Billy Knapp

Pattern interrupt: "You are spending 80% of your job search time on strategies that produce less than 20% of hires." Most job seekers are spending 80% of their time on strategies that produce less than 20% of actual hires. Here is what the data actually says. The "hidden job market" myth partially debunked. You have probably heard that 70-80% of jobs are never posted. That number has been traced back to a 2011 LinkedIn PR piece with no methodology behind it. The real verified statistic is this: Referrals make up only 7% of applicants but account for 30-50% of all hires. Referrals are 4x more likely to receive an offer than cold applicants. Jobs are not hidden. They are just filled by people who were already in conversation before the posting went live. By the time you see a listing, other candidates have a 2-week head start. The real platform data Indeed: 66% of all applications. 65% of all online hires in the US. 2% interview rate. LinkedIn: 13% of applications. 4% interview rate, double Indeed's conversion rate. Employee referrals: 7% of applicants. 30-50% of hires. The math is clear. Volume favors Indeed. Quality conversations favor LinkedIn. Referrals win both. Where to actually focus by role type Federal and DoD roles — USAJobs.gov only. Legally required posting platform. Nothing else matters here. Cleared or clearance-eligible candidates — ClearanceJobs.com surfaces roles where your clearance is a competitive advantage, not an afterthought. Senior professional and executive roles — LinkedIn for networking and visibility, Ladders for six-figure targeted search, company career pages directly to cut through ATS layers. High volume search, Indeed runs parallel to everything else. The most important reframe Hiring managers do not start with a job board. They start by asking their team: "Do we know anyone?" That informal happens before the requirement is approved, before HR writes the job description, and before anything gets posted publicly. The candidates who win at the senior level are not the ones with the best resume on Indeed. They are the ones who were already known before the opening existed. 20% of your job search time should be applying to posted roles. 80% should be direct outreach, relationship building, and getting in front of decision makers before the job ever goes live. Stop fishing where everyone else is fishing. 💬 Have experience with this type of job search? Questions or tips to share with others navigating the same process? Drop them in the comments or DM me and let's build this resource together. #JobSearch #CareerAdvice #LinkedInTips #HiddenJobMarket #JobSearchStrategy #Networking #CareerDevelopment #ProgramManagement #VeteranCareers #JobMarket2025 #GetHired #CareerCoach #ResumeAdvice #ExecutiveSearch #JobHunting

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Flagging this CSO from DIU (PRISM) on portable power source needs. Credit to DIU for continuing to attack key gaps and get solutions to the warfighter faster. https://lnkd.in/e8DJa__f

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Honored to contribute to the latest edition of the Modern War Journal. Modern War Institute at West Point My article, “Deterrence by Design,” explores how identity, organizational alignment, and human decision-making shape advantage in an era where automation is accelerating the speed of warfare. As technology compresses decision cycles in conflict, the human dimension becomes even more decisive. Preparing organizations for that reality requires more than new tools; it requires leaders who understand how identity, trust, and initiative shape how people act under pressure. One idea explored in the article is that recruiting and talent acquisition are themselves forms of strategic deterrence. The force we build before conflict begins often determines how effectively we can adapt once it does. Serving in the Army’s emerging Talent Acquisition field (42T) has reinforced the critical nature of the human dimension. The systems we build to identify, develop, and align talent ultimately influence how effectively organizations respond in moments of change. I am grateful to COL Chesley Thigpen and LTC Andrew Betson for reviewing early drafts and providing thoughtful feedback during the writing process, and to CSM Sean Cox for his mentorship and encouragement to continue contributing to professional dialogue across the force. I hope this article contributes in a small way to the ongoing conversation about how the Army builds and aligns talent for the challenges ahead. The article appears in the latest issue of the Modern War Journal. Full journal available here: https://lnkd.in/gTY4pTsR

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Veterans possess mission-critical skills that can address today's talent shortages, as highlighted by Ross Dickman, CEO of Hire Heroes USA, in an insightful discussion with Fox Business. Hire Heroes USA advocates for skills-based hiring, emphasizing the importance of tapping into the unique talents of veterans to fill crucial roles in various industries. Partnering with 700 companies, Hire Heroes USA is dedicated to connecting veterans with suitable positions, aiming to combat the 3.7% veteran unemployment rate and the significantly higher 21% unemployment rate among military spouses. This initiative not only benefits the veterans by leveraging their skills and experience but also addresses the pressing issue of labor shortages in the workforce. To learn more about this impactful conversation and the valuable insights shared by Ross Dickman, CEO of Hire Heroes USA, watch the interview on Fox Business: [Link to Interview](https://lnkd.in/gn-PyQCh). #Veterans #SkillsBasedHiring #TalentShortages #EmploymentOpportunities

