The best transition benefit most service members never use is also one of the most underrated deals in the military. SkillBridge lets you spend your last 180 days on active duty working full-time at a civilian employer — in the role you want after separation — while the military continues paying your full salary, BAH, BAS, and benefits. The employer pays you nothing. The military pays everything. And you walk out of active duty with civilian work experience and, ideally, a job offer already in hand.
TL;DR — SkillBridge at a Glance
How SkillBridge Works
SkillBridge is authorized under DoD Instruction 1322.29. The program puts you on permissive duty — meaning you are still technically on active duty and on the military’s payroll, but you are working full-time at a civilian employer. The military does not lose you from the service without notice; you plan this with your command in advance and execute it during your transition window.
What continues during SkillBridge:
- Full base pay
- BAH (Basic Allowance for Housing) — at your current rate for your dependents status
- BAS (Basic Allowance for Subsistence)
- SGLI life insurance
- Military health insurance (Tricare) for you and your dependents
- Leave accrual (though some programs treat SkillBridge periods differently for leave purposes — verify with your personnel office)
What the employer gets:
- Your full-time work during the program period — for free. The employer pays nothing for your labor during SkillBridge. This is a significant incentive for companies to host SkillBridge participants.
What you get:
- Civilian work experience in your target field
- A realistic picture of the company and role
- A shot at a job offer before you separate
Approach SkillBridge like a 90-180 day working interview. The employer knows this too. High-performing SkillBridge participants who are clearly mission-capable get offers. Participants who coast get a certificate of participation. Treat every day like you are trying to earn the job — because you are.
Finding the Right Program
The official DoD SkillBridge directory is at skillbridge.osd.mil. Filter by:
- Industry
- Location (near your current duty station or intended post-separation location)
- Partner type (direct employer, apprenticeship program, training organization)
Not every listing is a direct employer. Some SkillBridge listings are training programs that teach skills but do not employ you directly afterward. Others are direct employment pipelines where companies specifically hire their SkillBridge participants.
Know the difference:
- Direct employer programs — you work for a company (Amazon, Booz Allen, Microsoft, defense contractors) with an expectation of hiring. These are the highest-conversion programs.
- Cohort/training programs — organizations like Vets2Industry or corporate training cohorts teach skills that lead to job placement. Placement rates vary widely.
Before committing to any program, ask the partner organization directly:
- What percentage of SkillBridge participants receive a job offer from you or through your network?
- Is the offer for full-time employment or contract work?
- Where are participants placed (by role and location)?
DoD has set minimum conversion-to-hire targets for SkillBridge partners (75% minimum, with 85% aspirational for some employer programs). But not every partner meets these targets. Programs that cannot clearly tell you their placement rate are telling you something. Prioritize partners with documented, verifiable job offer rates for the specific role you are targeting.
Command Approval — How to Get It
SkillBridge requires your commanding officer’s written approval. This is not automatic, and some commands are more supportive than others. Here is how to give yourself the best chance of approval.
Frame it around your post-service goals and mission impact, not personal benefit. A memo that says “I want to use SkillBridge to pursue a civilian career in cybersecurity, which aligns with my MOS and the DoD’s stated priority to build the civilian cyber workforce” lands differently than “I want to work at a tech company for my last three months.”
Minimize the readiness impact. Come to your chain of command with a plan for how your duties will be covered. Identify who takes what, and when. Show that you have thought through the handoff. Commands deny SkillBridge when it creates a real readiness gap — reduce that concern proactively.
Give plenty of lead time. Start the conversation with your chain 6-12 months before your ETS. Last-minute requests get denied. Early requests give leadership time to plan around your absence.
Use skillbridge.osd.mil to identify 3-5 programs in your target field and location. Research each partner's hiring record. Start informational conversations with SkillBridge POCs at the companies you are most interested in.
Most installations have a standard SkillBridge request template. Your memo should include: your ETS date, the approved partner's name and program, start/end dates, a point of contact at the partner, and your plan for covering your duties. Your TAP office can help draft this.
