We sat down with federal career coach and motivator Armand Curet to unpack the state of federal hiring. The discussion tackled common myths, highlighted current priorities, and explored the policy shifts shaping the applicant experience.
Critical hiring needs remain
Even during a federal hiring freeze, agencies are actively recruiting in key areas. Law enforcement and immigration enforcement agencies like ICE and Border Patrol are offering sizable recruitment incentives, including bonuses and the removal of age restrictions—changes that open doors for veterans looking to transition into federal service. The IT field is also seeing demand, with hundreds of open positions on USAJobs.gov despite constraints.
Myth-busting the GS ladder
One of the most common misconceptions among applicants is that they must accept a low GS grade just to “get their foot in the door.” Curit emphasized that prior experience—whether from the military, private sector, or even volunteer roles—can qualify applicants for higher GS levels. The key is tailoring resumes to align with the job series and highlighting measurable accomplishments.
The two-page resume shift
A major change arriving on USAJobs is the new requirement for federal resumes to be capped at two pages. While this poses a challenge for long-tenured employees with seven-page resumes, the change is expected to improve efficiency for both hiring managers and applicants. Keywords, metrics, and clarity will be more important than ever.
Policy updates and the road ahead
From an 80-day hiring goal (down from an average of 100) to skills-based hiring and shared certificates between agencies, reforms aim to streamline the process. Still, hurdles like the “one-to-four” hiring restriction remain.
