A military spouse with a bachelor's degree in accounting works the front desk at a hotel near base. A former project manager rings up groceries at the commissary. A licensed therapist can't practice because the new duty station state won't recognize her credentials for another four months.

These aren't outliers. According to the U.S. Department of Defense, military spouse unemployment hovers around 21% — roughly four times the national average. But the number that rarely gets discussed is worse: among those who are employed, the majority are working in positions far below their education and experience level. The Blue Star Families 2023 Military Family Lifestyle Survey found that 71% of employed military spouses reported being underemployed.

That gap between what you're qualified for and what you're actually doing has a name: underemployment. And for military spouses, it compounds with every PCS move. Each relocation resets the clock — new state, new job search, new licensing requirements, new employer who sees your resume and quietly wonders how long you'll stay.

I built BMR specifically because my own transition was a mess — and after helping 15,000+ veterans and military spouses through the platform, I've watched this pattern repeat thousands of times. The spouse often has more education than the service member, more civilian work experience, and still ends up taking whatever job is available within driving distance of the installation.

This article breaks down why spouse underemployment happens, what it actually costs over a career, and specific steps to stop the cycle.

What Does Spouse Underemployment Actually Look Like?

Underemployment isn't the same as unemployment. Unemployment means you don't have a job. Underemployment means you have one — it just doesn't match your qualifications, experience, or earning potential. For military spouses, this shows up in predictable ways.

A registered nurse works as a medical receptionist because her license hasn't transferred yet. An MBA holder manages a retail store instead of the operations department she's qualified for. A teacher's aide position is all that's available mid-year when the family arrives at a new duty station in October.

The pattern is consistent: accept whatever is available, plan to job-search again once settled, then get orders before you ever move up. The Department of Labor reports that military spouses earn 26.8% less than their civilian counterparts with equivalent education. That wage penalty isn't because of lower qualifications — it's because of interrupted careers and geographic constraints.

Underemployment also includes involuntary part-time work. Plenty of military spouses want full-time roles but can only find part-time positions near their installation, especially in rural areas where the base is the largest employer in the county.

Why Does Underemployment Hit Military Spouses So Hard?

The causes stack on top of each other. No single factor would be a career-killer on its own, but combined, they create a cycle that's extremely difficult to break without a deliberate strategy.

PCS Moves Reset Everything

The average military family moves every 2-3 years. Each move means a new job search in a new market where you have zero local network. Employers see a resume with four different states in eight years and draw conclusions — even if they don't say it out loud. The hiring manager is thinking about training costs and retention, and a military spouse resume with frequent relocations raises flags that have nothing to do with your ability.

License Portability Gaps

More than 30% of military spouses work in fields requiring state licenses — teaching, nursing, therapy, real estate, cosmetology. The Interstate Compact has made progress for some professions (nursing in particular with the Nurse Licensure Compact), but many licensed professions still require you to re-apply, pay fees, and wait weeks or months in each new state. During that waiting period, you're either not working or working below your license level.

Employer Bias (Spoken and Unspoken)

Some employers won't say it directly, but the concern is always there: "How long will this person stay?" A 2019 study from Syracuse University's Institute for Veterans and Military Families found that military spouse job seekers faced measurable hiring discrimination compared to civilian applicants with identical qualifications. This bias pushes spouses toward jobs that are easy to get — and easy to get means easy to fill, which means lower-paying and lower-skilled.

The "Just Get Something" Pressure

PCS moves are expensive. BAH helps, but the financial pressure of a cross-country relocation often pushes spouses to take the first job that says yes. When you need income now, you don't have the luxury of holding out for the right role. That urgency is rational in the short term and devastating in the long term.

Dominic Landed a Six-Figure Role
With a Top Defense Firm.

"The most effective resource I used in my transition."
— Dominic, E-7, Marines

Read their story →

Federal (USAJOBS) & private sector formats Translates military jargon into civilian language Tailored to each job — not a generic template

Get My Free Resume

2 free tailored resumes, cover letters & LinkedIn optimization

What Is the Real Career Cost of Spouse Underemployment?

The financial impact of underemployment compounds over time in ways most families don't calculate until it's too late. This goes beyond the paycheck gap.

The Hiring Our Heroes foundation estimates that military spouse underemployment costs families an average of $12,000-$14,000 per year in lost wages. Over a 20-year military career, that adds up to $240,000-$280,000 in lost earnings — not counting the compound effect on retirement savings, Social Security credits, and career advancement that never happened.

Beyond money, there's a psychological cost. Research from the National Military Family Association consistently shows that career dissatisfaction among military spouses correlates with lower overall family readiness and higher rates of service member attrition. The DoD knows this — it's one reason spouse employment programs keep expanding. But programs alone don't solve a structural problem.

The professional identity loss matters too. Spending years in roles below your capability erodes confidence. I've seen this pattern through BMR — spouses who start with strong professional backgrounds gradually lower their own expectations. After enough PCS moves, they stop applying for roles that match their qualifications and default to positions they know they can get.

