You Are Not Your Rating

Let's get this straight from the start: a VA disability rating does not define your capability as an employee. It defines the government's obligation to compensate you for injuries or conditions connected to your service. Those are two completely different things. Many veterans with significant disability ratings are top performers in their civilian careers — and many employers actively seek out disabled veterans because of the skills, resilience, and work ethic they bring.

But the resume process for disabled veterans involves decisions that other job seekers don't face. Should you disclose your disability? How do you explain employment gaps caused by medical treatment or recovery? What's the best way to leverage hiring authorities like Schedule A without feeling like you're asking for special treatment? This guide walks through each of those decisions with practical, specific advice based on what actually works in the hiring process.

The goal of your resume is the same as every other veteran's: demonstrate that you can do the job, do it well, and bring value that other candidates can't match. Your disability is part of your story, but it doesn't have to be the headline — unless you strategically choose to make it one through a hiring authority that works in your favor.

Disclosure: When, How, and Whether to Tell

The decision to disclose a disability on your resume or during the hiring process is deeply personal, and there's no single right answer. It depends on the type of position, the employer, and the specific hiring authority you're using. Here's the framework for making that decision strategically.

Federal jobs using Schedule A or 30% Disabled Veteran authority: Disclose. These are hiring authorities that specifically benefit you, and using them requires disclosure. When you apply through Schedule A or the 30% or More Disabled Veteran authority, you're accessing non-competitive hiring pathways that let agencies hire you directly without going through the full competitive process. This is a significant advantage — use it.

Federal jobs through standard competitive process: You'll claim veterans' preference points on your application, which requires documentation of your disability rating. This isn't really "disclosure" in the traditional sense — it's a standard part of the federal application process that's separate from your resume content. Your resume itself should focus on qualifications and accomplishments, not your disability.

Private sector jobs: Generally, don't disclose on your resume itself. The ADA protects you from discrimination, but it also means employers can't ask about disabilities before making a conditional offer. Your resume should focus entirely on your skills, experience, and value proposition. If you choose to disclose later in the process — during an interview or after receiving an offer — that's your decision to make at that point, and it should be framed around what accommodations you might need to perform the job successfully, not around the disability itself.

Defense contractors and veteran-friendly employers: Many defense contractors and companies with strong veteran hiring programs actively seek disabled veterans to meet OFCCP compliance requirements (federal contractors are required to have a utilization goal of 7% for employees with disabilities). These companies often have self-identification forms during the application process that are voluntarily completed and kept separate from your application. Completing these forms can actually work in your favor with these employers.

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Handling Employment Gaps

Many disabled veterans have employment gaps — sometimes months, sometimes years — caused by medical treatment, recovery, VA processes, or the time it takes to figure out what comes next after a service-connected injury changed your career trajectory. These gaps are real, they're legitimate, and they're nothing to be ashamed of. But they do need to be addressed on your resume because unexplained gaps raise questions for hiring managers.

Strategy 1: Address the gap directly (recommended for gaps over 6 months). You don't need to describe your medical history, but you can acknowledge the gap honestly. Use a simple entry on your resume: "Medical Recovery and Career Transition (2022-2024) — Completed VA medical treatment and rehabilitation program. Used recovery period to earn PMP certification, complete 24 credit hours toward MBA, and volunteer as mentor for transitioning veterans through American Corporate Partners." This shows you were productive during the gap without disclosing specific medical details.

Strategy 2: Use a functional or combination resume format. If your gaps are multiple or lengthy, a combination format that leads with a skills-based section before your chronological work history can shift the reader's focus from dates to capabilities. Group your skills into categories (Technical Skills, Leadership, Project Management) with specific examples from your military service, then follow with a streamlined work history that includes dates but doesn't draw attention to gaps.

Strategy 3: Fill gaps with productive activities. If you're currently in a gap period and haven't started applying yet, start building resume-worthy activities now. Online certifications (many are free for veterans), volunteer work, freelance projects, professional association involvement, and formal education all count as productive activity. Even a 3-month gap filled with "Completed Google Project Management Certificate and volunteered 200 hours with Habitat for Humanity" looks very different from an unexplained blank space.

What NOT to do: Don't lie about dates. Don't fabricate employment to cover gaps. Don't leave the gap completely unexplained and hope nobody notices. And don't apologize for the gap or frame it negatively. "Recovered from combat injuries sustained in service to my country" isn't something you should ever feel the need to justify — but you also don't need to lead with it. Keep it professional, keep it brief, and keep the focus on what you're ready to do now.

