Tips for Transitioning to the Private Sector

I was laid off twice, including once 3 days after adopting my first child. Now we are seeing mass layoffs of government workers. Tariff turmoil promises more change. Whether you are in the government or not, here is some advice and help. First, for government employees, recognize that you likely have skills that are valuable in the private sector. If looking for other government opportunities is impossible or undesirable for you at this time, take time to think about how you can frame your experience and skills for private companies. Then, make sure these skills are highlighted on your resume. Second, build and leverage your network. Reach out to contacts from your industry who have either come from, or switched to, working in the private sector. Ask them about their experiences making the switch and learn from them. If you have a strong relationship with them and they work somewhere you would like to work, ask them for a referral. Third, when you get an interview, be prepared to explain why you were laid off. Hiring managers want to know this information so they can assess the risk associated with hiring you. Luckily, if you are part of mass layoffs related to federal policy decisions, it’s unlikely anyone will suspect poor personal performance. Regardless, do this: → Tell the truth quickly and concisely — “I was affected by the large layoffs within department/project X.” → Transition the topic to a positive, forward-looking statement about what you will contribute. “ In the public sector, I specialized in X. Now, I’m excited to learn Y at your company. I love to learn (grow, contribute, etc.), and I’m excited about this new opportunity with you.” → Bring the conversation back to what skills and impact you’ll bring to the company. Fourth (and especially important now), never badmouth your old boss, company, or employer in an interview. This includes the federal government. You may hate Trump, Elon Musk, and DOGE, but an interview is not the place for political fury. You never know who your interviewer supports, and you don’t want to alienate them. Even if they agree with you, no one wants to hire someone angry. They want to hire someone who’s motivated to help them. To help anyone who needs a new job, I'm discounting my two relevant classes by 50% ($150 rather than $299): Leadership Networking" and "Leadership Resumes That Get Results." Both classes are highly rated and have delivered proven value to many past students. Our motivation is to help those hit hard in layoffs, but this discount is available to anyone. It is valid for the next 10 days. Leadership Networking (use code NETWORKNOW at checkout): https://buff.ly/dOBvJnU Leadership Resume (use code LEADERSHIPRESUME at checkout): https://buff.ly/2DzEVK4 Readers — if you know someone who needs help finding a job, please forward this to them. And if you have a good tip or approach for displaced government employees, share it!

There’s a progression I’ve seen time and time again with senior leaders transitioning out of the military or government. After three years of walking alongside clients as they build their portfolios, a clear pattern has emerged. And I’ll tell you this—if you understand the steps ahead, you won’t be nearly as frustrated with how long this takes. Because it does take time. But it works. Step One: Accept an Adjunct Professor Role This is where many begin. You’re an expert—let that be known. Taking a teaching role is more than just a job; it’s a public signal that you’re stepping into a thought leadership role in the civilian world. Step Two: Say Yes to Speaking Engagements Panels, keynote talks, moderating events—these aren’t just about being seen. They’re about learning how the private sector talks, what matters to business leaders, and how to frame your experience in language that resonates. Step Three: Consulting Opportunities Once you’ve shown up publicly, companies start to notice. You’ll be approached for help on specific projects or asked to contribute your insights to proposals. You will also be able to identify ideal clients based on their challenges or concerns. This is your entry point into the business world. Step Four: You Become a Strategic Advisor Months—maybe a year or two—into doing all of the above, you’ll start seeing bigger opportunities. The companies you’ve consulted for now trust you. You understand their ecosystem. And suddenly, you’re no longer a guest—you’re at the table helping shape the company’s long-term strategy. Step Five: You’re In Demand You’ve put in the reps. You’ve attended events, had countless coffees and cocktails, contributed to your clients, and stayed consistent. Now you’re not just “available”—you’re requested. And that’s when doors to private company boards start to crack open. Someone you’ve built a relationship with knows of a seat opening and thinks you’d be a great fit. Here’s what I know: none of this happens overnight. And no, you (the majority) can’t skip steps. Yes, your 30+ years of experience matter—but they’re not a fast pass to the front of the line or a guaranteed seat on a public board. You still have to invest in yourself. You have to develop new skills, hone old ones, and show up—consistently and with value. If you do that, it will come. If you’re ready to take those steps and want a more intentional, efficient way to navigate this path, Leadership Reimagined was built for you. I created the road map, designed to guide leaders like you through each stage—so you can show up with clarity, build momentum, and step into this next chapter with a clear understanding of not what to do but HOW to do it. #servantleader #consulting #advisor United States Marine Corps US Navy US Army Air Force United States Space Force U.S. Coast Guard

