The Federal Workforce Was Let Go. Strategic Companies Are Hiring Them Now.

Over the last several months, thousands of experienced federal workers, many of whom are mid-career or nearing retirement, have been informed that they’re no longer part of the plan. No scandal. No failure. Just gone.

Entire divisions have been dismantled. Contracts canceled. Budgets slashed. Teams disbanded. They represent institutional memory, leadership, and operational knowledge walking out the door, often with no plan to replace them.

But the mission didn’t go away. And neither did the problems. Programs still need managing. Grants still need oversight. Systems still need to function.

That’s where the opportunity lies and why companies supporting federal work should take notice.

These former federal professionals no longer wear government badges, but they still bring the experience, insight, and stability agencies rely on. The private sector is now expected to carry the load. The people who can help you do that already exist, and they’re ready and willing to support your company.

These aren’t just former SES or GS-level employees. These are seasoned professionals who:

·      Led cross-agency initiatives

·      Advised senior decision-makers

·      Navigated complex policy landscapes

·      Trained junior staff

·      Kept programs afloat during transitions and uncertainty

They understand how the system works, not just technically but also culturally. They understand timelines, oversight bodies, compliance protocols, and the unspoken expectations that come with getting things done in government environments.

What You Should Be Doing Now

If your company supports public-sector work through federal contracts, advisory services, technology, or staffing, you need these people on your team.

Start by:

·      Reaching out to your government-facing networks

·      Reviewing recent agency downsizing news

·      Directing your hiring managers to look for transferable federal experience

And most importantly, change how you evaluate résumés.

Translate the Résumé, Don’t Dismiss It

Many former feds don’t use private-sector language. They don’t call themselves strategic operators or client success leads. But they did the work.

Look past terms such as:

·      “Served as COR on multiple task orders” and consider as “Oversaw performance on multi-million-dollar vendor contracts”.

·      “Participated in interagency working groups” and consider as “Led cross-functional collaboration under federal mandate”.

·      “Developed policy guidance” and consider as “Designed frameworks that shaped national program execution”.

What to Say When You Reach Out

These former public servants may not have sales pitches, but they do have unmatched clarity and mission alignment. Here’s how you might start a conversation:

“We know your team was affected by the reductions at [Agency]. We’re supporting similar work from the outside and looking for experienced people who understand the landscape. Let’s talk.”

Remember, they were once your client. Now, they can be your most valuable asset.

If you are serious about delivering for the government, don’t overlook the professionals who already know how to do the work. They’ve already carried the mission. Now, they’re ready to take it forward with you.

They are Here, Now What

When your organization hires former federal employees onto your team, you will need support in helping them understand private-sector expectations and integrating them with your existing workforce. That’s where Next Wave Workforce can help.

We help organizations bridge cultures, align teams, and unlock the full value of government experience inside the industry. Reach out and let us help.