You have an open access-control post to fill, or a security operations center seat, or a physical-security supervisor role that keeps sitting empty. The civilian applicants you get either lack the discipline for it or treat it as a stopgap job. Turnover is brutal. The work is steady, but the right people are hard to find.

Here is a talent pool most midsize companies skip: veterans who did this exact job in uniform. Force protection. Entry control points. Master arms watch standing. These are people who controlled access to flight lines, ships, weapons storage, and high-value installations every single day. Physical security was not a side duty for them. It was the mission.

This guide shows you how to find, read, and hire them. It covers which military backgrounds map to which physical-security roles, how to spot the right fit on a resume, and how a company without a big recruiting budget can still build a steady pipeline. If you are hiring for a broader mix of guard force and public-safety work, pair this with our guide on hiring veterans for corporate security and public-safety teams. That one takes the wider organizational view. This one stays tight on access control, the SOC, and physical-security supervision.

Why Do Veterans Fit Physical Security and Access Control So Well?

Physical security runs on procedure. So does the military. A service member who stood entry control at a base gate already knows how to verify credentials, log entries, control a perimeter, and escalate a problem without panic. That is the core of access control work.

The match goes deeper than tasks. A good access-control officer has to stay alert during long, quiet shifts and react fast when something breaks the pattern. Military security duty trains exactly that. Hours of routine, then a sudden need to act. Veterans who did this work do not get bored into carelessness as easily as a fresh civilian hire often does.

They also take post orders seriously. In the military, a lapse at the gate or in a weapons-storage area is not a write-up. It is a real safety failure with real consequences. That mindset carries over. When you brief a veteran on your access-control procedures, they tend to follow them to the letter and flag the gaps you missed.

Which Military Backgrounds Map to Physical Security Roles?

Every branch has a security career field, but the titles look nothing like your job postings. A recruiter who skips these resumes because the words do not match is leaving great people on the table. Here is how the main ones translate.

Army Military Police (31B). These soldiers run law-and-order operations, control access to installations, and handle detention and force protection. An Army 31B Military Police veteran has done access control, patrol, incident response, and report writing. That maps straight to a physical-security officer or shift supervisor role.

Navy Master-at-Arms (MA). The Navy's police and security force. A Navy Master-at-Arms stands armed watch, controls access to ships and bases, runs anti-terrorism and force-protection programs, and handles K-9 and harbor security. Strong fit for access control, waterfront or facility security, and SOC work.

Air Force Security Forces (3P0X1). The Air Force's defenders protect flight lines, missile fields, and nuclear assets. An Air Force Security Forces veteran knows layered physical security, restricted-area access control, and armed response cold. They often have experience guarding some of the highest-value assets in the country.

Marine Military Police (5811). Marines in this field run security, law enforcement, and detention operations in garrison and deployed. A Marine 5811 Military Police veteran brings access control, patrol, and a strong bias toward following procedure under pressure.

Do not stop at these four. Combat arms veterans often pulled guard duty and entry-control rotations. Many service members across jobs held an anti-terrorism or force-protection collateral duty. Read the whole resume, not just the job code.

What Physical Security Roles Can These Veterans Fill?

Physical security is not one job. It is a ladder, and veterans land at different rungs based on rank and experience. Match the person to the right rung and you keep them longer.

Access control officer

The front line. Verifying badges, screening visitors, controlling entry points, monitoring who comes and goes. A junior enlisted veteran who stood entry control in uniform can do this on day one. The procedures change, but the muscle memory of credential checks and access logs is already there.

Security operations center (SOC or GSOC) analyst

Watching camera feeds, alarm systems, and access logs from a central room. Triaging alerts and dispatching response. This is watch standing by another name. Veterans who ran a base operations center, stood quarterdeck watch, or monitored sensors take to it fast. They already know how to hold focus on a board of feeds and act on the one thing that matters.

