You have 180 days of SkillBridge eligibility. Maybe less, depending on your command. That window is supposed to set up the rest of your career. So why would you spend it on a program where half the participants end up job hunting after graduation anyway?

That is the question nobody at TAP is going to answer for you. They will hand you a list of approved SkillBridge providers and tell you to pick one. What they will not tell you is which programs actually convert interns into employees, which ones treat you like free labor, and which ones have hire rates worth rearranging your PCS timeline for.

I built BMR after spending 1.5 years applying for jobs post-separation with zero callbacks. SkillBridge did not exist when I got out as a Navy Diver, but I have watched thousands of veterans go through it since launching BMR. Some walk out with six-figure offers on day one. Others finish their internship and start the job search from scratch. The difference almost always comes down to which program they picked. This article breaks down which SkillBridge programs have the highest hire rates in 2026 and what to look for so you pick the right one.

What Does "Hire Rate" Actually Mean for SkillBridge?

When a SkillBridge provider says they have a 90% hire rate, that number could mean several things. Some companies count any job offer — including offers at different companies — as a "hire." Others only count direct-hire into the host company. A few count participants who start a new SkillBridge rotation somewhere else as "placed."

The only number that matters: what percentage of SkillBridge participants received a full-time offer from the company they interned with, and accepted it? That is a direct conversion. Everything else is marketing.

DoD tracks SkillBridge participation numbers through the Defense Department SkillBridge portal, but they do not publish company-level hire rates. The data in this article comes from publicly reported company outcomes, veteran community surveys, and what BMR users have reported back to us after completing their programs. We will be specific about what we know and honest about what we are estimating.

Which SkillBridge Programs Have the Highest Hire Rates?

Based on publicly reported outcomes and veteran community data, these program categories consistently convert SkillBridge participants into full-time employees at the highest rates. We are grouping by program type because individual company data shifts year to year, and a category-level view gives you a more reliable picture.

Tier 1: Defense Contractors (Reported 85-95% Conversion)

Companies like Lockheed Martin, Raytheon (RTX), Northrop Grumman, Boeing Defense, and General Dynamics have some of the highest SkillBridge-to-hire conversion rates in the program. The reason is straightforward: they already know how to value military experience because their customers are the same branches you served in. When a defense contractor brings on a SkillBridge intern, they are usually filling a specific billet they already have budget for. You are not doing exploratory work. You are being evaluated for a real position.

Lockheed Martin runs one of the largest SkillBridge company programs in the country. Their reported conversion rates exceed 90% in some divisions, particularly in engineering, cybersecurity, and program management roles. Raytheon and Northrop Grumman report similar numbers for cleared positions where the applicant already holds a TS/SCI.

Tier 2: Tech Companies With Dedicated Veteran Programs (75-90%)

Amazon, Microsoft, Salesforce, and Google all run structured SkillBridge tracks, though their approaches vary. Amazon is the volume leader — their Military Apprenticeship and SkillBridge programs place veterans into operations management, cloud computing, and logistics roles at scale. Microsoft runs the MSSA (Microsoft Software and Systems Academy) which feeds into both Microsoft and partner companies. Salesforce runs Vetforce with a path into their ecosystem of consulting partners.

The conversion rates here depend heavily on which track you enter. Amazon operations roles convert at very high rates because the demand is constant. Technical roles at Microsoft or Google require you to pass the same technical interviews as every other candidate, so the SkillBridge period is really structured prep time — not a guaranteed job.

Tier 3: Trade and Certification Programs (70-85%)

Programs like Helmets to Hardhats, HVAC training through Trane or Carrier, electrical apprenticeships through the IBEW, and cybersecurity bootcamps like Fullstack Academy or Hack Reactor fall into this tier. These programs are less about one specific employer and more about making you employable across an entire industry. The hire rate is lower per-company because the model is different — they are training you for a credential, not a specific desk.

That said, many veterans prefer this model because you graduate with a portable certification (CompTIA Security+, AWS Solutions Architect, Journeyman Electrician) that gives you options. You are not locked into one employer.

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Why Do Some SkillBridge Programs Have Low Hire Rates?

Not every SkillBridge provider is set up to hire you. Some companies use the program as a talent pipeline with genuine intent to convert. Others use it for cheap labor during your last months of service. Knowing the difference before you apply saves you from wasting your one shot at SkillBridge.

Red flags that a program has a low conversion rate:

• No specific role attached to your internship. If they cannot tell you the job title, team, and reporting structure before you start, they are not planning to hire you. They are filling a gap.
• High participant volume with vague outcomes. Some programs accept 50-100 SkillBridge interns per cycle but only have budget for a handful of new hires. Ask how many positions they actually filled from the last cohort.
• No mentor or supervisor assigned. Programs with high hire rates pair you with someone who evaluates your work and advocates for your full-time conversion. If nobody owns your development, nobody will own your offer letter.
• The program is mostly classroom training. Training-only programs can be valuable for certifications, but they are not employer pipelines. Go in with eyes open about what you are getting.

