Matt Horsley went from Marine Corps Logistics Officer to Financial Leadership Program at BD.
Josh Klimek went from Army Infantry Captain to Operations at Macerich.

Three incredible officers. Three success stories. All Cameron-Brooks, Inc. alums. These are just three of the officers are launching their business careers after our conference.

On average, each officer had ~11 interviews. Most officers accepted offers after ~14 days.

This isn’t just about landing a job. It’s about building a long-term leadership career. For more than 50 years, Cameron-Brooks has helped JMOs do exactly that. If you are considering your next move, learn from others who have been in your shoes. Listen to what these three officers learned from their successful military to business transitions.

If you’d like to learn more from other recent alums about their experience, you can listen to the alumni roundtables from after the November 2025 Career Conference and the August 2025 Career Conference. 

And if you’d like to speak with a career coach, we’re happy to talk.

Follow Cameron-Brooks on LinkedIn.

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With over 40 years of experience spanning the US Military, KFC, Pilot Company, and CSUSA Shoffner, Dave Parmly has navigated multiple career transitions and leadership roles. Each of these transitions required preparation, trust, and the willingness to listen and adapt.

In our latest PCS to Corporate America podcast episode, Dave shares the leadership principles that guided him from military service to senior HR and operations roles in business. Here are some of the core themes from the episode:

You Don’t Just Transition Once

It is easy to view the military to civilian transition as a one-time event. However, each new role, each new company, each new life change is its own transition. Dave partnered with Cameron-Brooks and made the military to business transition in 1990. Through his storied career, he navigated career transitions along the way, across companies, roles, and locations with his family. And he’s picked up incredible wisdom along the way.

Listening and Seeking Feedback Are Leadership Fundamentals

Dave’s move to corporate leadership taught him that listening is one of the most underrated leadership skills. He encourages leaders to seek feedback from multiple sources: peers, direct reports, even family members. If you’re not actively seeking feedback, you’re missing opportunities to grow.

Integrity Means Being a Whole Person

Too often, people compartmentalize their lives. They’re one person in the office and another person at home. But, according to Dave, true integrity means aligning who you are in these different spaces and showing up authentically. What are ways you can show up more authentically at work? How are the benefits of increasing trust at work?

Listen to the Full Episode

This episode was truly a gift. Great conversation, great people, great advice. Thank you to Joel Junker and Dave Parmly for your wisdom and generosity.

Listen to the full episode wherever you listen to your podcasts, and if you’re curious about Joel’s own military to business transition, check out this blog.

Thinking about your own career transition?

If you’re a company-grade or field-grade officer exploring what’s next, Dave, Joel, the entire Cameron-Brooks team, and I are here to help. Feel free to reach out below. We’re here to help and listen and see if this path could be right for you.

Email: candidates@cameron-brooks.com 
Call: 210-874-1500
Speak with a Coach and Schedule a Personal Marketability Assessment

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From Military to Corporate America: Leadership Lessons in From A Supply Chain Leader, Jim O’Rourke

Transitioning from military service to corporate America isn’t just about landing a job, it’s about preparing for a completely different operating environment. In our latest podcast episode, Cameron-Brooks alum Jim O’Rourke shares how humility, mentorship, and leadership frameworks helped him build a successful supply chain career after the military.

Why Military Transition Requires More Than a Resume

Most officers underestimate what it takes to succeed in corporate America.”Humility is important in transitioning,” Jim explains. Coming from the military, where rank and experience are clear, the corporate world requires a different approach. You’re no longer the expert. You’re the learner.

This mindset shift is critical for officers moving into leadership-intensive roles like supply chain management, operations, or manufacturing—where understanding team dynamics and business processes matters as much as decision-making ability.

The Role of Mentorship in Career Development

One of the most valuable aspects of Jim’s transition was mentorship. But not just any mentorship: the kind that provides a “safe harbor for growth” and challenges your thinking.

