communication gaps: HR teams often lack military context, while veterans struggle to “civilianize” their experience.
• Resource inconsistencies: TAP workshops and on-base career centers vary widely in quality, often missing corporate nuances.
• Identity shifts: Moving from a mission-driven structure to self-directed civilian roles can trigger imposter syndrome. References 4

How We Can Do Better

• Slow Down the Process: Transitioning isn’t a checkbox—it’s a mindset shift. Ask veterans probing questions to uncover transferable skills beyond their MOS codes.
• Teach Self-Advocacy: Negotiation training should be mandatory. Veterans need to know their worth in salary discussions, benefits, and career paths.
• Reframe Resumes: Ditch literal translations. Help veterans articulate outcomes—“Led 50+ cross-functional teams,” not “Platoon Commander.”
• Corporate Accountability: Hiring managers must ask clarifying questions. That “white noise” in a veteran’s resume? It’s often gold waiting to be unpacked.

To Veterans in Transition:
Stop overthinking how to “civilianize” your story. Start by stating what you did plainly: “I managed $2M in equipment” or “I trained 200 personnel.” From there, we’ll help you bridge the gap—but own your value first.

To Employers:
An ocean of talent separates from the military yearly. Are you asking the right questions to find it?

Final Thought
This isn’t about charity—it’s about ROI. Veterans bring discipline, crisis management, and leadership under pressure. Let’s meet them halfway.