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The transition from military service to civilian life is much more than a career shift. It's a complex reconfiguring of identity, work, and routine. That's why the DOD's SkillBridge is such an important program. In the latest Staffmark blog, Matt McGowan, Director of Social Impact at Staffmark Group, takes a closer look at how SkillBridge helps veterans across all service branches transition from military life to civilian careers. Sharing real-word experiences from veterans who have joined Staffmark through the program, the blog details why it works and the difference it makes. Read the blog and learn more about the SkillBridge experience and its lasting impact: https://lnkd.in/e46zrHBA

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As I get closer to transitioning out of the military, I have been spending a lot of time thinking about where I fit best in my next chapter. In cybersecurity, I find myself reflecting on two possible paths: continuing in a more leadership role, like a Director of Cybersecurity, or moving into a technical direction, like a Senior Cybersecurity Engineer. I have been fortunate to gain experience leading teams and working through difficult technical problems, but this process has reminded me that what matters most is fit, growth, and the ability to contribute in a meaningful way. I am still working through that balance, and I know there is a lot I can learn from people who have already made this transition. For those who have walked this path, I would value any advice you have. #MilitaryTransition #Cybersecurity #Veterans #Leadership #CareerChange

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Every branch should have some version of basic AI training. Most service members are moving from very limited exposure to generative AI to being expected to use it responsibly in real workflows. The private sector has had years learning these lessons through trial and error, and even there, best practices are still inconsistent. For the military, the stakes are higher. AI use brings mission risk, security risk, and legal obligations that require more than casual adoption. Basic AI training should be the starting point. After that, service members need role-based upgrade training that helps them apply AI effectively throughout their careers.

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Discover how agencies are using AI and automation to cut through cyber data overload, prioritize vulnerabilities and stay ahead of risk in our latest video.

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New Mexico Veterans & Military Spouses: Your Gateway to Cybersecurity 🛡️💻 Are you ready to elevate your career in one of the most dynamic fields in tech? VetsinTech, in partnership with The Encantado Foundation, is offering an intensive Security+ Bootcamp exclusively for New Mexico Veterans, Active Duty, Guard, Reserve, and Military Spouses! This program is specifically designed to meet you wherever you are in your professional journey: Student Veterans: Build upon your current academic skillsets and increase your technical capabilities with industry-recognized training—at no cost to you. Transitioning Service Members & Spouses: Gain a clear path into the civilian workforce with a "gateway" course into a fast-growing career field. Career Switchers & Upskillers: Open a new career path or sharpen your current skills to prepare for your next mission in the private or government sector. ⚠️ Space is limited for this New Mexico-exclusive cohort. Interested candidates are encouraged to sign up early to secure their spot. What the Bootcamp Includes This 5-day, instructor-led intensive provides a comprehensive foundation, even for those with no prior IT experience. Foundational Prep: Access to CompTIA A+ and Network+ self-paced content to build your knowledge base before the bootcamp begins. Expert-Led Training: One week of live, interactive instruction from certified experts. Certification Exam Voucher: Receive a free CompTIA Security+ exam voucher upon successful completion of the course and attendance requirements. Real-World Skills: Learn cybersecurity essentials for both the government and private sectors. Key Details & Dates Orientation: May 28th at 12:00 PM ET. Self-Paced Phase: 2 weeks of prep content (Canvas LMS + Pluralsight). Live Intensive: 1 week of virtual, camera-on classes. Requirement: Must be a New Mexico resident. Don't wait to build your next chapter. Apply for the scholarship and register today to ensure you don't miss out! 👉 Register Here: https://lnkd.in/gRSKdmdH #StudentVeterans #UNM #NMHU #CNM #NMT #NMSU #VetsinTech #NewMexico #Cybersecurity #SecurityPlus #StudentVeterans #MilitarySpouses #Upskilling #HireVets #TransitioningVeterans

