Enter your military code and this writes the headline, the About section and the experience bullets for you — in civilian language, using the words recruiters actually search for. Then work the checklist.
Free, no account, nothing sent anywhere. It saves in your browser as you type.
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Corporate recruiters do not mostly read applications. They search LinkedIn, filter, and contact people directly. That means a profile is not a formality — it is whether you turn up at all in a search a recruiter runs for someone with your experience.
Two things keep veterans out of those results. The first is language: a profile written in military terms does not match the words being searched. The second is undersell — the service trains people not to claim credit, and it shows.
Neither is about ability. Both are fixable in an afternoon, and this is the afternoon.
Been out for years? It still applies. Old profiles usually have the same problem plus a gap where the last few jobs should be.
MOS, rating, AFSC, or the job title. Every branch, including codes that no longer exist.
Only what the drafts need. Nothing leaves your browser.
The line beside your name everywhere on LinkedIn, and the single biggest factor in whether you appear in a recruiter's search. Pick one and edit it.
LinkedIn allows 220 characters.
Three short paragraphs: what you do, the scale you have done it at, what you are looking for. Replace anything in brackets with your own numbers — those are the parts that do the work.
Tick the ones that are true for you, then replace the bracketed figures. If a bullet is not true, leave it — there are more here than you need.
Recruiters filter by these. Tick the ones you can stand behind — the first three show on your profile, so put the ones matching your target job at the front.
The drafts above give you a start. This is what separates a profile that gets contacted from one that does not.
Transitioning Military Veteran | Seeking Opportunities
Proud Veteran | Open to Work | Motivated Team Player
Both spend the most valuable line on your profile telling people you are unemployed. Neither contains a word a recruiter would search for.
Operations Supervisor | Logistics & Fleet Maintenance | Secret Clearance
Intelligence Analyst | All-Source & Threat Assessment | TS/SCI
Job title, specialty, credential. Every part is something a recruiter types into a search box.
Dedicated and hardworking veteran with a proven track record of success. Team player with strong leadership skills seeking to leverage my experience in a challenging new role.
Says nothing. Every word could describe anyone. "Proven track record" without the record is the tell.
I run maintenance operations. For six years I did it for the Marine Corps, most recently as the supervisor for eight aircraft and twelve technicians.
The work I am proudest of: our mission-capable rate was 62% when I took over and 94% seven months later, and it held.
I am looking for a maintenance or operations supervisor role in the San Antonio area.
First person, specific, and it ends by telling the reader exactly what to contact you about.
Staff Sergeant
United States Army
• Responsible for the training and welfare of assigned personnel
• Performed duties as assigned in support of unit mission
Rank is not a job title. "Responsible for" is a job description; employers buy outcomes. Nothing here has a number in it.
Operations Supervisor (Infantry Squad Leader)
United States Army
• Supervised 30+ personnel across four teams, accountable for training, safety and
performance
• Managed $2M of vehicles and equipment across three inventories with no reportable
losses
• Ran a certification program covering 15 technical qualifications, holding unit
qualification above 95%
Civilian title with the military one in brackets, and every line has a number in it.
Skills. Fill every slot. Recruiters filter by them and there is no downside to a full list — but order the top three deliberately, because those are the ones displayed.
Education. Military schools count. A leadership academy, an instructor qualification, a technical course — name them in plain language rather than by course number, and put the length in weeks if it was substantial.
Certifications. The ones people forget: security clearance, CDL, medical certifications, HAZMAT, safety qualifications, forklift, aircraft-specific quals. If someone had to certify you to do it, it belongs here.
Featured. Optional and mostly unnecessary. If you have a portfolio, a published piece or a certification worth showing, put it there. Otherwise leave it empty rather than filling it with something weak.
Recommendations. Two is plenty. Ask people who supervised you, ask before you leave, and ask them to write about a specific thing you did rather than about your character — "he is a great guy" helps nobody.
Same person, same service, same eight months of work. The difference is what the reader can do with it.
Infantry Team Leader, United States Army. Responsible for the training, discipline and welfare of assigned personnel. Conducted combat operations in support of unit mission.
Operations Supervisor with four years leading small teams in high-consequence environments. Directly accountable for the training, safety and performance of a 4-person team and for $100,000 of equipment, with zero losses across three inventories.
The first says what the Army told him to do. The second says what he is accountable for, at what scale, with what result — the three things a hiring manager needs.
Automated Logistical Specialist. NCOIC of the supply section. Performed PMCS and maintained accountability of assigned equipment IAW unit SOP.
Supply Chain Supervisor managing inventory across three warehouses and a $4M equipment account. Rebuilt the inventory process after an audit finding, taking accuracy from 87% to 99.4% in six months and holding it there.
PMCS, NCOIC and IAW are invisible to a civilian reader and to the software that screens applications. The rewrite loses nothing and gains a number that proves it.
All Source Intelligence Analyst. Produced intelligence products in support of operations. Briefed the commander daily on the enemy situation.
Intelligence Analyst producing daily assessments for senior decision-makers from incomplete and conflicting sources. Built the analytic product that shaped resourcing decisions for an organization of 800, briefed at the two-star level.
"Briefed the commander" means nothing outside. "Briefed at the two-star level, and my analysis changed where the resources went" is a claim about influence.
Hospital Corpsman. Provided medical care to Marines and Sailors. Maintained medical records and supplies in accordance with regulations.
Emergency Medical Technician and clinic supervisor. Sole medical provider for 120 personnel in an isolated setting, running triage, treatment and evacuation decisions without a physician on site. Managed a controlled-substance inventory through four inspections with no discrepancies.
Corpsmen consistently undersell the autonomy. "Sole provider, no physician on site" is the sentence that tells a civilian employer what this person can carry.
Personnel Specialist. Processed personnel actions and maintained records for assigned unit. Ensured compliance with applicable instructions.
HR Operations Specialist supporting 400 employees across onboarding, records, benefits and separations. Cleared a backlog of 300 overdue actions in eight weeks and put a tracking process in place that kept it clear.
Admin roles translate almost perfectly — but only once you use the civilian word for the work. "Personnel actions" is HR. Say HR.
Helicopter Mechanic. Performed scheduled and unscheduled maintenance on assigned aircraft. Supervised junior Marines in the performance of their duties.
Maintenance Supervisor for a fleet of eight aircraft and a team of twelve technicians. Raised mission-capable rate from 62% to 94% in seven months by rebuilding the inspection schedule and the parts-forecasting process.
Aviation maintainers have the strongest numbers of anyone in the military and almost never use them. Mission-capable rate is a metric any operations manager understands.
Work down it. It saves as you go, so you can close this and come back.
One thing worth thinking about before you post. A clearance level is routinely listed and recruiters do search for it. Specific units, deployment dates, locations and capabilities are a different matter — that detail is of interest to people who are not recruiters, and it does not help you get hired. Name the clearance if you hold one; leave the operational specifics off.
Two things make the difference between a good profile and a profile that produces conversations.
Connect with people who left your unit before you. They understand your background without translation, they are already inside civilian companies, and a warm introduction beats an application every time.
Turn on Open to Work. If you are still serving, set it to recruiters only — that makes you visible in recruiter searches without putting a green banner on your photo where your command can see it.
Your LinkedIn and your resume should say the same thing in the same language. If you have not built the resume yet, the Resume Builder starts from the same code and the same bullets you just used.
Not sure the civilian job title above is the right one for what you did? The Skills Translator covers 9,479 codes and shows every occupation yours maps to.
Then the job board and federal announcements, and Interview Prep for when someone calls.