You found a great veteran candidate. The skills fit. The interview went well. Then they tell you they are mid-move, or about to be. Now you are not sure when they can start or whether you should help pay for the move.

This is one of the most common timing problems in veteran hiring. It is also one of the easiest to solve once you understand the military move calendar. A separating veteran is not on PCS orders anymore. But the military move cycle still shapes two things. It shapes when they are free and what relocation help they need.

This guide breaks down how to time your recruiting and structure relocation support around that window. It is written for midsize employers who do not run a big in-house relocation program. You do not need one. You need to know two dates and offer the right kind of help.

What Is a PCS Move and Why Does It Matter to Hiring?

PCS stands for Permanent Change of Station. It is the military's term for moving a service member to a new duty station. Military OneSource notes a PCS assignment generally lasts two to four years. Under DoD's Joint Travel Regulations, a move counts as a PCS when the assignment runs 20 weeks or more.

One thing trips up employers. A veteran leaving the service is not doing a PCS. They are separating. There are no new orders sending them to your city. But their last move out of the military looks and feels like a PCS to them. They still pack up a household. They still relocate a family. They often still have a government-funded move tied to leaving.

So the timing pressure is real even though the term is wrong. If you say "we will help with your PCS," you are using the word loosely. That is fine in casual talk. But know the difference. The accurate frame is a final separation move, not a duty-station transfer.

The PCS Season Pattern

Military moves spike in late spring and summer. Families move when school is out. This is called PCS season. It runs roughly May through August. Moving companies book up fast in that window.

Why does this matter to you? Two reasons. First, more veterans are in transition during these months. Your candidate pool is larger. Second, moving costs and delays peak then. A veteran who needs to relocate in July faces a tight, expensive market. Your relocation help is worth more in that moment.

When Can a Separating Veteran Actually Start?

This is the question that matters most. The answer comes down to two dates. Once you ask for them, the timeline gets clear fast.

The first date is the separation date. This is the official last day of service. The second is the start of terminal leave. Terminal leave is paid leave a service member uses right before they separate. Military OneSource explains that service members earn 30 days of paid leave a year. Many save it up and burn it at the end.

Here is why terminal leave is good news for you. A veteran on terminal leave is still technically in the service. But they are often free to interview, accept an offer, and in many cases start work. They are getting military pay during this window. So they may be more flexible on start date and pay than you expect.

Terminal leave is granted at the command's discretion. So it is not guaranteed. But when a candidate has it, you gain options. You can sometimes get them on board weeks early.

For a deeper look at start-date timing, see our guide on when a veteran candidate is available to start. The short version is to ask early and ask plainly. Veterans will tell you their dates if you ask.

Should You Offer Relocation Support to a Veteran Hire?

Often, yes. But the kind of help matters more than the dollar amount. A veteran leaving the service may already have a partly funded final move. Your job is to fill the gaps, not duplicate what the military covers.

Think about what the move actually costs them. There is the physical move of household goods. There is travel to your city. There is temporary housing if their start date and move date do not line up. There is the cost of a spouse leaving a job and finding a new one. Each of those is a place you can help.

Watch out for one trap. Many midsize employers think relocation support means a big lump-sum check. It can. But for a separating veteran, timing-based help often beats cash. Say you cover a month of temporary housing so they can start sooner. That can be worth more than a signing bonus.

You do not have to do all of this. Pick what fits your budget. Even a flexible start date with no cash attached can win a candidate. It shows you understand their situation. That signal alone sets you apart from employers who do not get it.

How Do You Support the Military Spouse Who Relocates Too?

A veteran rarely moves alone. Many bring a spouse and kids. The spouse often had a job at the last base. That job does not move with them. This is one of the biggest hidden stress points in a veteran hire.

If you ignore the spouse, you risk the hire. A new employee whose family is struggling to settle in will not stay long. They may even back out before day one. Supporting the spouse is not charity. It protects your hire.

You do not need a formal spouse program to help. Start small. Pass along local job leads. Connect the spouse with someone in your network. If you have open roles the spouse fits, mention them. Military spouses are a strong, often overlooked talent pool in their own right.

For more on this, read our guide on reducing military spouse turnover from PCS moves. The same move calendar that affects your veteran hire affects their spouse. Plan for both. You can also build a wider pipeline by recruiting veterans through spouse networks.

When Should You Start Recruiting Around the Move Cycle?

Start earlier than you think. The best veteran candidates plan their transition months out. Many know their separation date a year ahead. They start job hunting well before they take off the uniform.

If you wait until a veteran is fully separated and moved, you are late. The strong ones are gone. They lined up offers during terminal leave or before. So your recruiting should reach them while they are still in transition.

This is the whole case for sourcing early. A veteran who is six months from separation is the sweet spot. They have time to interview. They can plan the move around your start date. And you face less competition because many employers will not talk to someone who is not "available now."

Veterans are a strong hire to plan around. In 2025, the annual unemployment rate for all veterans was 3.5 percent. That was lower than the 4.2 percent rate for nonveterans. Gulf War-era II veterans came in at 3.6 percent. These are people who get hired. If you want them, you have to move early.

For the full play on reaching candidates before they leave, see our guide on sourcing veterans before their separation date.

How Do You Build the Relocation Offer Into the Hire?

Put the relocation terms in writing with the offer. Do not leave it vague. A veteran planning a family move needs to know what you will cover before they say yes. Vague promises lose candidates.

Keep it simple. List what you cover, what you reimburse, and any caps. Tie the start date to the move where you can. If you offer temporary housing, say how long. If you offer a stipend, say the amount and when it pays out.

Then connect the move to a clear first 90 days. A veteran who just relocated a family is carrying a lot. A solid onboarding plan keeps the new hire steady through the move stress. See our guide on onboarding veteran employees with a 90-day plan. It pairs well with the look at keeping a veteran new hire past the one-year mark.

The federal government has resources for employers who hire veterans. The Department of Labor's VETS office has guides on hiring and retaining veterans. It is worth a look as you build out your process.

Where Do You Find Veterans Who Are Mid-Transition?

This is where having the right pipeline pays off. You want to reach veterans while they are still planning the move, not after they have landed somewhere else. That means a steady source of candidates who are in transition right now.

Best Military Resume keeps a growing pool of veteran talent. Over 1,000 new profiles are added every month. More than 60,000 resumes have been built on the platform. Many of these are people in active transition, planning their move and their next role at the same time.

That is exactly the candidate you want for this play. They have a known timeline. They can plan the move around your start date. And they are reachable before a faster-moving competitor scoops them up.

What to Do Next

Veteran hiring is a timing game as much as a sourcing game. The move calendar is not a barrier. It is a map. Once you know how it works, you can plan around it and beat employers who do not.

Start by changing one thing. Ask every veteran candidate for their separation date and whether they have terminal leave. Then build your offer and start date around the answer. Add relocation help where it fills a real gap. Look out for the spouse. That is the whole play.

When you are ready to reach veterans who are in transition right now, connect with Best Military Resume's veteran talent pool. We can put you in front of candidates who are planning their next move and their next role at the same time. That is the right time to talk to them.

Brad Tachi, Founder of Best Military Resume