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Companies everywhere are being told to “do more with less” right now. Budgets are tightening. Headcount is being reduced. But the mission isn’t getting smaller — and the workload definitely isn’t. What we’re seeing across defense, federal, and commercial organizations: It’s not that teams need more people. It’s that highly capable people are spending massive amounts of time on manual, repetitive, low-value tasks, like: • Cleaning and formatting data • Rewriting the same documents again and again • Re-entering updates in multiple systems • Generating compliance, status, and reporting deliverables • Moving information between SharePoint / Teams / Email / CRMs • Creating analysis summaries by hand This is the work that slows decision advantage, execution tempo, and operational agility. If your team is feeling stretched, or you’ve lost personnel but the mission tempo hasn’t slowed — we can help you reclaim time, reduce friction, and increase performance within weeks, not quarters. If you’d like a no-pressure walkthrough of where the quick wins usually are, comment “capacity” and I’ll share it — or DM me directly. #AI #DataStrategy #DigitalTransformation #Automation #DoD #GovCon #DefenseInnovation #PublicSectorInnovation #MissionSupport #OperationalExcellence #AIForGood #Efficiency #WorkforceTransformation #DataOps #MLOps #IntelligenceCommunity #NationalSecurity #GovernmentContracting #EmergingTech #FutureOfWork #TechLeadership #C2 #DataFusion #EnterpriseAI #Analytics #MissionFocused

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think “geopolitics” is a policy problem? it’s a talent problem now China just sanctioned 20 US defense companies + 10 execs tied to Taiwan arms sales translation: your leadership team can become part of the battlefield without firing a shot so when you hire director+ in defense-tech, you’re not just evaluating: - skills - clearances - program history you’re also evaluating: - exposure (travel, business ties, public profile) - judgment (what they say publicly matters) - compliance instincts (they don’t “wing it” on export controls) this isn’t fear-mongering it’s lane b planning if you’re building a leadership bench, are you screening for geopolitical exposure… or hoping it never shows up? #defensetech #executivehiring #nationalsecurity #talentstrategy #leadership

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Our veterans and first responders spend their careers carrying the weight for all of us. Now it’s our turn to carry something for them. Boots To Beaches is on a mission to provide restorative beach vacations for veterans, first responders, and military families who need time to decompress, reconnect, and heal. Led and co-founded by Kevin Lombardo and Sandra Lombardo, this team is turning gratitude into action. These aren’t just trips. They’re resets. They’re reconnection points. They’re reminders that service is never forgotten. If you support veterans, military families, or first responders — I encourage you to: 1️⃣ Visit: https://bootstobeaches.org 2️⃣ Share their mission 3️⃣ Tag a veteran service organization that should know about this If you’re part of a veteran nonprofit, corporate giving program, or community organization anywhere in the U.S., this is an opportunity to collaborate and expand impact. Let’s build a national network of support around initiatives like this. Because those who serve deserve more than a “thank you.” They deserve restoration. #Veterans #MilitaryFamilies #FirstResponders #NonprofitLeadership #VeteranSupport #CommunityImpact #BootsToBeache #GoldStarFamilies #Nonprofit #CorporatePartnerships #SupportThoseWhoServe Bill Barrington Chad Gallagher Sandra Lombardo Tito Ruiz

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Why Military Transition Support Is a Defense Contractor Responsibility Defense contractors rely heavily on military-trained talent. We recruit it, build programs around it, and depend on it to deliver mission outcomes. Yet when service members transition out of uniform, support often ends exactly when it’s needed most. From a defense contractor perspective, this isn’t a goodwill issue—it’s a workforce and readiness issue. The Transition Gap Is Costing Industry Talent Veterans don’t struggle because they lack discipline or resilience. They struggle because the transition system is fragmented and misaligned with how industry actually hires, onboards, and develops people. The result is predictable: • Early attrition • Role misalignment • Lost clearances and sunk onboarding costs • High-potential leaders exiting the defense ecosystem altogether This isn’t a veteran failure. It’s a handoff failure between government and industry. Hiring Veterans Is Not the Same as Supporting Transition Most contractors engage after separation—when identity loss, financial stress, and cultural friction have already set in. At that point, onboarding can’t fix what should have been addressed earlier. If contractors want veterans to succeed and stay, engagement must begin before separation, not after Day One. Why Defense Contractors Must Lead Defense contractors are uniquely positioned to fix this because they: • Understand military culture • Control hiring pipelines and role design • Influence training, credentialing, and advancement • Measure retention, not just hiring numbers Transition support isn’t charity. It’s talent optimization and risk reduction. The Cost of Doing Nothing When transition fails, contractors absorb the impact: • Turnover and rehiring costs • Program disruption • Lost leadership capacity • Long-term pipeline instability Veterans don’t disengage quietly—they leave companies, contracts, and sometimes the workforce entirely. What Real Support Looks Like Effective transition support includes: • Early pre-separation engagement • Clear translation of military experience into contractor roles • Mentorship focused on navigating the organization—not just performing the job • Leadership accountability for veteran outcomes beyond hiring Most importantly, it requires ownership of the outcome, not delegation. A Direct Ask to Industry Leaders If you’re serious about hiring and retaining veterans, transition support must be treated as a strategic function—not a branding effort. Hiring is the entry point. Retention is the return. Transition is the multiplier. I’m actively working with leaders who want to move beyond appreciation and into execution—and I can show you how to build transition pathways that work for both veterans and your business. If you’re a decision maker and ready to fix this, let’s talk. Who will be the first to step up? #VeteranTransition #DefenseIndustry #Leadership #TalentStrategy #Accountability