Like many on LinkedIn, I've tried supporting federal procurement professionals forced to transition to the private sector. Through these conversations, I've noticed that many need help resetting expectations and understanding critical differences in the private sector as they make this leap, especially since federal service is often their only professional experience. While federal experience is incredibly valuable, particularly in procurement and program management, the private sector operates with a distinctly different rhythm. Decision-making moves significantly faster, unlike FAR-guided processes with lengthy approval chains. Private companies often make significant decisions in days rather than months. This acceleration can feel liberating and jarring for professionals who are used to detailed documentation and multiple review layers. Compensation structures also differ dramatically. Instead of predictable GS step increases, private sector compensation often includes base salary, bonuses, and variable pay structures. While your federal warrant or certifications are valuable, they may not command the same compensation as your total federal benefits package. Success requires articulating your value through measurable outcomes such as dollars managed, efficiencies created, and program results rather than warrant levels or FAC certifications. Research the market and understand the private sector compensation structures since many openings are to support other federal agencies and organizations directly. These contractors have profitability targets based on their labor rates and their costs, so your salary demands may not be realistic. Private sector roles often require wearing multiple hats. Procurement professionals might engage in business development, while program managers could support sales efforts. Many positions will leverage your expertise to help federal clients, but you'll need flexibility and willingness to expand beyond traditional role boundaries. Your federal experience brings unique value in understanding government processes and compliance requirements. Companies serving government clients particularly value this expertise, but you'll need to translate it into commercial terms. For your resume, focus on how your skills in managing complex federal requirements can help private companies navigate government partnerships efficiently. Invest time in understanding commercial business models and market trends as you explore opportunities. Network with professionals who've made similar transitions and research positions of interest to align your experience with specific opportunities. Good luck on your journey! 🚀 #FederalTransition #CareerAdvice #GovernmentProcurement #PrivateSector #ProgramManagement #CareerDevelopment #FederalEmployment #GovCon #FederalAcquisition

If you’ve spent the last 10, 15, or even 25 years in federal service and suddenly find yourself navigating the private sector job market, you are not alone—and you are not doomed. But yes, it’s different out here. Really different. The job market is filled with applicants so be careful about setting your expectations too high. Here are a few things to keep in mind as you trade in SF-50s for job boards: 1. Your title needs a translator. “Program Analyst” could mean anything from data wizard to professional cat herder. Private sector folks love flashy titles, so don’t be surprised when “Deputy Chief of Mission Support” turns into “Senior Strategy Operations Partner” (whatever that means). Focus on what you did, not just what it said on your badge. 2. Let go of the step increases. We know—those annual bumps were nice. In the private sector, you might negotiate up front… and then hustle a bit for that raise. But the trade-off? You might actually get paid for performance (and yes, “awards” may come with cash and not just a certificate). 3. Networking isn’t nepotism. In government, you probably avoided anything that looked like favoritism. In the private world? It’s called “coffee.” Reach out. Connect. People genuinely want to help—but they can’t if they don’t know you’re looking. 4. Your resume needs a makeover. It’s time to ditch the 5-page federal format (unless you’re going back in). Private sector resumes are short, sharp, and results-driven. Think fewer acronyms, more impact. 5. Be open-minded. You might not land a role with the same title, pay scale, or parking spot—but you may find new challenges and faster-paced projects. The bottom line? Federal employees bring mission-driven dedication, structure, and a whole lot of real-world experience. That’s valuable—but sometimes you need to repackage it with a bit of private-sector lingo.

