Every talent acquisition leader knows the feeling. A critical req has been open for months, your ATS is full of applicants, and almost none of them are a fit. The hiring managers you work with are frustrated and the business is feeling it. The usual sourcing channels are giving you more of the same.
So, are you looking in the right places?
Veteran talent is one of the most underused groups for hard-to-fill roles. These are candidates with discipline, technical training, and real-world experience operating in high-pressure environments. If your talent pipeline is running thin, you should be building your connections with veterans.
<h2>Why Veterans Are Crucial to Your Talent Pipeline</h2>
Military experience builds a skill set that maps closely to what most employers say they want and cannot find. Veterans have led teams, managed logistics, worked with advanced technology, and made decisions with real consequences attached. That kind of experience often doesn't translate neatly into job requirements, but the capability is absolutely there.
Here are a few of the qualities that stand out with veteran talent:
<ol>
<li>
Leadership at every level. Service members are trained to lead from day one, often managing people and equipment worth millions before they turn 25. That experience translates well into supervisory and management roles where new hires usually need years to ramp.
</li>
<li>
Adaptability under pressure. Veterans are used to environments where the plan changes, the resources shift, but the work still has to get done. That same mindset shows up on day one to your organization.
</li>
<li>
Mission-first mindset. Veterans tend to focus on outcomes, not optics. They show up, do the work, and want to know how their role connects to something bigger. That is exactly the energy most teams need.
</li>
<li>
Strong retention potential. When veterans land at companies that understand their experience, they tend to stay longer than non-military talent. That means lower turnover, stronger team continuity, and a return on every dollar you put into onboarding and training.
</li>
</ol>
The hesitation employers usually have when hiring military talent is understandable. Many TA leaders aren't sure whether military experience translates to the roles they're trying to fill, which makes it hard to evaluate veteran candidates with confidence.&nbsp;
Where Most Veteran Hiring Programs Get Stuck
Plenty of companies have made commitments around veteran hiring, but far fewer have built the infrastructure to follow through. The gaps usually show up in three places.
Role Translation. A military occupational specialty does not always read like a civilian job title. For example, a 25B Information Technology Specialist might be exactly the network engineer you need, but if your screening process is built mostly around keyword matches, that resume gets passed over. Recruiters who are not trained on military experience often <a href="https://www.careercircle.com/blog/post/employer/decoding-military-experience">miss strong candidates </a>without realizing it.
Outreach. Military talent is not all found in the same place. Some are still on active duty, some are transitioning, and some have been in the civilian workforce for years. Each group needs a different kind of outreach, and most TA teams do not have the bandwidth to build relationships with veteran service organizations on top of their day job.
Process. A great candidate experience for a transitioning service member looks different from one for a non-military applicant. Timing matters. Communication matters. So does showing that the company understands what these candidates bring to the table.
These gaps are addressable. They just take the right partner.
<h2>How CareerCircle Helps You Build a Military Talent Pipeline</h2>
This is where CareerCircle comes in. We give employers centralized access to military, veteran, and military spouse talent, along with the infrastructure to engage them effectively. That means a single point of connection instead of a patchwork of vendors, job boards, and one-off events.
A few of the ways we support employers building veteran talent pipelines:
<ul>
<li>
A 225K+ strong skilled talent community. Our members come in with hard skills, certifications, and training that align with the roles employers struggle to fill, including IT, project management, automation, healthcare, and skilled trades.
</li>
<li>
200+ community partners. We have established connections with more than 200 community organizations across the country, including veteran service organizations, transition assistance programs, and military spouse networks. That gives you reach without the relationship-building lift.
</li>
<li>
VEVRAA alignment. Our outreach helps you meet your obligations under VEVRAA to engage in good-faith recruitment of protected veteran talent, with reporting that holds up.
</li>
<li>
Career advocacy. Our team works with candidates to translate military experience into language hiring managers understand, so the resumes coming across your desk are easier to evaluate from the start.
</li>
</ul>
Our goal is simple: make it easier for you to find the veteran talent that fits your roles, and make it easier for those candidates to see themselves at your company.
<h2>5 Questions to Ask Yourself If You're Looking to Beef Up Your Veteran Talent Pipeline</h2>
If you are evaluating where your veteran hiring strategy stands, a few questions are worth asking:
<ol>
<li>
Where does our veteran talent come from, and how engaged is that community with our brand?
</li>
<li>
How are we helping translate military experience into civilian-relevant skills during the screening process?
</li>
<li>
What kind of reporting do we have in place for VEVRAA and <a href="https://www.careercircle.com/blog/post/employer/navigating-the-compliance-shift-a-strategic-approach-to-ofccp-job-posting-requirements">other compliance needs</a>?
</li>
<li>
Do veteran candidates have access to coaching or career support, or are they left to navigate the process alone?
</li>
<li>
Can we point to hiring outcomes, not just outreach?
</li>
</ol>
<h2>The Bottom Line on Veteran Hiring</h2>
Veteran talent is not a feel-good hire. It is a strategic one. The skills, the work ethic, and the leadership are already there. The job is to build a process that lets that talent show up, get seen, and get hired.
If your toughest reqs have been open too long, the answer might not be more job board spend. It might be a different talent pipeline. One built on a community that has already done the hard work of training, leading, and adapting.
Ready to see what veteran talent can bring to your hardest-to-fill roles?&nbsp;
<a href="https://www.careercircle.com/contact" style="text-decoration: none; display: inline-block; padding: 10px 20px; background-color: #1010fc; color: white; border-radius: 5px; font-family: Arial, sans-serif; font-size: 16px; text-align: center;">Reach out today</a>

