State governments are continuing to rethink how they recruit talent, and a growing number are turning to skills-based hiring to close stubborn workforce gaps. At least 27 states have adopted some form of the model for certain roles, shifting the focus away from formal degrees and job titles and instead emphasizing demonstrated skills and competencies. Now, nonprofit Opportunity@Work is expanding its “Transformers in the Public Sector” initiative to help 15 states plan and implement that transition, building on an inaugural cohort that included Arizona, California, Colorado, Connecticut and Louisiana.
The expanded effort, launched in partnership with the Volcker Alliance, will offer tailored technical assistance to states at different stages of adoption. Eleven states will receive support on change management, job classification reviews and rewriting job descriptions, while four others will focus on launching or deepening implementation through leadership training and peer learning. The push comes as public agencies contend with evolving job roles — including emerging positions like chief artificial intelligence officer — and thousands of unfilled roles. By broadening the lens on how candidates qualify for public service jobs, states hope to widen applicant pools and better align hiring practices with today’s workforce realities.
Layoffs: Boeing
Boeing is trimming roughly 300 jobs from its defense division’s supply-chain group, signaling another shift in the company’s ongoing restructuring efforts. The cuts will impact multiple sites across the U.S., and affected employees are expected to be notified this week. While Boeing has continued hiring in select areas, the move reflects a broader workforce realignment as the aerospace and defense giant adjusts to changing business needs.
The layoffs come at a pivotal time for the company. Boeing is heading into major contract negotiations with key unions later this year and recently announced plans to shift significant 787 Dreamliner engineering work to South Carolina.
Hiring: IBM
IBM says it plans to triple its entry-level hiring in the U.S. in 2026, even as many companies scale back early-career recruiting amid rapid advances in artificial intelligence. Rather than eliminating junior roles, IBM is redesigning them. The company’s HR leadership says job descriptions for software developers and other entry-level positions have been overhauled to reflect a workplace where AI handles more routine tasks. The hiring push will span multiple departments, signaling a broad bet on early-career talent in an AI-enabled environment.
The shift reflects a changing mix of responsibilities. Junior software developers are expected to spend less time on basic coding and more time working directly with clients, while entry-level HR staff will focus on stepping in when AI chatbots fall short. IBM’s approach comes as debate intensifies over whether AI will shrink opportunities for new graduates. Company leaders argue that continuing to invest in early-career talent is critical to building a long-term management pipeline and avoiding future talent gaps, even as the nature of entry-level work continues to evolve.
Cleared Employer at Work: ClearanceJobs
ClearanceJobs is the largest career network for professionals with federal government security clearance. Find defense and intelligence jobs requiring security clearance. Put your security clearance to work, join today.
SPONSORED CONTENT: This content is written on or behalf of our Sponsor.
Opportunity to Watch
The Pentagon has wrapped up its initial review of major defense contractors under a recent executive order aimed at pushing more investment into weapons production — but the process is far from over. Secretary Pete Hegseth was required to identify underperforming firms by early February, yet Pentagon officials say they need additional time to determine which companies may ultimately land on a so-called “naughty list.” That designation could trigger restrictions on stock buybacks, dividend payments, and executive compensation if firms are found to be prioritizing shareholder returns over production capacity and contract performance.
According to the Pentagon, contractors have been notified that an extended review period is now underway, with detailed negotiations happening behind the scenes. The executive order directs the Pentagon to scrutinize whether companies are reinvesting profits into modernizing facilities and boosting output, particularly as demand for munitions and other systems remains high. While at least one major firm has already moved to expand production on key missile programs, the department says compliance decisions are still being evaluated — signaling that the balance between rewarding shareholders and strengthening the defense industrial base will remain under close watch in the months ahead.