Do not start a SkillBridge program on a verbal okay. Get the signed approval memo. This protects you if leadership changes or if there is any question about your status during the program.
Verify start date, reporting location, supervisor contact, and what you will be doing day-to-day. Know what they expect from you. Go in with a clear picture of the role — not just "I'll figure it out when I get there."
If you have not already filed a BDD claim (see the BDD Claim Guide), do it before SkillBridge begins. BDD requires you to be available for Separation Health Assessment exams. Coordinate timing carefully — you need to be accessible for VA scheduling while also meeting your SkillBridge obligations.
Stacking SkillBridge With Terminal Leave
If you have terminal leave accrued, you have two options: use it after SkillBridge, or begin SkillBridge during terminal leave. The distinction matters:
SkillBridge, then terminal leave: You complete up to 180 days of SkillBridge while technically on active duty, then immediately transition into terminal leave. This maximizes time with the civilian employer while keeping your military pay. If the employer makes you an offer, you can negotiate your start date to align with your ETS.
SkillBridge during terminal leave: Allowed in some cases, but terminal leave is technically free time. Starting a SkillBridge program during terminal leave requires coordination because terminal leave is typically a period when military control over your schedule is reduced. Verify with your personnel office whether this is authorized under your specific circumstances.
Selling leave vs. taking terminal leave: If you work a civilian job during terminal leave, taking leave generally maximizes total income over selling it back (which is at base pay only, taxed). SkillBridge does not count as a “civilian job” for this purpose — the employer does not pay you. But if SkillBridge leads to a job offer with a start date after your ETS, plan your terminal leave timing around when that employment begins.
What If There’s No SkillBridge Partner Near Your Base?
Not every installation has active SkillBridge partnerships nearby. Options:
Individual agreements. If a company is not in the DoD directory, you may be able to establish an individual SkillBridge agreement with a local employer. The company needs to register as a DoD SkillBridge partner — the application is on skillbridge.osd.mil. This takes time (plan 3-6 months ahead) but expands your options significantly.
Remote programs. Many SkillBridge programs now operate remotely or in hybrid formats. A tech company SkillBridge does not require you to be in their headquarters city. Filter the directory for remote-friendly options.
Location flexibility. If you are willing to move during your final months of service, you can negotiate with your command to execute SkillBridge in the location where you intend to live post-separation. This usually requires coordination with your installation’s SkillBridge point of contact and agreement from your commander.
Frequently Asked Questions
Can Guard and Reserve members use SkillBridge?
SkillBridge is primarily designed for active-duty members transitioning out of active service. Some Guard and Reserve members on extended active duty orders may be eligible, but the program's core design targets active component separations. Check DoD Instruction 1322.29 and your component's policies for specifics.
Can I negotiate my SkillBridge start date with the employer?
Yes. SkillBridge dates are flexible within your command-approved window. If you need a specific start date due to BDD exam scheduling, housing logistics, or family considerations, discuss it with both your command and the employer partner early in the process.
What happens if the SkillBridge company doesn't hire me?
You gained civilian work experience in your target field — that is still on your resume. Most veterans who complete SkillBridge and do not receive an offer from the host company use the experience and contacts to land a job elsewhere within a short period after separation. That said, prioritize programs with strong hiring conversion rates from the start.
Does my military pay change during SkillBridge?
No. Your base pay, BAH, BAS, SGLI, and other entitlements continue at your current rates during SkillBridge. The employer pays nothing. Your military compensation is unchanged until your actual separation date.
Can I do SkillBridge and BDD at the same time?
Yes, but you must coordinate carefully. BDD requires you to complete a Separation Health Assessment (SHA) before separation. The SHA is scheduled by VA and you must be available for it. Let both your SkillBridge employer and your command know you may need time off during the BDD window for VA exams. Build that flexibility into your SkillBridge schedule.