Veterans bring leadership and skills your team needs. Here's how to build a talent pipeline that taps into military and veteran candidates.

How Veteran Talent Can Strengthen Your Talent Pipeline

Veteran talent is one of the most underused groups for hard-to-fill roles. These are candidates with discipline, technical training, and real-world experience operating in high-pressure environments. If your talent pipeline is running thin, you should be building your connections with veterans.

How Veteran Talent Can Strengthen Your Talent Pipeline for Hard-to-Fill Roles

When it comes to your resume, the skills section is one of the most important parts to get right. It tells a hiring manager whether you have what they are looking for. Here is how to build one that does the job.
<h2>Put the Skills Section at the Top of Your Resume</h2>
On your resume, the skills section should go near the top, before your professional experience. This allows recruiters, who spend an average of less than 10 seconds scanning a resume, to immediately see the value you bring to the role.
<h2>Hard Skills and Soft Skills Both Belong in the Skills Section&nbsp;</h2>
A strong skills section includes both types. Hard skills are technical and specific: think software programs, data analysis, CRM platforms, or project coordination. Soft skills are interpersonal and behavioral: communication, problem-solving, time management, and adaptability. Hiring managers want to see both, so do not leave either out.
<h2>Match Your Skills to the Job</h2>
The skills section should not be a random list of everything you know. It should be strategic, built around the specific role you are applying for. A good way to approach this is to read several postings for similar roles, identify the skills that come up repeatedly, and add those to your resume if you have them. This makes your resume feel targeted and improves your chances of being matched by applicant tracking systems, which organize and sort resumes based on keywords before a human ever sees them.
Skills can come from a past job, self-directed learning, or a course or certificate. If there are skills you want to add but do not have yet, upskilling is a practical way to get there. We offer courses designed to help job seekers build resume-ready skills quickly and at no cost.
<a href="https://www.careercircle.com/courses" rel="follow" style="text-decoration: none; display: inline-block; padding: 10px 20px; background-color: #1010fc; color: white; border-radius: 5px; font-family: Arial, sans-serif; font-size: 16px; text-align: center;">Explore all free courses</a>
<h2>Organize Your Skills Into Categories</h2>
A single long list is hard to read and easy to skim past. Grouping your skills into clear categories makes the section easier to scan and signals that you have thought carefully about what you bring to the table. A structure like this works well:
<ul>
<li>
Technical Skills
</li>
<li>
Software and Tools
</li>
<li>
Business Skills
</li>
<li>
Communication and Interpersonal Skills
</li>
</ul>
A good target is 8 to 12 skills total, spread across 2 to 3 categories. Beyond that, the section starts to lose focus.
<h3>Be Specific, Not Generic</h3>
Vague terms like "team player" or "hard worker" do not tell a hiring manager anything they could not assume about any candidate. Instead, list skills that are concrete and demonstrable: project coordination, data analysis, Salesforce, HubSpot, Excel (VLOOKUP, PivotTables), customer support platforms, or social media management. Specific skills feel more credible and show that you are job-ready.
Also, avoid listing skills that are so basic they are assumed. Email, filing, typing, and internet research take up space without adding value. If every candidate is expected to have it, leave it off.
<h3>Only List What You Can Back Up</h3>
If a skill is on your resume, you should be able to speak to it confidently in an interview. Listing something you cannot explain or demonstrate puts you in an uncomfortable position when a hiring manager asks about it. Keep the section honest.
It is also worth making sure your skills section aligns with your experience section. If you list project management as a skill, there should be a bullet point somewhere in your work history showing how you used it or if the skill is from a certificate, where you gained that certificate. That consistency is what makes a resume feel cohesive and credible.
<h3>Here is an Example Skills Section of a Resume</h3>
Technical Skills Microsoft Office, Google Workspace, CRM systems (Salesforce, Zendesk), data entry, scheduling software
Business and Administrative Skills Project coordination, documentation, reporting, customer support, workflow management
Professional Skills Communication, problem-solving, time management, adaptability
Remember: your skills section is a small part of your resume with a big responsibility. Keep it targeted, keep it honest, and make sure every skill on the list is one you are ready to own. Happy job hunting!
Your skills section is a small part of your resume with a big responsibility. Keep it targeted, keep it honest, and make sure every skill on the list is one you are ready to own.
<a href="https://www.careercircle.com/jobs" rel="follow" style="text-decoration: none; display: inline-block; padding: 10px 20px; background-color: #1010fc; color: white; border-radius: 5px; font-family: Arial, sans-serif; font-size: 16px; text-align: center;">Explore our jobs</a>
<h2>FAQs</h2>
<h3>Where on my resume does the skills section go?</h3>
Near the top, before your professional experience. Many recruiters spend very little time on an initial scan, so placing your skills early ensures they are seen before anything else.
<h3>What is the difference between hard skills and soft skills?</h3>
Hard skills are technical and specific, like software proficiency or data analysis. Soft skills are interpersonal, like communication or time management. A well-rounded resume includes both.
<h3>How do I know which skills to include on my resume?</h3>
Read several job postings for similar roles and look for skills that appear consistently across them. Those are the ones to prioritize, as long as you have them.
<h3>How many skills should I list on my resume?</h3>
A good target is 8 to 12 skills organized into 2 to 3 categories. Enough to show range, not so many that the section loses focus.
<h3>What do I do if I do not have all the skills a job posting asks for?</h3>
Lead with the skills you do have and make sure they are front and center. For gaps, consider taking a course or earning a certificate. We offer free upskilling courses that can help you build credentials and strengthen your resume.
<h3>Can I list skills I learned outside of a job?</h3>
Yes. Skills from coursework, certifications, volunteer work, or self-study are all fair game, as long as you can speak to them confidently in an interview.