“Mentoring is a safe harbor for growth,” Jim notes. In corporate America, you need people who can help you navigate unwritten rules, decode organizational dynamics, and develop the critical thinking skills that separate good leaders from great ones.

Cameron-Brooks provides this structured mentorship during the transition process. What about after the transition? According to Jim, finding mentors within your company accelerates your career development long-term.

Understanding Supply Chain: More Than Logistics

For officers considering supply chain roles, Jim breaks down what this actually means. It’s not just moving products. It requires leadership-intensive work in addition to the following:

– Managing across operations: Managing cross-functional teams across manufacturing, distribution, and planning
– Process optimization: Understanding the COGS (Cost of Goods Sold) ladder and how every decision impacts profitability
– Strategic thinking: Balancing production needs, customer demands, and financial constraints

“Clarity of purpose helps teams succeed,” Jim emphasizes. In supply chain, that clarity comes from understanding how your decisions ripple through the entire organization.

What Makes Cameron-Brooks Candidates Different

In addition to his expertise in supply chain, he has been on the hiring side. When asked what differentiates Cameron-Brooks candidates, Jim pointed to two qualities:

1. Genuine preparation: They’ve done the work to understand industries, roles, and companies before interviews
2. Intellectual curiosity: They ask better questions because they’ve been coached to think critically about fit

“Cameron Brooks candidates are well-prepared and genuine in their approach,” he observes. They’re not just looking for any job…they’re looking for the right career trajectory.

The Importance of Lifelong Learning

Jim’s final piece of advice? Never stop learning.

Whether it’s leadership books, industry podcasts, or formal training, lifelong learning is crucial for career advancement. The military teaches you to be adaptable. Corporate America rewards those who continuously evolve.

Ready to Start Your Transition?

If you’re a company-grade or field-grade officer exploring what’s next, Jim’s story shows what’s possible with the right preparation, humility, and mentorship.

Listen to the full episode wherever you listen to your podcasts.

Ready to explore your options?

Email: candidates@cameron-brooks.com 
Call: 210-874-1500
Speak with a Coach and Schedule a Personal Marketability Assessment

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If you’re a company-grade or field-grade military officer asking yourself, “what’s next?” you’re not alone. Most officers we speak with believe their options after service are limited: defense contracting, going back to school for an MBA, or starting over in entry-level roles.

Here’s the truth: you have more options than you realize.

The Pivot Paradox

Many transitioning officers think they need years of documented business experience, another certification, or an advanced degree to break into business. The reality? While those can be helpful at some point in your career, they aren’t necessary for the move into the business world. Your military leadership experience is part of why you are such a tremendous asset to companies, AND the uniqueness of your experience can make it harder. Filters on job applications can screen you out before you even speak to a person. Overall veteran recruiting doesn’t focus on your specific skillset. In interviews, people it can be hard to translate your experience and show how you’re the right candidate for the role. This means you need to be even better, even more prepared and even more ready.

This is where we come in.

At Cameron-Brooks, we’ve spent decades helping JMOs discover career paths they didn’t know existed and helping officers prepare and translate their leadership to launch successful business careers. And we help educate companies on the value of officers, so they’re willing to consider hiring a leader who doesn’t fit the exact job specifications (6+ years of business experience, for example). The result, incredible partnerships, incredible hires, and incredible launching pads for business careers.

Officers come to us thinking defense or an MBA is their only option. They leave our program with job offers in healthcare technology, renewable energy, advanced manufacturing, consumer brands, and dozens of other industries they’d never considered.

Real Demand, Real Opportunities

Our January 2026 Career Conference is days away, and candidates are averaging 10 interviews each with hiring managers and decision-makers. These aren’t informational conversations; they’re structured interviews for immediate leadership roles.

Despite economic headlines about layoffs and hiring slowdowns, companies continue seeking what JMOs bring: proven leadership, problem-solving ability, and adaptability. As the business landscape shifts with automation and restructuring, the demand for versatile leaders who can navigate complexity only grows stronger.