Physical security supervisor or manager

Running a shift, a guard force, or a site security program. This is where senior NCOs shine. A staff sergeant who supervised a security platoon already managed schedules, post assignments, training, and discipline. Do not assume a veteran only fits an entry-level guard slot. Many led teams larger than the one you are hiring them to run.

How Do You Read a Security Veteran's Resume?

The hard part is translation. A veteran's resume often lists the military title and a wall of acronyms. You have to see the civilian job underneath. The skill is reading for the work, not the words.

Start with what they actually controlled. A line like "stood armed watch on entry control point, screening 400 personnel and 80 vehicles per shift" is an access-control officer describing throughput. "Supervised 12-person security detail across rotating shifts" is a shift supervisor. The civilian title is hiding in plain sight.

Watch for a security clearance, too. Many of these veterans held a Secret clearance, and some higher. A clearance signals they passed a background investigation and were trusted with sensitive access. For a physical-security role, that is a strong trust signal even if your job does not require the clearance itself.

One more thing on your applicant tracking system. An ATS racks and stacks resumes by keyword match. A veteran who writes "entry control point" instead of "access control" can sink to the bottom of the pile even though they are perfect for the job. The system does not reject them. It just buries them. If you only read the top of your ATS ranking, you miss strong people. Search the database with military terms too. We cover this more in why your ATS buries qualified veteran applicants.

Where Do You Find Physical Security Veterans?

Posting a job and waiting does not work well for this pool. The best security veterans often get hired before they ever hit a public board. You have to go where they are, and ideally reach them before they separate.

The DoD SkillBridge program is one of the cleanest ways in. It lets a service member spend their final months working at your company before they separate. The military keeps paying them during that window. You get a long working interview with no payroll cost, and a real look at whether they fit your security team before you commit.

For broader sourcing tactics, the Department of Labor's employer hiring resources lay out the federal programs and contacts worth knowing. If you also draw force-protection talent for emergency-response or facility work, our guides on hiring veterans for emergency management and facilities management roles cover adjacent pools.

Can a Midsize Company Compete for This Talent?

Yes. You do not need a Fortune 500 budget to win here. You need to move faster and read these candidates better than the companies that skim past them.

Big firms with formal veteran programs still lose security veterans because their hiring process drags. A strong applicant gets three other offers while a slow company is still scheduling a second interview. Speed is your edge. When you find a fit, move on it.

The U.S. Bureau of Labor Statistics put the veteran unemployment rate at 3.5% in 2025. Good security veterans do not stay on the market long. Your advantage is not scale. It is being the company that recognizes what they did in uniform and makes a clear offer before someone else does.

There is also a retention payoff that helps a smaller team most. The cost of an empty security post is real. Overtime piles up, coverage gaps open, and morale on the remaining shift drops. A veteran who treats the post seriously and tends to stay is worth more to a midsize company than a string of short-term hires you keep replacing. You spend less on rehiring and retraining, and your coverage stays steady. That stability is the quiet return on hiring this pool, and it shows up on your budget within the first year.

One note on the law. You can recruit veterans on purpose and treat veteran status as a plus. You cannot screen out non-veterans or use protected traits in a way that runs afoul of equal employment rules. Add veterans to your pool. Do not exclude others from it. This is general guidance, not legal advice, so check your own counsel on edge cases. Our guide on sourcing veterans without violating EEO rules goes deeper.

How Does BMR Help You Hire Security Veterans?

BMR is built around a pool of veteran candidates, and security and force-protection talent runs deep in it. More than 1,000 new profiles get added every month, and over 60,000 resumes have been built on the platform. That is a steady, growing supply of the exact people who fill access-control and SOC seats.

Instead of posting and praying, you search for the skills you need and reach out. You can read a candidate's real background, see how their military security work maps to your role, and start a conversation before they hit a public job board. For a midsize company without a recruiting department, that changes the math.

If you want access to that talent pool, reach out through our hire page and we will get you set up. The next access-control officer or physical-security supervisor you hire is probably already in the pool, waiting for someone to read the resume right.