Read for tips and tricks on how to optimize the skills section of your resume to stand out to recruiters and hiring managers.

How to Write a Skills Section of a Resume

When it comes to your resume, the skills section is one of the most important parts to get right. It tells a hiring manager whether you have what they are looking for. Here is how to build one that does the job.

Finding remote work right now is not impossible. But let's be honest: it's not as easy as it was a few years ago, either. The market has shifted, competition has picked up, and mass applying to remote jobs on job boards is not much of a strategy. The good news is that the opportunities are still there. You just have to know where to look and how to position yourself.
<h2>The State of the Remote Job Market</h2>
If you've been struggling to find remote roles, you're not alone. Right now, only about 3.65% of all active U.S. job postings are remote, a far cry from the pandemic era when it briefly felt like the new normal. To make matters worse, <a href="https://www.secondtalent.com/resources/remote-work-hiring-statistics/" rel="follow noopener" target="_blank">76% of remote positions receive 2.5x more applications than on-site roles</a>. So while jobs are out there, the competition is real.
Here's where things get more encouraging. Certain fields are seeing much higher rates of remote postings. Roughly 10&ndash;15% of postings in HR, IT, marketing, and legal services are remote positions. And you do not need to be a developer or an attorney to get in. These industries also hire for administrative, coordinator, and entry-level support roles. Target those fields, stay open to hybrid, and your odds go up considerably.
It's also worth knowing which roles specifically are in demand. <a href="https://www.flexjobs.com/blog/post/flexjobs-remote-work-economy-index" rel="follow noopener" target="_blank">FlexJobs reports </a>that account management, marketing, and communications remote postings all expanded by 30% or more in Q1 2026, while sales and business development saw the highest growth of any category.&nbsp;
<img src="https://cdn.buttercms.com/fAe0sQRxR0C1eqHJIuKX">
<h2>4 Strategies to Find At Home Jobs&nbsp;</h2>