12x things I would have done differently if I was transitioning now: 1 - started earlier Should have started 18 months out, but would have loved to had 2-3 years...allowing me to space things out Doesn't mean "I'm getting out & going to job fairs" for 2-3 years Means I'm getting my LinkedIn profile together, growing my network, having exploratory conversations about careers & working on education (if necessary) It took 200+ phone calls & cups of coffee to figure out what I wanted to do...it would have been MUCH less stressful spread out over a few years (instead of 10 months) 2 - take TAP as soon as possible It isn't an amazing course (unless you luck out & get one of the absolute angels that teach it + have experience) But it is designed to give you a FOUNDATION Almost like transition Cliffs Notes 3 - request a mentor from American Corporate Partners (ACP) (14 months) Gives you full year to work with them before you get out Hint: ask your mentor to introduce you to other people if things are going well 4 - work on ethics memo (12 months out) for senior leaders Visit local JAG or ethics office You'll need an ethics letter for many senior defense sector jobs, so better to know now (and maybe even start the cooling off period earlier...while still in) 5 - get free LinkedIn Premium (12 months out) Google "free LinkedIn Premium for veterans" and hit the first link 6 - conduct informational interviews (12 - 6 months out) You ideally start way earlier, but here is where you really narrow down the answer to the question: what do you want to do? I recommend at least 2x calls a week to learn more about what people do, ideally you are doing 3-5x a week 7 - Sign up for USO Transitions (12 months out) Get a USO Transition Specialist that will work with you one-on-one, and they also have some cool webinars 😎 8 - get life insurance quotes (12-6 months out) Do it BEFORE you document everything that has ever been wrong with you for your disability (or get a sleep study) VGLI is #expensive & designed to ensure everyone (even medically discharged) can get it This can save you hundreds a month (easy) 9 - get free cert from Onward to Opportunity (6 months out) Ideally you've done enough informational interviews to choose the best one for your next career (not the automatic PMP everyone says to get) O2O will give you (+ spouse) free training for 1x cert AND pay for the exam They will also give you a career workshop, coaching & help with your resume 10 - take extra TAP classes Visit your transition center & see what else they offer They hold events and have specialized training beyond the minimum required classes 11 - work on resume (4-6 months out) with mentors It doesn't make sense to write a resume until you figure out what you want to do 12 - start applying for jobs (2-3 months from day you can start) Ideally with referrals from your mentors, giving you 11x better odds of getting job) Questions? #quinnsights HireMilitary

How Contractor Roles Can Open Doors for Law Enforcement Professionals in the Corporate Sector Transitioning from law enforcement to the corporate sector is no small feat, especially with the growing number of qualified candidates who have both law enforcement and corporate experience. This reality can make it challenging for those with just law enforcement backgrounds to break through the final rounds of interviews. Recently, a seasoned police detective reached out to me after facing this exact challenge. He had made it to the final interviews for senior investigator roles at four Fortune 500 companies, only to hear the same feedback: "We need someone with more corporate experience." Here's the advice I shared: consider contractor roles. While different from traditional Full-Time Employee (FTE) positions, contractor roles can be a game-changer and an easier path into the private sector. Think of a contractor role as a "try before you buy" opportunity for the client. These roles give you a chance to prove your skills in real-time, demonstrate your value, and build that all-important corporate experience. Often, they lead to FTE offers at the same company—or make you highly marketable to others. Over my years in the corporate world, I've seen hundreds of law enforcement professionals successfully make the jump from contractor to FTE. But it all starts with taking that first step. You've got this. 👊 Follow COP TO CORPORATE - Blue to Business for more free insights! #CopToCorporate #LEOTransition #CorporateCareers #Resilience

