Civilian recruiters skim past MOS / AFSC / NEC / rating codes because they don't know what they mean.
CJ
Chanuka Jeewantha
Loading your career experience...
Chanuka Jeewantha
Loading your career experience...
Civilian recruiters do not know what a Battalion S-3 does, what TS/SCI means in practice, or what scope sits behind a senior NCO billet. The translation problem is real. We solve it.
Who this is for: Service members and recent veterans transitioning from the US Army, Navy, Air Force, Marines, Coast Guard, or Space Force into civilian roles — federal and private-sector.
Civilian recruiters skim past MOS / AFSC / NEC / rating codes because they don't know what they mean.
Scope is invisible — a service member who managed a 60-person platoon and a $4M equipment account looks junior on a resume because none of that is on the page.
Acronyms, base names, and unit citations dominate the resume; civilian context is missing.
Security clearance, deployments, and combat / non-combat experience are placed where civilian HR doesn't expect to find them.
Resume looks federal-style on a private-sector application, or private-sector-style on a federal application.
The translation has to be deliberate. A service member's day-to-day responsibilities — operations planning, logistics, personnel management, training pipelines, budget — map cleanly to civilian operations and project-management vocabulary. We write the resume in that vocabulary first, then note the military role for context.
Scope gets surfaced in numbers: people supervised, equipment value, mission tempo, multinational coordination. A combat-arms officer with multiple deployments often has more direct operational responsibility than a civilian VP — the resume needs to show that without the reader needing a glossary.
Two versions are often delivered: one tuned for federal civilian applications (USAJOBS-ready, veterans' preference, longer format) and one tuned for the private sector (shorter, achievement-led, fewer acronyms). Many transitioning veterans need both.
$499
Best fit for transitioning service members — includes both a civilian-translated resume and a second federal-ready version, plus LinkedIn and two cover-letter versions.
Choose This PackageCompare all packages →No. Most successful transitions start 6–12 months before separation. Getting the resume and LinkedIn done early lets you start networking, applying, and interviewing while you still have the structure of active duty.
Yes. Security clearance is one of the strongest civilian-market signals you have. We format it clearly and place it where civilian HR looks for it.
Yes. Senior NCOs translate well into operations, training, and field-management roles. Officers often translate into program management, consulting, and operations leadership. The translation pattern is different but the principles are the same.
Federal civilian applications need a federal-style resume (3–8 pages, USAJOBS-ready). We deliver that as an optional second version in the Career Move Pack. See the federal resume page for details.
Yes. SkillBridge candidates often need a transition-ready resume for the host company and a clean civilian LinkedIn before the program starts. Both are covered.
Different industry or career stage? Explore the page that fits your search.
USAJOBS applications fail more often for formatting reasons than for experience reasons. We write federal resumes that survive the HR screen and read clearly to the rating panel.
Read moreAt VP and SVP level the resume is not selling skills — it is selling business outcomes, scope of P&L, and team scale. Most senior candidates still write like a manager. We fix that.
Read moreEngineering resumes fail for two reasons: they read like a stack list, or they read like a project diary. Recruiters are looking for impact, scope, and decision quality. We write to that.
Read moreSubmit your current resume, target role, and target market. You'll receive a personal recommendation before any commitment.