<h3>1. Build the Skills Remote Employers Are Looking For</h3>
Our data at CareerCircle shows pretty clearly which skills keep coming up in remote job postings: project management, leadership, and automation are consistently at the top of the list. If you have them, make sure they are front and center in your applications and portfolio. If you do not, it is worth prioritizing upskilling right now.
We offer free courses through IBM SkillsBuild that cover all three:
<ul>
<li>
<a href="https://skills.yourlearning.ibm.com/activity/PLAN-B2DE5C927EEC?ngo-id=0427&amp;mgr=5521635reg&amp;mgr2=5440980reg&amp;utm_campaign=at_home_work_blog_post" rel="follow noopener" target="_blank">Project Management Course</a>
</li>
<li>
<a href="https://skills.yourlearning.ibm.com/channel/CNL_LCB_1569353247419?ngo-id=0427&amp;mgr=5521635reg&amp;mgr2=5440980reg&amp;utm_campaign=at_home_work_blog_post" rel="follow noopener" target="_blank">Leadership Course</a>
</li>
<li>
<a href="https://skills.yourlearning.ibm.com/activity/PLAN-43E540C61C7A?ngo-id=0427&amp;mgr=5521635reg&amp;mgr2=5440980reg&amp;utm_campaign=at_home_work_blog_post" rel="follow noopener" target="_blank">Automation Course</a>
</li>
</ul>
These are not just resume fillers. Employers hiring for at home jobs are screening for these skills specifically, and having a digital credential to prove you have them, makes a real difference.
<h3>2. Set Up Job Alerts</h3>
Applicants who apply within the first 24 hours of a role being posted have a measurable competitive advantage. The problem is most people do not find out about new postings until days later.
That is where job alerts come in. Set up daily alerts for remote openings filtered by job title, skill set, or location preference, and you will get them delivered straight to your inbox. Being first matters.
<a href="https://www.careercircle.com/blog/post/how-to-set-up-job-alerts-to-find-the-right-job-postings" style="text-decoration: none; display: inline-block; padding: 10px 20px; background-color: #1010fc; color: white; border-radius: 5px; font-family: Arial, sans-serif; font-size: 16px; text-align: center;" rel="follow noopener" target="_blank">Set Up Job Alerts</a>
<h3>3. Put Yourself in the Room (Even Virtually)</h3>
Networking is still one of the most underused tools in a job search, and it does not have to mean awkward in-person events. There are a few ways to approach it:
LinkedIn is the obvious one. Connect with recruiters and hiring managers in your target fields. Engage with their content, comment thoughtfully, and let your profile signal that you're open to remote opportunities. A warm introduction goes a long way.
In-person events are worth considering too, especially local industry meetups or job fairs. Even if the jobs being promoted are not remote, making a personal connection with someone at a company that offers at home jobs can open doors.
Virtual career fairs are another strong option. CareerCircle hosts them regularly and they are free to attend. You get face time with recruiters from companies actively hiring for remote roles, without the commute.
<a href="https://www.careercircle.com/events" style="text-decoration: none; display: inline-block; padding: 10px 20px; background-color: #1010fc; color: white; border-radius: 5px; font-family: Arial, sans-serif; font-size: 16px; text-align: center;" rel="follow noopener" target="_blank">Check Out Virtual Career Fairs</a>
<h3>4. Treat Your Job Search Like a Job</h3>
One of the most common reasons a remote job search stalls is inconsistency. Block off dedicated time each day, even just 30&ndash;60 minutes, for focused search activity. That means checking alerts, tailoring applications, following up on outreach, and tracking where you've applied. Treat it like a shift. Show up for it.
This kind of structure also helps you spot patterns. If you're getting interviews but no offers, that's a different problem to solve than getting no responses at all. Keeping a simple spreadsheet of your activity makes it a lot easier to adjust your approach over time.
<h2>FAQs</h2>
Q: How can I find work from home jobs with no degree?
A degree is not a requirement for many at home jobs. For example, you might find success in jobs like, customer service, data entry, social media management, and administrative support. Focus on demonstrating relevant skills, and use <a href="https://www.careercircle.com/courses" rel="follow noopener" target="_blank">certifications and courses</a> to back them up.
Q: Can I find a work from home job with no experience?
You probably have more experience than you think. Skills-based hiring is becoming more normalized, which means many employers care less about degrees and more about what you can actually do. Transferable skills, volunteer work, freelance projects, and completed courses all count. We believe everyone has skills worth hiring for. Your goal in finding at home jobs is to articulate them in a way that gets you noticed.
Q: How do I find an entry level remote job?
Start by targeting fields that consistently hire remotely at the entry level: HR, marketing, IT support, and customer service are all solid options. Set up job alerts filtered for entry-level remote roles, and make sure your profile and resume highlight your skills front and center. At home jobs at the entry level are competitive, but they're out there. Being fast to apply can be a real difference.

Discover the top industries hiring for remote roles, the essential skills needed and 4 proven strategies to beat the competition.

Tips on Finding an At Home Job in 2026

Looking for at-home jobs in 2026? Discover the top industries hiring for remote roles, essential skills like automation and project management, and 4 proven strategies to beat the competition

How to Find At Home Jobs in 2026

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Steven Cortese

9 Articles

How Veteran Talent Can Strengthen Your Talent Pipeline for Hard-to-Fill Roles

How to Write a Skills Section of a Resume

How to Find At Home Jobs in 2026

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