Overlooked: Hiring Challenges of a Retiring & Transgender Military Service Member

As I enter my 4th month of job hunting, and after roughly 75 applications and nearly 150 hours of resume writing, I am finding that one or more factors are working against me as I shoot for a senior executive career: my military service, being transgender/queer, and/or lack of a graduate degree or higher. It should come as no surprise that nearly a quarter of a century of active duty service tends to bolster job security; creating a blanket of sorts to the struggles, risks and challenges of private-sector employment. However, over the years we tend to hear the same mantra, "everyone's going to want to hire you when you get out...you've proven to be reliable, trustworthy, a team player and a leader capable of success under pressure." Was this a myth, or a mirage of hope to drive morale and resilience?

There is some truth to a separating or retiring service member's marketability, and can be seen at one of the many veteran-aimed employment sites such as HireMilitary and Hire Our Heroes Veteran Job Board. From careers in law enforcement and cyber-security to mid-management and continued federal service, the options are vast. However, what do most of these veteran career opportunities have in common? They are largely targeted towards blue collar professions that serve to leverage the hard-skills acquired through years of service. Skills for jobs that are admirable and needed, but do not account for what is often-times decades of leadership experience; to include successes in the management and execution of complex programs and projects. So what about the Director, VP, SVP and C-suite positions? Why are none of those being advertised to veterans and soon-to-be veterans?

Of the aforementioned 75 applications, I have not pursued a single job posting to which I did not already meet the published requirements of the position; namely education, work history and character traits/values. Moreover, my experience in the human resources (HR) and diversity, equity and inclusion (DEI) fields has met or exceeded every one of those positions...yes, 100%. So where are the disconnects? What experience, skills and attributes do those competing for similar careers have over me? Great question!

After receiving a phone call or message about being passed over for a job my first action is to respond back with a cordial and sincere outpouring of appreciation, both for the opportunity and the response. In that message, I also kindly request feedback on areas where I can focus my attention and energy for future opportunities. The responses are lackluster to say the least, and typically are either unknown or unable to be shared by the hiring agency recruiter. What I have gotten positive reviews on, from many business professionals and subject-matter-experts, have been the strength of my resume, cover letter and interviewing skills; to include the historical relevancy and applicability of the content contained therein. At this point, the basis of being overlooked is purely speculative, but I can't help but attribute my struggles to military service, being queer and/or lack of non-necessitive education.

Be not worried though, my drive and ambition to succeed in this challenge, and many more to come, is un-waivered. I do believe that I will find an organization and role where I am uniquely qualified to excel in at a level of industry that is commensurate with my experience, education and abilities. However, if I am facing such an uphill struggle at 42 years old and a lifetime of professional military service, I can not imagine how hard the same endeavors are for the typical 4 to 8 year 'separatee'. My hopes are that this article serves to not only influence the advertisement of more 'white collar' senior-level positions to others coming behind me, but also to reframe the mindsets of hiring managers and CEOs that have the capability to effect change in this regard. Only time will tell.

Maelyn Belmondo, MBA

Custom Picture Framing | Airtable | Pepperdine alum

2y

Oof. I certainly feel this ❤️

Jamie B.

Senior Executive (HR) 🌐 Project Management Pro 💠 Leadership Coach ✈️ Retired Air Force & Disabled Combat Veteran ⚖️ Anti-fascist

2y

"Internalized oppression is a concept in which an oppressed group uses the methods of the oppressing group against itself." - Wikipedia Barack Obama and Kamala Harris, and other oppressed leaders, would have never made it if they would have let internalized oppression hold them back from greatness.

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J.J. Ott, CSP1

Recent Graduate Student at UCSB for Technology Management 🎓| Space Launch Professional 🚀, Meteorologist ⚡️, International Relations 🌎🌍🌏| USAF Veteran |

2y

I think the military teaches a wrong lesson in that years of experience equate to a certain level of position within an organization. It’s natural to the military as there is a largely “up or out” guideline of rules set up. However, in my short time in the civilian world, I have encountered where my managers graduated from undergrad years after I did and guys working a more or less similar role in the company as me have been doing so for 20 years. So right there, just shows years of experience DO NOT necessarily mean a promotion or position in an organization. Also, military service and years of service do not directly translate over. Especially so if they aren’t directly what the company is looking for. Overrall, biggest thing I’ve seen and agree with others is this. As an outsider, why would they hire you to such a high level position when you have nothing that they know of to back it up? Hiring someone is a risk/reward balance. Are you worth the money and time for such a high level position? They may more so look at internal hires or perhaps peers within the industry that they already know. I’m sure you’ll find what you’re looking for! But just some things to keep in perspective.

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Adam Clary

Special Advisor & Sales Strategy Expert | Defense & Technology Consulting | Global Startup Specialist | Veteran-Owned Business Leader

2y

Well written article...I think you are not alone in these struggles and there is a lot of truth in what Reg Coppicus states below. This environment is where you need to operate and there needs to be some change but it won't happen overnight.

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