E220: Transition Rule #3 – Throw Out The Traditional Career Search Cameron-Brooks podcast

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E220: Transition Rule #3 – Throw Out the Traditional Career Search

6d ago

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This episode is for JMOs who are ready to transition and don’t want to take a step back in their next business career. In it, we:

Define who this is for: JMOs aiming to lead and take on greater responsibility in a Business Leadership Career.
Explain the “Traditional Career Search”: Glassdoor, LinkedIn, Indeed, USAJOBS, etc.
Define the “Non-Traditional Career Search.”
Explore why JMOs often default to the traditional approach.
Share key takeaways and closing thoughts.

JMOs are traditional candidates for defense-sector roles, but in the private sector, they are seen as non-traditional candidates.

That is why Transition Rule #3 is: Throw Out the Traditional Career Search if you are aiming for upward mobility in business leadership.

What is the “Traditional Career Search”?

Searching based on past experience: “I have this experience in this industry,” or “I have this degree.” This focuses on what you have done, not your potential for leadership growth.
Narrowing your options by what you know: Location or Career Field, or both. “I am a Logistics Officer, and my home of record is Dallas, TX, so I will pursue Logistics in Dallas.”
Applying through job boards and online platforms: Glassdoor, LinkedIn, Indeed, USAJOBS.
“Networking” that often feels vague or produces unclear outcomes.

Important: The traditional search can work well for JMOs staying in defense, where their functional experience directly matches role requirements. But if you are making a hard pivot into business leadership, you need a different approach.

The Reality of Online Applications in 2025

Job postings on LinkedIn attract 150 or more applicants. Popular roles see 300 or more.
Indeed and Glassdoor listings often draw 200 to 500 candidates for a single role.
Applicant Tracking Systems (ATS) filter out 75% to 90% of résumés before they reach a human.

The result? A success rate of only 2% to 5% for landing an interview via online applications.

What is the “Non-Traditional Career Search”?

A non-traditional search takes a different approach. It focuses on:

Highlighting your leadership experience, potential, and ambition as your key value.
Embracing a Growth and Investment Mindset.
Expanding and comparing multiple opportunities. This does not mean applying to 200 companies but making quality attempts.

Consider this: Of the 168 million people in the U.S. workforce, only 1.3 million are active-duty service members. Of those, about 200,000 to 234,000 are officers. JMOs (typically O-1 to O-3, with some O-4s) make up about 100,000 to 140,000. That is less than 0.1% of the total U.S. workforce.

JMOs are a specialized leadership talent pool. Their skills are highly valuable but often overlooked by traditional hiring methods. The key is getting in front of companies that recognize your unique potential.

The Big Question

If you are a JMO pivoting to business, ask yourself:

Do you know anyone who has lined up 10 to 12 quality interviews over two days? Interviews with hiring managers and decision-makers that bypass online filters, for roles that match or exceed their current pay and responsibility, and align with their separation timeline?

This is what a targeted, quality-driven search looks like. A broad search gives you the power of comparison, helps you gather facts and real data, and puts you in a strong position when it is time to choose between offers.

Facing Transition Challenges

We know transition is tough. It is full of uncertainty, and it is natural to lean toward a traditional search. Well-meaning advice from family and friends can sometimes miss the mark if they lack expertise.

There is also the temptation to choose what is familiar, like a job close to home or with a recognizable title. But those options might not deliver the long-term growth you deserve.

Key Takeaways: Build a Search That Works

Stay focused on your long-term goals: fit, opportunity, and leadership growth.
Prioritize getting in front of companies that view you as a high-potential leader, not just another résumé.

Remember: The thing you want most often lies on the other side of what you do not want to do. That expanded, non-traditional search is where your future is.

Let’s Take the Next Step Together

If you are ready to explore your options, clarify your goals, and build a personalized plan, let’s connect. We are here to help you move forward with confidence and a clear understanding of how Cameron-Brooks can assist in your transition.

Brock Dudley, Associate Principal
(210) 874-1495 | [email protected]
Brock Dudley | LinkedIn

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