Industries Hiring JMOs Right Now

Officers at this month’s conference will interview with companies across sectors including:

• Healthcare, Life Sciences, and Biotechnology
• Advanced Manufacturing, Industrial, and Materials
• Energy, Power, and Sustainability
• Transportation, Logistics, and Supply Chain
• Retail, Consumer, and Travel Services
• Financial Services and Insurance
• Defense, Communications, and Public Safety Technology
• Construction

Roles You Might Not Know About

What about job functions? The roles at a Cameron-Brooks Career Conference aren’t entry level positions. These are leadership roles with tremendous growth and management potential. Some roles from this career conference include:

• Operations and Manufacturing Leadership
• Project and Program Management
• Technical and Industrial Sales
• Supply Chain and Materials Planning
• Engineering Management
• Business Analysis and Strategy

To learn more about some career options, visit our career options page to hear from Cameron-Brooks alumni about their new roles in the business world.

How Cameron-Brooks Works Differently

Unlike traditional job fairs where you’re competing with hundreds of resumes, Cameron-Brooks Career Conferences are structured, pre-scheduled events. Every interview is intentionally matched based on leadership needs of the companies and strengths and interests of the officers. You meet directly with hiring managers over two full days, and by the end, most candidates have final round interviews with multiple companies.

But the real difference happens before the conference. We spend months helping you discover which industries and roles align with your strengths and goals. You’ll learn about career paths you didn’t know existed and how to position your military experience for them.

You Don’t Know What You Don’t Know

I’ve worked in business for 10 years, and I’m still learning about new sectors, roles, and companies. The officers who succeed in transition aren’t the ones with a fixed mindset, they’re the ones willing to explore beyond what they initially thought possible.

Your military experience is valuable and by diving into what is possible for you, this career transition can be better than you had ever imagined.

Ready to Explore Your Options?

If you’re considering transition and want to understand what’s actually possible, let’s talk about your goals. You can sign up for a call (Personal Marketability Assessment | Cameron-Brooks), email us at candidates@cameron-brooks.com or give us a call at 210-874-1500.

Hear from officers about their successful military to business transitions:

• E233: Alumni Roundtable: Two Career Conference Success Stories | Cameron-Brooks
• E229: Alumni Roundtable: Early Preparation to Military to Business Transition Success | Cameron-Brooks
• E226: Post June 2025 CC Review | Cameron-Brooks
• E222: April 2025 Post Conference Review | Cameron-Brooks

The post What Can You Do After the Military? More Than You Think appeared first on Cameron-Brooks.

As the year winds down, a lot of Junior Military Officers are asking the same thing: What does the market actually look like right now? And what should I be doing about it?

In the latest Cameron-Brooks podcast, our CEO, Chuck Alvarez, and Senior Vice President, Joel Junker, break down where things stand at the end of 2025. The short answer: the market isn’t easy, but there are still great opportunities out there.

Uncertain Economy

There’s no question the economy feels uncertain. Global conflict, political gridlock, and nonstop headlines about AI have made companies more cautious. Hiring has slowed in many corporate roles, and expectations are higher across the board. But here’s the part that often gets missed: companies are still investing heavily in leaders who can run teams, solve problems, and deliver results.

That’s where mindset matters.

What does 2026 look like?

Looking ahead to 2026, that gap is only going to widen.

AI isn’t replacing leaders, but it is raising the bar. Companies expect new hires to show up ready to learn, ready to adapt, and ready to drive outcomes. Officers who prepare early, by learning the basics of business, understanding how data and finance work, and translating their military leadership into real business impact—will stand out. Officers who wait until separation to start thinking about all of this will feel the market’s friction much more sharply.

Launching Pad vs. Landing Pad

Additionally, Joel and Chuck talk about the difference between a landing pad and a launching pad. A landing pad feels safe. It prioritizes location, familiarity, and getting comfortable quickly. For many officers, that leads to internships or roles that don’t fully use their leadership experience—and frustration sets in fast.

