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Updated: October 22, 2025 How To

How Maine businesses can tackle regulatory headaches by hiring former federal employees 

By Holly M. Smevog, guest columnist

Maine companies face a growing regulatory maze — and a powerful solution is already within reach: former federal employees.

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Holly Smevog

More than 200,000 highly skilled federal workers are entering the private sector, with 30% holding active security clearances that can add up to $40,000 in salary premiums. With federal workforce reductions and retirements accelerating, Maine employers have a rare opportunity to hire top-tier talent with years of specialized experience — and save time and money navigating compliance challenges.

Access the talent pool

Businesses can find candidates through specialized job boards like ClearanceJobs.com, which reports 40% faster placement rates for cleared professionals. Other resources include FederalSoup.com, GovernmentJobs.com and LinkedIn, where searches using terms like “former federal,” “GS-14,” or “security clearance” yield thousands of qualified profiles.

Transition assistance programs, such as the Department of Labor’s CareerOneStop centers, offer direct connections to separating federal employees across Maine.

Professional associations also provide targeted access. The National Contract Management Association connects procurement specialists, the Association of Government Accountants represents financial management professionals, and the Regulatory Affairs Professionals Society includes former agency reviewers.

Value proposition 

Federal employees bring experience and credentials that surpass typical private-sector benchmarks. On average, they hold 15 years of specialized experience — double that of comparable private-sector roles — and manage $12 million project budgets, with 65% overseeing multi-state or international initiatives. Most importantly, 78% hold graduate degrees, twice the private-sector average.

Maine businesses can also target former employees from agencies aligned with their needs. The Small Business Administration reports that former workers from the following agencies show the highest private-sector success rates: Defense Contract Management Agency (92% placement), FDA Center for Drug Evaluation (89%) EPA New England region (87%) and Department of Energy renewable programs (85%).

Industry applications

For Maine’s biotech sector, former FDA reviewers bring experience evaluating an average of 200 drug applications — knowledge that can save companies up to $250,000 annually in consulting fees and potentially shorten submission timelines by three to six months.

In defense contracting, employees with top secret clearances — about 1.4 million nationwide — can save companies $150,000 in investigation costs and 12 to 16 months in processing time. Those with secret clearances — 3 million employees — offer $50,000 in cost savings and six-to-nine months faster project starts.

Environmental compliance is another area of opportunity. Former EPA employees have assessed an average of 500 facilities, know more than 40 regulatory frameworks and maintain relationships with current regulators that can expedite permit processes by 30%.

Compensation and timing

Federal pay data can guide private-sector offers. GS-13 employees earning $95,000 federally command $125,000 to $145,000 in the private sector; GS-14s earning $112,000 see $150,000 to $180,000; GS-15s at $132,000 can earn $185,000 to $225,000.

The timing is now. Peak candidate availability coincides with federal fiscal year transitions (September-October) and post-appropriation cycles (December-January). Some 45,000 federal employees become retirement-eligible each month, maintaining a continuous candidate flow.

Onboarding for success

Companies with structured onboarding see the best retention outcomes. Employers report 85% retention with “first 90-day” transition programs, compared to 60% without these programs. Success requires translating government terminology, defining clear performance metrics, and assigning private-sector mentors.

When recruiting high-potential federal hires, hiring managers can look out for candidates who:

  • Translate government achievements into business impact stories
  • Ask strategic questions about company growth rather than focusing solely on compensation
  • Adapt communication to convert detailed reports into actionable business insights.

The payoff

Companies hiring former federal employees report faster regulatory approvals, higher rates of government contract wins and reductions in compliance violations, among other benefits. 

With ongoing federal workforce reductions and 30% of federal workers now retirement-eligible, Maine businesses can access decades of expertise. Maine's quality of life and lower cost of living might even attract out-of-state candidates seeking better work-life balance. Companies acting now gain a first-mover advantage in a talent market where demand is poised to exceed supply.

Smart Maine employers aren’t asking whether to hire former federal employees — they’re asking how quickly they can integrate these professionals into strategic roles.

About the author

Holly Smevog of HMS Career Coaching is a career coach specializing in talent strategy and career transitions. She leads a team helping organizations and individuals succeed and can be reached at holly@hmscareercoaching.com

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