Morgan Lerette ⋅ Glendale, AZ AAA ⋅ 6 years experience

Hello Josh,

The advice I got after attending graduate school is this: Your graduate school gets you a job and your first job gets you your next. No one cares what school you went to after you get that first job out of grad school.

I mention that because it appears you went back into the Army after graduate school which puts you in a unique position; your first job out of graduate school was your old job and transitioning out is an arduous process. In contrast, many GI's use grad school to transition into their next job.

I think you have two viable options. 1) Use a head hunting firm such as Cameron Brooks or Orion. They can help you find that "fit" you are looking for. 2) reach back to your career services at ASU and see how they can help. Maybe you can piggy back on some of their recruiting days in the future as you are a unique circumstance.

Finally, network. Look for a local ASU alumni club in your area, join it, and go to every event it has, Heck, help them plan an event if they don't have one scheduled.

Hope that helps a little.

Morgan

Jane Greenwald ⋅ Short Hills, NJ Gilbert Tweed International ⋅ 30 years experience

Company recruiters inside companies get so many resumes-and often they are scanned and coded by computers (sometimes by companies to whom they have outsource the process.) so your resume needs to contain the correct buzz words. Go on Google and read position descriptions to get an idea of the jargon and buzz words. Also it's hard for non-military people to understand and translate military experience. So see if your resume would make sense to someone who has no knowledge of what you do and accomplished means. Also, that is why a recruiting agency that works with veterans is good to use. The client pays fees so you should not use a place that will charge you, Also post your resume on as many sites as you can-places like Indeed.com and 6figurejobs.com. Yes, the job market is tight but i suggest you look at consulting companies with a defense practice and any sales role in a company selling product into the military In sales, if you can sell you make money and move quickly.
Best of luck.
Jane

Po Wong ⋅ Orlando, FL Johnson & Johnson (retired) ⋅ 40 years experience

Hi Joshua
Thanks for your service!
Lots of good suggestion stated already.

Morgan’s ASU piggy back suggestion was a very interesting one. I interviewed and recruited Procurement/SC MBAs at ASU for my company Procurement leadership candidates. On the same day, Apple, Lockheed Martin and others… were also there. BTW, the selected (~4 out of 25 interviewed) ASU MBA candidates will go through two more rounds compete with other (~80) well-known university candidates. The finalists (~6-8) will be offered a job as interns / entry level procurement manger role. But they can move up to mid-level in ~5 years if they can demonstrate produce significant business results.

I mentioned the above process (not unique to my company) is to curve expectation. As stated above, many mid/senior positions already have designated internal candidates through annual succession planning unless you have a special network in place..

It is very difficult for mid/ senior officers with extensive experiences to accept a job lower than their experiences. But one must “have the foot in the door” first in order to have a chance to show their competency.

My CEO was a special force captain started as a Sales Representative. He is now leading one of the top companies in the world so you never know.

Good luck!

David Alhadeff ⋅ Buffalo Grove, IL Lighthouse Consulting LLC ⋅ 29 years experience

Josh,

Another perspective I might offer here relates to your comment about having to start lower on the org chart. Recognizing that, as you say, the move out of the military is ultimately viewed more as a change in jobs, I would allow the interviews and conversations you have to drive the options that become available. Certainly, in most positions, you are competing with internal candidates who have two things you will not have --- incumbency in their function and an appreciation of the culture. And it's important to recognize that the higher you go on the chart, the better the chance that replacement candidates have already been identified for more senior positions in the succession plan. Certainly, if you had 10+ years of excellent service with a company, you too would hope that your name was next on the list.

However, all that said, logistics is a vibrant area with many possibilities. Explore your networks, as cited earlier in this chain, to identify companies expanding globally or building more rigor in their supply chain. Find a multitude of ways to demonstrate how your public service logistical expertise can not only solve commercial problems, but grow and differentiate the supply chain function so that you are perceived not only as a one-time problem solver, but a long-term leader. That will be the best way to position yourself for more appealing options higher on the chart. The research you do, the questions you ask, the insights you offer, and your ability to relate to the culture and to the function (recognizing the internal competition you face) will position you best for the options you want the most.

Good luck to you, and thank you so much for your extended years of service. We are indebted to you.

David A.

Joshua Lippincott ⋅ Colorado Springs, CO U.S. Army, Captain ⋅ 18 years served

Dave,
The more I'm reading, the more I understand that my move out of the military really is a change in jobs, no matter the title associated. Even though I'm interested in Logistics in the civilian world, 100% of my experience in the public sector. Starting much lower on the org chart is simply a reality that I'm going to have to face.
On the upside, there are a great many organizations, like ACP, out there ready and willing to help. I just have to temper my expectations and put my best foot forward. A mentor will definitely help with that process.

David Munn ⋅ New Middletown, OH Robert Morris University ⋅ 7 years experience

Sir,
Honestly, I don't know if military members on ACP have a mentor as well or not, but if not, I would definitely get one here. With your experience and education, you should not have to start at the bottom. I am not sure how close to retirement you need to be to start looking at getting a Corporate mentor, but you probably already have one. Good Luck, Sir. Dave

Joshua Lippincott ⋅ Colorado Springs, CO U.S. Army, Captain ⋅ 18 years served

David,
Thank you for your feedback as well. I've been on LinkedIn for a few years now and have slowly been working on building my network, albeit mostly with other service members.

Your point on the picture is spot on! I'm still about 24 months out from retirement, but it's never to early to dress for the job I want.

Joshua Lippincott ⋅ Colorado Springs, CO U.S. Army, Captain ⋅ 18 years served

Morgan,
Thank you very much for the feedback. I certainly hadn't considered my situation in that light.

I've though about using a JMO headhunter as many other officers I know have. I'm just concerned about how the process is incentivized for the recruiters. I don't want to be pigeon-holed due to my rank with the entirety of my experience (12 years of succession prior to commissioning) being ignored. I have entertained the idea that I can go it alone, but I think I'm a little out of my depth...hence the discussion thread.

My biggest fear is that I'll settle for a job offer so far below a lateral that I'm stuck having to scrape and claw my way up from the bottom again. I don't harbor any delusions of imminent grandeur, but I'd like to avoid having to start in the mailroom if I hope to make it to the C-suite before my second retirement.

David Munn ⋅ New Middletown, OH Robert Morris University ⋅ 7 years experience

Sir,
I want to second Morgan's comments and really accentuate the networking piece. I don't have much experience with head hunters, but I would suggest getting involved with career areas and networking groups in your area of interest logistics etc. I also recommend connecting on Linkedin. Veterans get an upgraded free profile on Linkedin. Last, I would start making a professional and personal transition from military to civilian. For example, use a business professional picture instead of military picture. I am always reluctant to say that since I am a veteran and am very proud of my service. The reality is that you want to be proud and use what you have learned in the military, but be adaptable. Employers really like what we bring to the table, but it is important to roll with the changes. I hope that has been helpful. I am hoping a Corporate Talent HR person will weigh in too.