A launching pad is different. It treats the transition as the start of a long leadership journey, not the finish line. Launching pad roles are harder. They come with more responsibility, steeper learning curves, and sometimes less geographic control. But they also create momentum: early wins, faster growth, and compounding “opportunity” interest over time.

Prepare to Gain Control

The year-end message is simple: you may not be able to control the economy, but you can control how prepared you are for it.

If you want 2026 to be a year of growth rather than regret, build a launching pad now.

Listen to the full Cameron-Brooks podcast for a candid conversation on the market, mindset, and what it really takes to transition well.

Thinking about your next steps? We’re more than happy to talk.

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• Cody Williams (Army Air Defense, Major | Caterpillar, Senior Production Manager)
• Ian Burgess (Air Force Intelligence, Captain | Twist Bioscience, Account Manager)

You cannot control the market, but you can control how prepared you are. Cody and Ian started early, stayed open to learning, and trusted the process. In turn, their preparation led to fantastic, well-aligned career launches.

This is not just about landing a job. It is about building a long-term leadership career. For more than 50 years, Cameron-Brooks has helped JMOs do exactly that. If you are considering your next move, now is the time to prepare.

If you’d like to learn more from other recent alums about their experience, listen to the alumni roundtable from after the August 2025 Career Conference. 

If you’d like to speak with a career coach, we’re happy to talk.

Follow Cameron-Brooks on LinkedIn.

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On this episode of the Cameron-Brooks Podcast, Senior Vice President Joel Junker sits down with Phil Ranck, founder of Lean Alaska and a retired Army CW4 logistician. Phil shares how Lean Six Sigma helped him shift from “fix the person” to “fix the process. Additionally, he shares why that mindset is critical for junior military officers (JMOs) moving into business leadership roles. More specifically, if you’re preparing for interviews or your first role post-military, this conversation is packed with practical takeaways you can apply immediately. In short, developing your process thinking will supercharge your military to business transition.

From Warrant Officer to Process Leader

Phil joined the Army intending to serve two years—and stayed for 24. Along the way, Lean Six Sigma gave him a language and framework to communicate with commanders, diagnose issues, and drive change. His big lesson: most failures aren’t individual—they’re process problems. That perspective reshaped his leadership and later inspired Lean Alaska, where he now trains and consults across industry. Additionally, in his role, he translates “military speak” to the terms hiring managers understand.

Why Lean & Six Sigma Belong in Your Toolkit

Whether you’re headed to operations, manufacturing, sales, or project management, Phil argues that a baseline in Lean and Six Sigma helps you see—and explain—value. He breaks it down with DMAIC (Define, Measure, Analyze, Improve, Control). More specifically, he talks about resisting the urge to jump straight to solutions; measuring the baseline; finding root causes; then improving and controlling so changes stick. You’ve likely been doing parts of this already. Certifications and vocabulary simply give you the framework to tell your story in interviews and in your first 90 days.

Reading, Certifications, Funding, and Flexible Learning

At a minimum if you are a JMO considering a transition, you will want to familiarize yourself with business concepts like Lean, Six Sigma, Project Management and Change Management. You watch YouTube Vidoes, take classes on Coursera, and read books such as What is Lean Six Sigma, Fundamentals of Project Management, Leading Change and The Goal.

If you have time and the financial resources, you can earn certifications. There are numerous organizations and universities that offer official learning at a reasonable cost, or investment. A certification does not ensure transition success, though it does indicate mastery of a subject.

A few Cameron-Brooks Alumni have earned certifications through Lean Alaska. Phil emphasizes no out-of-pocket when possible—leveraging Army Credentialing Assistance, Post-9/11 GI Bill, and other pathways. The program also helps you build a portfolio you can bring to interviews to prove real impact. He also partners with bodies like ASQ, PMI, and ACMP, and delivers virtual, recorded, repeatable training focused on doing, not just testing.