How to Evaluate a SkillBridge Program Before You Apply

The SkillBridge portal lists hundreds of approved providers. That approval means DoD vetted the company, not that they have great outcomes. Here is how to figure out which ones are actually worth your time.

Ask These Five Questions Before Committing

1. What is your direct-hire rate from the last two cohorts? Not "placement rate." Not "employment rate." Direct. Hire. From your company. If they will not give you a number, assume it is low.
2. What specific role will I be filling during the internship? You should get a job title, team name, and supervisor name before you sign anything. If they say "we will figure that out when you arrive," walk.
3. How many participants did you accept last cycle, and how many received offers? This is the math that matters. 50 interns and 5 offers is a 10% conversion rate, no matter what their marketing says.
4. Will I be doing the same work as a full-time employee in this role? If yes, they are evaluating you for the real job. If you are doing busywork or special projects, you are filler.
5. What happens if I do not get an offer? Good programs have a backup plan — career coaching, referrals to partner companies, resume support. Bad programs shrug and say good luck.

Where to Find Real Veteran Reviews

The SkillBridge portal does not include reviews. But veterans talk. Check these sources before committing to a program:

• r/SkillBridge on Reddit — the single best source of unfiltered veteran feedback on specific programs. Search the company name before applying.
• Glassdoor (filter for "intern" reviews) — some SkillBridge participants leave reviews under the internship category. Look for patterns, not individual complaints.
• LinkedIn veteran groups — search for the company name plus "SkillBridge" and you will find alumni who will tell you exactly what to expect.
• Your branch-specific transition office — some installations track which programs their service members used and whether they were satisfied. Ask your career counselor.

If you are still figuring out SkillBridge eligibility requirements and timelines, start there before evaluating specific programs. You need to know your window before you can pick your program.

Industry Breakdown: Where the Highest Hire Rates Are in 2026

Different industries hire SkillBridge participants at very different rates. The pattern is predictable once you understand why: industries that already employ large numbers of veterans convert SkillBridge interns more reliably because they have existing pipelines, security clearance infrastructure, and managers who understand military experience.

Cybersecurity and IT (Conversion: 80-95%)

This is the single hottest SkillBridge category right now. The cybersecurity workforce gap is real — the BLS projects information security analyst roles to grow 33% through 2033 — and cleared veterans fill a specific need that civilian candidates cannot. Programs at defense contractors, managed security providers, and federal IT firms convert at very high rates because the demand outstrips supply. If you have a TS/SCI and are willing to do SkillBridge in cybersecurity, you are in the strongest negotiating position of any transition pathway.

For a deeper look at how different branches handle SkillBridge in this space, check our Navy SkillBridge comparison guide.

Project and Program Management (Conversion: 75-90%)

Veterans already run programs. The military calls it something different — you managed a maintenance cycle for 12 aircraft, or you coordinated a deployment for 200 personnel — but the skillset is project management. Companies know this. SkillBridge programs that funnel into PM roles, especially at defense contractors and consulting firms, convert well because you show up already understanding scope, timeline, and stakeholder management. A PMP certification during your SkillBridge period makes you even harder to turn down.

Logistics and Supply Chain (Conversion: 70-85%)

Amazon, FedEx, UPS, and defense logistics companies run SkillBridge programs specifically targeting military logistics specialists. Amazon alone has hired thousands of veterans into operations management through SkillBridge. The conversion rate is strong because logistics is one of the clearest one-to-one translations from military to civilian — if you managed supply chain operations at a battalion level, you can manage a fulfillment center floor.

If you are exploring what civilian salaries look like for these roles, we break down the highest-paying civilian careers for veterans in 2026 with specific salary data.

Skilled Trades (Conversion: 70-80%)

Electricians, HVAC technicians, welders, and heavy equipment operators are in massive demand. Programs through the IBEW, UA (United Association of Plumbers and Pipefitters), and individual contractors convert reliably because these industries have a generational workforce gap. The conversion model is different — you graduate with a certification or apprenticeship credit, then get hired by one of many employers — but the outcome is employment within weeks of program completion for most participants.

How to Maximize Your Chances of Getting Hired Through SkillBridge

Picking a high-conversion program is step one. But even in the best programs, some participants do not get offers. After tracking outcomes through BMR for almost two years, the patterns are clear. The veterans who convert share specific habits.