How Can Military Spouses Break the Underemployment Cycle?

Breaking this cycle takes intentional planning. Not motivation — planning. Here are specific strategies that actually work, based on what I've seen succeed across the BMR platform.

Build a Location-Independent Career

The single most effective strategy is removing geography from the equation. Remote work has exploded since 2020, and military spouses are uniquely positioned to take advantage of it — you're already used to working independently, managing across time zones, and adapting to new environments quickly.

Fields with strong remote options that don't require state-specific licensing: project management, IT and cybersecurity, technical writing, digital marketing, accounting (once CPA is established), software development, UX design, and data analysis. These fields also tend to have clear career ladders that aren't location-dependent.

Use Military Spouse Preference — Actually Use It

Executive Order 13473 gives military spouses non-competitive hiring preference for federal jobs. Program S (PPP-S) through the DoD Priority Placement Program does the same for DoD civilian positions. These are real, meaningful advantages — but only if you know they exist and apply through the correct channels. Many spouses don't know about these preferences, or they assume the federal application process is too complex.

The federal application process does require more detail than a private-sector resume, but the payoff is significant: career-level positions, telework flexibility, and the ability to transfer between installations through the federal system rather than starting over.

Tailor Your Resume for Every Application

A generic resume is the fastest way to stay underemployed. When you're competing against local candidates who've been in the area for years, your resume has to work harder. That means tailoring it to each specific job posting — matching the skills and keywords from the posting, reframing your experience to match what that employer is looking for, and addressing the relocation question head-on in your professional summary.

BMR's Resume Builder handles this automatically — paste the job posting and it tailors your resume to that specific role. The free tier includes two tailored resumes, which is enough to start targeting higher-level positions instead of settling for whatever's available.

Should You Address Frequent Moves on Your Resume?

Yes — but strategically. Ignoring the elephant in the room doesn't make it go away. Hiring managers can see your location history. The question is whether you control the narrative or let them draw their own conclusions.

In your professional summary, a single line handles it: "Remote-capable project manager supporting military family relocations with uninterrupted career progression across four states." That's it. You've acknowledged the moves, framed them as a positive (you kept working through all of them), and signaled remote capability.

For your work history, focus on accomplishments and results rather than just duties. If you managed a team of 12 at one location and streamlined a process that saved $50K at another, those results travel with you regardless of zip code. Quantified achievements make the relocation history irrelevant because the hiring manager is now thinking about what you can do for them.

One more thing: stop listing your home address on your resume if you're applying for remote roles. Use the city where the job is based, or simply list "Remote" as your location. There's no rule requiring your physical address, and removing it eliminates one more reason for a hiring manager to hesitate.

What Resources Actually Help With Spouse Underemployment?

There are a lot of programs out there. Not all of them are worth your time. Here's what actually produces results based on what I've seen work for spouses using BMR.

SECO (Spouse Education and Career Opportunities): The DoD's free career coaching program for military spouses. They offer one-on-one career counseling, help with job searches, and connect you to education funding through MyCAA (up to $4,000 for portable certifications). Call the Military OneSource line at 800-342-9647 to get started. This is genuinely useful — the career coaches understand military life constraints.

MSEP (Military Spouse Employment Partnership): A DoD program connecting spouses with employers who've committed to hiring military spouses. Over 700 companies participate, including Amazon, Booz Allen Hamilton, and USAA. The key advantage here is that these employers already understand PCS moves — you don't have to explain your career gaps.

Hiring Our Heroes Military Spouse Fellowship: A 12-week professional fellowship with host companies. This is one of the best programs available because you get actual work experience with an employer who knows your situation. Many fellowships convert to full-time offers.

MyCAA (My Career Advancement Account): Up to $4,000 for licenses, certifications, or associate degrees in portable career fields. If you're in a licensed field and need to get credentials that transfer across state lines, this is the funding source. Focus on nationally recognized certifications rather than state-specific ones.

The common thread across all of these: they work best when you have a clear career direction and a tailored resume ready to go. Programs open doors, but your resume is what gets you through them.

Breaking the Cycle Starts With One Decision

Spouse underemployment isn't a personal failure. It's a structural problem created by a lifestyle that moves you every few years, doesn't transfer your credentials automatically, and puts you at the back of the line in every new job market. Recognizing that is step one.

Step two is refusing to accept it as permanent. Every PCS move is a chance to aim higher instead of settling. That means building portable credentials, using the federal hiring preferences available to you, and submitting resumes that are tailored to specific positions instead of generic catch-all documents.

The 71% underemployment stat only stays that high because most spouses approach each move reactively — scrambling for whatever's available after arriving. Flipping that to proactive changes everything: start the job search 60 days before the move, research the new market, get your licenses in process, and have your resume tailored before your household goods arrive.

You didn't choose the military lifestyle to settle for less. The career you're qualified for is available — you just need the right strategy and the right tools to get there despite the moves.