Conclusion
If you want a practical roadmap to translate your military experience into business results—and speak the language of industry—don’t miss this episode. Hear Phil’s stories, learn the tools, and discover funding paths that make upskilling attainable. Listen now and turn your transition into a process you can lead.

The Cameron-Brooks Mission

At Cameron-Brooks, we guide officers through the transition and accompany them along the journey to de-risk the transition and help them reach their goals.

We help JMOs transition into leadership developmental roles where they can apply their talents and lead teams and organizations that flourish.

If you want to talk more about your options, don’t hesitate to reach out.

Your transition partner,

Joel Junker | jjunker@cameron-brooks.com

Want to learn more? Request your free 1-on-1 coaching session: Personal Marketability Assessment | Cameron-Brooks.

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When considering a transition from the military to business, one of the first questions every Junior Military Officer (JMO) asks is, “What will my compensation look like?”

It’s a fair question. In the military, pay is transparent and predictable — based on rank, years of service, and allowances like BAH and BAS. In business, compensation is more dynamic and depends on your background, location, industry, and performance.

Where You Are Getting Your Information from Matters

I recently sat down with Cameron-Brooks CEO, Chuck Alvarez and asked him to shed some light on compensation. I specifically spoke with Chuck because he sees EVERY offer letter a company sends to a candidate. Why is that important? This is ALL self-reported, no guesses, no opinions, no hearsay. I love Reddit for recommendations on restaurants, travel itineraries, and more, but there is A LOT of misinformation about the JMO transition, specifically compensation.

So, let’s unpack the compensation question!

The Truth About Average Starting Salaries

According to Chuck, the average base starting salary for Cameron-Brooks JMOs is between $105,000 and $115,000, with a range from $95,000 to $140,000, depending on education, years of experience, and geography. Be careful with that last number; it is the upper end of the range, indicating a higher cost of living, a more seasoned officer, and some technical degree or a relevant master’s degree. Meaning, most JMOs do not qualify for it, but we wanted to be as accurate as possible with our information.

Almost all roles also include incentive compensation — bonuses tied to performance — typically averaging 10–15% of base salary. Some roles, especially in sales or business development, can offer even greater upside. Add in benefits, 401(k) contributions, and profit sharing, and you’ll have a complete picture of total compensation.

Chuck also noted that most officers “tread water” financially during the initial transition — meaning, when adjusted for cost of living and benefits, most JMOs maintain their standard of living. The key difference? JMOs move from time-in-service pay to pay-for-performance.

Pay-for-Performance: The Real Opportunity

In the military, pay increases automatically with time and rank. In Corporate America, it increases with results. Chuck explained, “In all my years of recruiting, I’ve never had an alum call five years later saying, ‘I’m not making any money.’”

High-performing leaders — those who learn quickly, deliver results, and lead teams effectively — thrive in performance-based environments. While you might not see a huge short-term jump in salary, the long-term earning potential is far greater. Once you’ve proven your value, your growth trajectory depends on your impact, not your years of service.

Factors That Influence Compensation

The Cameron-Brooks Transition Guide on Compensation highlights three significant factors that influence pay in Corporate America:

1. Your Background: Education, certifications, branch, and leadership experience.
2. The Role and Industry: Technical, manufacturing, and medical device industries often pay more than others.
3. Location: Just like BAH varies by duty station, salaries differ by cost of living. A role in Southern California might pay $10K–$15K more than one in Atlanta, but housing costs will reflect that, too.

How to Understand Your Market Value

Every officer’s situation is unique. That’s why Cameron-Brooks offers a Personal Marketability Assessment (PMA). This one-on-one session helps you understand what compensation you can realistically expect based on your experience, education, and geographic preferences.

Final Thoughts

Compensation in business isn’t about what you’ve done. Instead, it’s about what you can do. With the proper preparation, mindset, and career partner, your leadership experience can translate into meaningful, well-compensated opportunities in Corporate America.

To explore what’s possible for you, visit www.cameron-brooks.com and download the Transition Guide for Compensation.