Start Your Resume Before Day One

Your SkillBridge resume targets the employer — it should read like a civilian resume tailored to the specific role you are interning for. Do not wait until the internship ends to build it. Have a polished, industry-specific resume ready before your first day so your supervisor sees you as a serious candidate from the start. BMR's resume builder translates your military experience into the language your SkillBridge employer uses — paste in the job posting and it does the conversion for you.

Treat It Like a 90-Day Interview

Because that is exactly what it is. Every task you complete, every meeting you attend, every problem you solve is being evaluated. The veterans who get hired are the ones who show up like they already have the job — not the ones coasting because they are still getting a military paycheck.

Build Relationships Beyond Your Direct Team

Your supervisor is one hiring decision. But in many companies, headcount approval comes from someone else — a department director, an HR partner, a VP. Get to know those people. Volunteer for cross-functional projects. Make yourself visible to the people who control budgets. If your direct team does not have an opening but another team does, those relationships are your backup plan.

Get Your Clearance Transfer Started Early

If you hold a security clearance and your SkillBridge employer needs cleared employees, start the transfer paperwork immediately. Clearance lapses kill offers. Your FSO (Facility Security Officer) at the SkillBridge company needs to initiate the crossover before your military clearance expires. Do not assume anyone else is tracking this timeline for you.

SkillBridge vs Other Transition Programs: Which Has Better Outcomes?

SkillBridge is one of several military transition pathways, and it is not always the best fit. If you are weighing your options, here is how the hire rates compare across programs.

We wrote a full SkillBridge vs CSP vs apprenticeship comparison, but the short version: SkillBridge has higher per-program conversion rates than Career Skills Programs because SkillBridge places you directly with an employer. CSPs are broader training programs (like coding bootcamps or project management courses) that teach skills but do not guarantee a job at a specific company.

Apprenticeships through the Department of Labor have excellent long-term outcomes but take longer — 1-4 years depending on the trade. If you have time and want a skilled trade career, they beat SkillBridge on lifetime earnings for electricians, plumbers, and similar roles. If you need employment within 6 months of separation, SkillBridge is the faster path.

For Army veterans specifically, make sure you are aligning SkillBridge timing with your SFL-TAP timeline. The two programs interact with each other, and poor timing is one of the most common reasons SkillBridge applications get delayed or denied.

Can Remote SkillBridge Programs Match In-Person Hire Rates?

Remote SkillBridge has exploded since 2022, and the question everyone asks is whether the conversion rate holds up when you are not physically in the office. The answer is: it depends on the role.

For tech and cybersecurity roles, remote SkillBridge programs convert at rates comparable to in-person programs. These industries were already remote-friendly before the pandemic, and the work product speaks for itself. If you can demonstrate competency from a home office, most tech employers do not care where you sit.

For roles that depend on relationship-building — sales, business development, operations management — in-person programs still have an edge. You build trust faster in person. Your supervisor sees your work ethic firsthand. The informal conversations in hallways and break rooms are where hiring decisions actually get made.

Remote SkillBridge also has a practical advantage that affects hire rate indirectly: it lets you stay at your duty station through separation, which means your spouse does not have to quit their job early and your kids do not have to change schools mid-year. That stability means you can focus on the internship without the stress of a simultaneous move. For some veterans, that focus is what makes the difference between converting and not.

What If Your Command Will Not Approve SkillBridge?

Hire rates do not matter if you cannot get into the program. Command approval is the first gate, and it is the one most veterans underestimate. Your commander has full discretion to deny SkillBridge participation if it conflicts with unit readiness, deployment cycles, or manning requirements.

We have a full command approval guide that covers the specifics, but the highest-impact thing you can do is start the conversation early — at least 8-12 months before your ETS date — and frame SkillBridge as a readiness benefit, not a personal vacation. Commands that have approved SkillBridge before are more likely to approve it again. Commands that have never sent someone are harder to convince.

If you are E-4 or below, read our junior enlisted SkillBridge eligibility guide — the approval process has specific considerations for lower enlisted ranks that most articles skip.

What to Do Next

You now know which SkillBridge program categories convert at the highest rates, what red flags to watch for, and how to evaluate programs before you commit your eligibility window. The next step is matching your military experience to the right program and industry.

Use BMR's military-to-civilian career crosswalk to see which civilian industries map to your MOS, rating, or AFSC — with salary data and federal GS series included. That gives you the industry list to filter SkillBridge programs by.

Once you know your target industry, build a resume tailored to the specific SkillBridge role you are applying for. Your SkillBridge resume targets the employer, not your command — it needs to read like a civilian resume, not a military evaluation. BMR's resume builder handles that translation automatically. Paste in the job posting, and it converts your military experience into the language that SkillBridge employer needs to see.

If you are still weighing whether SkillBridge is the right path at all, start with our complete SkillBridge program guide for the full picture of how the program works, who qualifies, and what to expect from start to finish.