"I’ve worked in the government for a decade. Now I'm supposed to build a practice?" "I’ve been in-house at a corporation for 10-plus years. How am I supposed to get clients?" So many talented mid-career lawyers face these issue. Jumping into the law firm pool to build a practice can be awkward - especially when your counterparts are already swimming in the deep end with their own books of business.  With a Presidential election in the wings, we can expect a new crop of brilliant government lawyers entering law firms. While these practitioners have mastered government agencies and process (or, if they’ve been inhouse, they may have valuable industry acumen) many have never been revenue drivers at law firms, and are overwhelmed with the pressure of developing business.  Here are some ideas to help you dive in. 🤝 1. Uncover your contacts: In the legal world, your network has a value. Look beyond your obvious contacts – explore your government and in-house colleagues, former classmates, and acquaintances. You might be surprised at the connections you've already made. Fostering connections isn't just about meeting new people; it's also about leveraging existing relationships. While you may be precluded to reaching out to some contacts, particularly if you’ve just left the government, If you set aside some time to think about it, you'll have more contacts than you initially believe. 🌐 2. Connect with similarly situated professionals: Reach out to professionals who have made similar transitions. Whether it's government to law firm or in-house to private practice, their experiences can provide valuable insights. Join industry groups, attend events, and engage in conversations to build a network that understands your journey. In addition, these people will likely become referral sources. 🔨 3. Build a robust profile: Invest time in crafting a compelling online presence. Update your LinkedIn profile with relevant experience, skills, and achievements. Share ideas, contribute to discussions, and position yourself as a thought leader in your niche. A strong online profile opens doors and attracts opportunities. 🤓 4. Invest in skill development: Recognize the importance of new skills, such as business development. Consider getting a coach to guide you in this area. Embrace the learning curve and focus on developing the skills that may not have been a priority in your previous roles. Once you have made the commitment, you’ll catch on easily. 📚 5. Embrace continuous learning: Stay ahead by actively participating in industry organizations. Attend conferences, join bar associations, and be up to date on industry trends. While you will want to create a business plan, with strategic goals and tactics to help you reach them, the first step is to have the right mindset. #Consultant #Coach #BusinessDevelopment #LawFirmLife #NetworkingTips College of Law Practice Management

About six months ago, I met a man who had a mid-level job doing human resources with the federal government. He told me how frustrated he was because he had applied for almost 100 private-sector HR management jobs but with very little response from hiring managers. "I've only had one interview," he said, "and the HR Director told me to my face she was hesitant to hire me because I wasn't that familiar with labor law compliance. "That's ridiculous, because that's something I can always ask a co-worker about if I need to." Federal HR employees, I'm sorry to tell you it doesn't work that way. Private sector HR teams are usually "lean and mean," made up of individuals who either specialize in being an expert in *one* HR field ("Specialists") or who know a lot about *every* HR field ("Generalists.") There aren't backups or redundancies to assist co-workers who don't fall into one of these categories and need their HR technical knowledge supplemented. I'm sorry to confirm that there is a private-sector bias against hiring mid/long-term federal HR employees. If you're a federal HR employee who's seriously considering looking for a job in the private sector, here's just some of my advice in how to shape your resume and your interview performance to make that jump and overcome stereotypes: ➡️ Don't use a lot of acronyms or jargon that are unique to the government. Make sure your resume reads as "universal HR," in plain English, so that a hiring manager can easily understand exactly what you've done as an HR pro and see how that is applicable to their mission. ➡️ Go into interviews prepared to talk about how you personally have exhibited the traits that are so highly valued in the private sector: independent, critical thinking; proactivity; grit and hustle; and initiative. ➡️ Don't ask about how much paid time off the job offers until you get that job offer. It's ok to ask generally about "benefits" as you get toward or to that final interview. #HR friends, is there any other advice you would give federal government employees to help them with their private-sector job search? #humanresources #federalgovernment #recruiting