Transform yourself. Your career. Your life.

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Our Cameron-Brooks team has worked tirelessly behind the scenes to make this possible. I want to thank every team member for their dedication. I especially want to thank the JMOs who partnered with us months ago, committed to their preparation, and trusted us to guide their transition.

Additionally, a special thanks also goes to the many client companies attending the Conference. Many of these organizations are represented by Cameron-Brooks alumni who have come full circle: now hiring the next generation of military leaders. It’s a privilege to work with you again and see your continued success.

How many interviews will each candidate have?

Our November candidates are averaging over ten interviews each across Monday and Tuesday. That number continues to rise as more companies join the lineup. It’s a clear sign that corporate demand for proven leadership talent remains strong, even in a changing economy.

How do Cameron-Brooks Career Conferences work?

Unlike a traditional job fair, the Cameron-Brooks Career Conference is a structured four-and-a-half-day event. Every interview is pre-scheduled and matched intentionally. Over two full days, officers meet directly with hiring managers and decision-makers who are actively seeking leaders ready to make an impact.

By Tuesday evening, most candidates will be moving into follow-up conversations—often with multiple opportunities in motion.

What’s Going On in the Labor Market?

You’ve likely seen the headlines. Large companies across tech and retail are announcing layoffs and hiring slowdowns. Nearly a million jobs have been cut across U.S. employers in 2025.

So why are Cameron-Brooks candidates still averaging ten interviews each?
Because the demand for leaders—problem solvers who can think, adapt, and deliver—remains strong.

Economic uncertainty, automation, and restructuring are reshaping industries, but they’re also creating new opportunities for versatile leaders. As our CEO, Chuck Alvarez, and SVP, Joel Junker, recently discussed on the podcast, companies still need leaders who can help them navigate this environment and solve their most complex challenges.

Why Companies Continue to Hire JMOs

As a former JMO, I’ve seen firsthand why businesses value military leadership talent. It’s not just what JMOs have done, it’s what they’re capable of becoming.

JMOs bring a rare combination of maturity, humility, and decision-making skills. Additionally, they handle ambiguity, adapt quickly, and know how to build teams. These are the same skills that allow them to grow rapidly in business roles.

At Cameron-Brooks, we often call JMOs “leadership athletes.” They’re coachable, driven, and ready to learn new playbooks.

Industries Represented at the November 2025 Career Conference

Companies attending this month’s event span a wide range of sectors, including:

• Aerospace

• Medical Device and Healthcare Technology

• Packaging

• Semiconductors and Electronics

• Material Sciences

• Industrial Manufacturing and Heavy Equipment

• Consumer Packaged Goods and Food Production

• Food Testing

• Energy and Renewables

• Automation and Industrial Controls

• Construction Materials and Building Products

• Logistics, Distribution, and Transportation

Roles JMOs Will Interview For

Within these industries, JMOs will interview for positions such as:

• Operations and Manufacturing Leadership

• Project and Program Management

• Sales and Account Management (Technical and Industrial)

• Engineering and Continuous Improvement

• Supply Chain and Materials Planning

• Business Analysis and Strategy

• Marketing

Looking Ahead

As I look ahead, I’m excited for what this November Conference holds for our JMOs and client companies. Each event is a reminder that strong preparation, purpose, and leadership will always be in demand.

If you’d like to hear stories from recent Conferences, check out these episodes:

• E229: Alumni Roundtable: Early Preparation to Military to Business Transition Success

• E226: Post-June 2025 Career Conference Review

• E222: April 2025 Post-Conference Review

These highlight how JMOs are succeeding across industries from manufacturing and medical technology to consulting and logistics.

At Cameron-Brooks, we don’t just connect officers with companies. We help them build careers that align with their values and purpose.

If you’re considering your own transition, I’d love to talk about your goals and help you start planning your next chapter.

Brock Dudley
Principal | Transition Coach
(210) 874–1495
bdudley@cameron-brooks.com

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