Job Seeker FAQ
How do I know if it’s the right time to look for a civilian job?
Leaving the military is a big decision, and like most big decisions carries risks and rewards. If you’re considering this step and want to understand more about the civilian job market the best thing you can do is reach out to our team of military recruiting experts to discuss current opportunities and receive a Personalized Marketability Assessment. This assessment will cover your career milestones, possible reasons to remain on active duty, and a snapshot of current job-seeker and client activity through Bradley-Morris so you know what to expect.
What kinds of companies does Bradley-Morris work with?
Bradley-Morris works with companies that have strong military development programs for their employees, many of which you would find among the Fortune 1000, as well as companies who don’t have in-house military veteran recruiters. Many types of businesses have a need for the leadership, discipline, work ethic and high-tech skills commonly found among former military service members. We represent multinational corporations as well as owner-operated small-and-medium-sized businesses across a variety of industries and nationwide geographic locations.
What makes Bradley-Morris different from other recruiting companies?
Access. With the largest candidate and client network of any military recruiting services firm, Bradley-Morris is able to create matches between clients and candidates that represent a level of access and reach that is unprecedented in the military hiring space. Our team of experts works tirelessly to refine our processes and procedures to ensure we constantly improve the way clients and candidates interact. We also dedicate ourselves to preparing candidates to become informed, capable job-seekers. Check out our Team Transition page to learn more about our preparation resources.
What kind of salary should I expect to receive through your process?
Our team of military transition experts will work with you to develop a solid understanding of your background, career goals and location preferences, and provide you with information about cost of living and average salaries given the parameters of your search. Because the jobs we match our candidates with leverage directly from their military backgrounds and key skills, we have found that candidates typically receive above-average offers through our service because we are able to put them in front of challenging, career-appropriate roles. We will disclose the client’s advertised compensation range for positions we represent before moving forward with the interview process, so candidates will not experience any surprises at the offer stage. You can learn more about salaries specific to your background through our Military Salary Guides.
How do I get started?
In order to register as a Bradley-Morris job seeker, you must first complete a candidate application and upload your resume to our site.
Click here for step by step instructions: How to Register as a Candidate
What happens after I register with Bradley-Morris?
Once you complete a Job Seeker Application, our team of military-experienced recruiters will evaluate your background and preferences to determine if our services and resources will benefit your civilian job search:
- The first step is for our team to evaluate your military and civilian work experience, educational background, certifications/training, and timeline for searching for a career.
- If accepted into the program, you will be contacted by a member of the Bradley-Morris team. He/she will discuss four factors regarding your job search:
- Job: What do you want to do? How does your experience match industries seeking such skills? What makes for an exciting challenge?
- Location: How flexible are you to move where the right job is? Do you enjoy travel? Where are veterans like you currently in high demand?
- Salary: How much do you need to make in order to live comfortably? What salary range is realistic for your desired career?
- Availability: If active duty, where are you stationed? When does your terminal leave start? How quickly can you come back to the U.S. if stationed OCONUS?
- Depending on your resume writing skills and interview experience, our team may guide you through various training resources. This is to ensure you are prepared for any upcoming job opportunities. You can start that process by checking out our Team Transition content HERE.
- If your skills match an open opportunity you will receive Job Alerts by email and SMS text message. If you respond ‘yes’ we will contact you to discuss the role and how to position you for a win!
*Please note: we are proud of the tens of thousands of satisfied transitioning service members and veterans we have placed in over 28 years in business, but our no-cost services are not a fit for everyone. We encourage everyone to get in touch with us to find out if we can be a resource in their overall career search.
How do I apply for a job via Bradley-Morris?
- Access our user-friendly job board for military job seekers! Click here for step by step instructions: How to Apply for a Job
- Download our mobile app to your smartphone or tablet on either Android or iPhone
Still wondering which occupations you’re qualified for in the civilian world? Check out the Bradley-Morris Military to Civilian Occupation Index before applying to our exclusive opportunities.
What if I am not interested in a certain position when it is offered? Is it all right to turn it down?
Not every job is going to meet your expectations. If you are not interested in a position, you are free to decline. We will continue to seek positions for you based on your skills and preferences but will always encourage you to expand your comfort zone and bias towards more interviews versus less to maximize your odds of success.
What do I pay for your services?
As a military-experienced job seeker, you will not pay for any of the services Bradley-Morris provides. The employers we partner with compensate us for our ability to help them hire the most talented veterans on the job market (a fee that originates from an employer’s recruiting budget, separate from employee salaries).