There is only one tri-service base in the country. It sits in central New Jersey, about 18 miles from Trenton. It is called Joint Base McGuire-Dix-Lakehurst, or JB MDL for short.

Three installations merged in 2009. McGuire is Air Force. Dix is Army. Lakehurst is Navy. They share one fence line now. That makes the talent pool here unlike any other base in the country.

If you run a midsize company in the Trenton or Philadelphia corridor, this is your backyard. Service members separate from JB MDL every month. Many of them want to stay local. They have a house here. A spouse with a job. Kids in school. They are not looking to move across the country.

The problem is finding them before someone else does. And reading their resumes right when you do. This guide walks through both. It is written for a hiring manager at a real company. Not a Fortune 500 with a veteran program already running.

What makes JB MDL talent different from other bases?

Most bases are one branch. JB MDL is three. That changes who walks out the gate.

The Air Force is the lead service here. The 305th Air Mobility Wing flies KC-46 Pegasus tankers and C-17 Globemaster III cargo jets. That means air mobility. Refueling and heavy airlift. The people who keep those jets flying are skilled maintainers and logistics pros.

The Army side is Fort Dix. It is a mobilization and training center for Reserve and Guard units headed to deploy. That builds trainers, leaders, and people who run large operations under pressure.

The Navy side is Lakehurst. It is the Navy's home for aircraft launch and recovery gear. Think carrier catapults and arresting systems. The work there is heavy engineering and test. Precision systems that cannot fail.

So you are not pulling from one skill set. You are pulling from a deep, mixed pool. A logistics planner, a jet mechanic, and a systems test engineer might all separate the same month. All living within a short drive of your office.

What kinds of veterans separate near JB MDL?

Let me name the real roles. This is who you can actually hire here.

Not every veteran from JB MDL is a pilot. Most are not. Read the work, not the unit. A title like "crew chief" sounds military. The job under it is hands-on aircraft maintenance with real accountability.

You will also find security, communications, and admin talent. Big bases need all of it. The point is the range. Decide what your open role needs. Then look for the work that matches. Do not screen on the branch or the job title alone.

One more thing about this base. It is a mobilization hub. So many of the people here have deployed and come back. They have led teams far from home, under real pressure, with no room for error. That kind of seasoning is hard to find in a civilian hire of the same age. You get it built in here.

Why should a midsize company in the Trenton corridor care?

Two reasons. Speed and location.

Start with location. JB MDL sits between Trenton and Philadelphia. Service members who separate here often want to stay. They have roots. So your local talent pool gets refreshed every month. You are not paying to relocate anyone. They already live here.

Now speed. A Fortune 500 has a veteran hiring program and a full talent team. You may not. But that is your edge, not your problem. A midsize company can move fast. You can make an offer in days, not months. A separating service member values that. They have a clock running on their transition.

Veterans are also a steady bet on staying employed. The Bureau of Labor Statistics put the 2025 jobless rate for all veterans at 3.5 percent. That is below the 4.2 percent rate for people who never served. This is a group that shows up and works hard. They are used to a standard. They do not quit when it gets tough.

How do you read a JB MDL veteran's resume?

This is where most employers lose good people. The resume looks foreign. So it gets passed over. That is a mistake you can fix in five minutes.

The fix is simple. Look for the work and the scope. How many people did they lead? What did they own? What was the result? Strip away the jargon and you find a manager or a skilled tech.

Here is a real example. An Air Force crew chief might write their resume in military terms. A good hiring manager reads what it means.

Same person. Two ways to read it. One version sinks the resume. The other gets a strong hire in the door. The candidate often does not know how to translate it themselves. That is on you to read past.

If you want a deeper method, we wrote a full guide on how to evaluate a veteran resume. It also helps to learn how to read a military job title on a resume, and what a veteran service record tells you as an employer.

How does your ATS hurt you here?

Your applicant tracking system is not your friend on this. It does not reject veterans. It ranks them. And that ranking can bury a great candidate.

Here is how it goes wrong. The military uses different words for the same work. Your job posting says "inventory management." The veteran's resume says "supply accountability." Same job. Different words. The ATS racks and stacks by keyword. So the veteran sinks toward the bottom of the list. They never surface to the top where you look.

The fix is to search on your own terms. Do not wait for the perfect resume to float up. Search the pool with both vocabularies. Better yet, work a pool that is built for you to search, where the translation is already done.

Where do you find JB MDL veterans before they separate?

The best time to reach a service member is before their last day. Once they are out, they are talking to everyone. Get in early.

One strong path is the SkillBridge program. It lets service members do a civilian work internship in their last few months of service. A word of caution though. A SkillBridge internship is not a hire. The person is still on active-duty pay. There is no full-time commitment yet. The offer comes after they separate, if it works out. Treat it as a long, real interview where you get to test the fit.

You can read the full playbook on how to become a SkillBridge host company. The official program details live at the DoD SkillBridge site. It also helps to learn how to source veterans before their separation date and how to source veterans without a job fair booth.

What mistakes do employers make with JB MDL talent?

I have watched companies trip over the same things. Here are the ones to avoid.

That last one matters more than people think. A clear onboarding plan keeps good hires. We broke it down in how to use a 30-60-90 plan to onboard a veteran manager.

What about the air mobility and aviation roles?

JB MDL is an air mobility hub. So the aviation talent here runs deep. If you hire in aviation, aerospace, or any heavy maintenance field, this base is a gift.

The 305th flies and maintains big jets. The people behind those jets are mechanics, avionics techs, logistics planners, and quality inspectors. They work to strict standards. They document everything. They do not cut corners on safety. That mindset transfers straight to a civilian shop floor or a maintenance, repair, and overhaul operation.

For more on this field, see our guides on hiring veterans for aviation and aerospace roles and aircraft MRO roles. The logistics side is covered in hiring veterans for logistics and supply chain roles. The same playbook that works near other Navy and Air Force towns applies here, like our Norfolk recruiting playbook.

How does BMR help you hire near JB MDL?

Here is the simple version. We give you a pool of veteran candidates you can search and reach out to directly. You do not wait for resumes. You go find people.

Over 1,000 new profiles are added every month. We have helped build more than 60,000 resumes. The pool runs deep in the fields JB MDL produces. Maintenance, logistics, aviation, and frontline leadership. The military jargon is already translated, so you read skills, not codes.

You can also work with the official channels. The Department of Labor's veteran hiring resources are a good starting point for any employer new to this. But the fastest way to reach a JB MDL veteran is to search a pool and message them before someone else does.

One base. Three branches. A monthly stream of skilled people who want to stay local. That is a hiring edge most companies in the Trenton or Philadelphia corridor never tap. Go use it before your competition figures it out.