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🚢 New Episode Drop: "The Making of the 2024 CTIME Report" In this week’s Yoke Report, we sit down with LCDR Nick Frederickson, Commanding Officer of a USCG Cyber Protection Team and one of the lead authors of the 2024 CTIME report—the Coast Guard’s flagship maritime cyber risk assessment. We talk about how the report is made, the evolving risks facing ships and ports, and why this work matters for national security. Nick also shares what it's like to lead a CPT, train cyber talent, and speak from the DEFCON main stage about critical infrastructure threats like ZPMC cranes. 🔹 Behind-the-scenes of CTIME 🔹 What cyber leadership looks like in the Coast Guard 🔹 How risk intelligence is shaping real-world maritime operations 🎧 Listen now and find out what’s coming next in the cyber maritime frontier. https://lnkd.in/eD27fN6B #Cybersecurity #MaritimeSecurity #CTIME #USCoastGuard #DEFCON #CriticalInfrastructure #CyberCommand #YokeReportPodcast https://lnkd.in/eTGU6sz9

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SkillBridge has undergone significant changes for the Air Force, necessitating an adaptation in hiring models. This week, the Air Force transitioned from a flat 180-day SkillBridge model to rank-based participation limits, imposing higher approval thresholds, especially for senior NCOs and officers. Why this matters: For employers: - Longer SkillBridge internships are no longer reliable. - Senior-level candidates may only be available for 60–90 days, pending approval. - Increased approval friction raises the risk of delays in start dates and completion. - Hiring strategies that rely on extended “try-before-you-hire” cycles will face increased pressure. For transitioning Airmen: - There will be less time with higher expectations and faster execution. - Junior enlisted personnel gain priority access, while senior members will face stricter scrutiny. - Success hinges on the rapid translation of skills into tangible business value. SkillBridge is not disappearing, but it is becoming shorter, sharper, and more selective. At CareerCircle, we are proactively addressing these changes. Our solutions do not rely on lengthy SkillBridge timelines. We emphasize: - Skills-based matching rather than time-based internships. - Role-ready candidates who can contribute swiftly. - Direct placement and short-cycle pathways (60/90/120 days) tailored to employer needs. - Employer outcomes, regardless of SkillBridge participation. The shift is evident: duration matters less, while speed to productivity is increasingly vital. CareerCircle is designed to thrive in this new reality.

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 Range Training Support Specialist Germany SECRET Maintain continuous situational awareness of the designated Govt Rep Lead’s (GRL) intent, guidance, adjustments to schedule/requirements, applicable U.S. and Host Nation regulations/requirements specific to the range or training facility utilized. Immediately alert the GRL of any potential non-compliance with standards/constraints/restrictions related to training and exercises. Also relay to the GRL, in a timely manner, related inquires/requests for adjustments by Training Units/ end-users. Provide technical instruction to customer organizations as to the planning, deployment, operation, and maintenance, of major training and exercise support systems as directed. Prepare and submit reports, inspection checklists and other required correspondence. Synchronize work efforts with all relevant Range Operations support teams and range maintenance teams. Review range schedules and required tasks daily. Adjust work efforts based upon approved adjustments as directed. Manage range resources to support scheduled range activities to include due care and basic property accountability. Ensure assigned facilities and equipment are operational, properly prepared, and staged in a condition to support training and exercises as required. Understand, interpret, and enforce Surface Danger Zone and Weapon Danger Zone diagrams for all weapon systems. Maintain continuous situational awareness and immediately notify government representatives of impending or actual encroachment of Surface Danger Zones during execution of all training and exercises. Provide feedback to Training Support Team (TST) Lead following each live-fire exercise (LFX) or force on force (FoF) training or exercise iteration, provide recommendations to improve training and exercise effectiveness. As directed, complete training, maintain records of training, and operate a range of equipment consisting of, but not limited to, range and warehouse equipment (Bobcats, Forklifts, Skid Steers, etc.) as well as HMMWV and LMTV. Construct target pits and emplace target lifters, conduct test/function checks, and operate targets using Remote-Control Units. Perform the full range of operator level maintenance on assigned equipment and in place range training equipment, including repair, on-site troubleshooting, installation, removal, retrofit and preventative maintenance activities. https://lnkd.in/eRbFffAW

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