Schedule A: Your Non-Competitive Federal Hiring Path

Schedule A (specifically Schedule A, 5 CFR 213.3102(u)) is a federal hiring authority that allows agencies to hire people with severe physical, psychiatric, or intellectual disabilities through a non-competitive process. For disabled veterans, this can be a faster path into federal employment than the traditional USAJOBS competitive process.

To use Schedule A, you need documentation from a licensed medical professional, VA, or state vocational rehabilitation agency confirming that you have a disability and are able to perform the job duties with or without reasonable accommodation. Your VA disability rating letter often satisfies this requirement, though some agencies may request additional documentation.

The key advantage of Schedule A is that agencies can hire you directly without posting the position competitively. This means you can approach agencies proactively — reach out to Selective Placement Program Coordinators (SPPCs) at the agencies you're interested in, provide your resume and Schedule A documentation, and ask about available positions. This bypasses the USAJOBS process entirely and lets you have direct conversations with hiring officials.

Your resume for Schedule A applications should follow federal resume format with full detail on your experience, skills, and qualifications — the same standard you'd use for any federal application. The only difference is the pathway, not the resume quality expected. We've written a detailed guide to Schedule A that covers the full process, required documentation, and agency-specific tips.

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Resume Writing Tips Specific to Disabled Veterans

Focus on transferable capabilities, not limitations. If your disability changed your career trajectory — for example, you were infantry but now pursuing IT due to a physical disability — frame the transition positively. You're not "unable to do your previous job." You're "leveraging military discipline and problem-solving skills in a high-demand technology career, combining hands-on operational experience with newly earned technical certifications."

Highlight resilience without oversharing. Your ability to overcome adversity is genuinely impressive, but your resume isn't the place for your personal story. Save that for the interview if you choose to share it. On your resume, demonstrate resilience through accomplishments: certifications earned, education completed, volunteer work, professional development — all while navigating recovery. The accomplishments speak for themselves.

Leverage veteran-specific resources on your resume. If you completed vocational rehabilitation through Chapter 31 (Veteran Readiness and Employment), include the training, certifications, and education you received. If you completed a work-study program, list the experience. These programs exist to build your qualifications — make sure those qualifications show up on your resume.

Don't undersell your military experience. Some disabled veterans minimize their military service on their resume, especially if they were medically retired or separated before completing a full career. Your service counts regardless of how it ended. Three years of military experience is still three years of discipline, training, teamwork, and accountability that most civilian candidates don't have. Four combat deployments are four combat deployments whether you served 6 years or 26.

Tailor for the specific opportunity. This applies to every resume, but it's especially important for disabled veterans using hiring authorities. When you're applying through Schedule A or 30% Disabled Veteran authority, you're often submitting your resume directly to a hiring official rather than through an automated system. That means your resume needs to be immediately readable, clearly relevant to the position, and compelling enough that the hiring official sees you as a solution to their staffing need — not as a compliance checkbox.

Companies and Programs That Actively Recruit Disabled Veterans

Many employers have formal disabled veteran hiring programs, and knowing which companies prioritize disabled veteran recruitment can help you target your job search more effectively.

Federal agencies all have Selective Placement Program Coordinators (SPPCs) whose job is specifically to help disabled applicants navigate the hiring process. Find the SPPC for your target agency and make direct contact — they can tell you about open positions, walk you through the Schedule A process, and advocate for your candidacy internally.

In the private sector, look for companies that have signed the Disability:IN pledge or participate in the Employer Support of the Guard and Reserve (ESGR) program. Companies like Microsoft, Amazon, JPMorgan Chase, Lockheed Martin, and Booz Allen Hamilton have dedicated programs for hiring veterans with disabilities. These companies understand that disability doesn't equal inability, and their hiring processes are designed to evaluate your capabilities fairly.

Veteran Service Organizations (VSOs) like the DAV, Paralyzed Veterans of America, and Blinded Veterans Association offer employment assistance programs specifically for disabled veterans. These organizations can help with resume writing, interview preparation, job placement, and connecting you with employers who are actively seeking disabled veteran candidates.

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Related: Military resume keywords that beat ATS by industry and resume red flags that get veteran resumes rejected.