Let's Talk About Money — A Salary FAQ for Transitioning Veterans

Written by Jericho Urmenita, Intelligence & Strategy, Orion Talent

Most people steer clear of talking about money. Fear of looking too status-conscious, or not having enough status. I am here to rip the bandage off. This is a necessary conversation and one that comes with a lot of confusion for transitioning military members.

Q: Should I tell a recruiter what I make and what I want?

Yes. 

I know the instinct is to hold your cards close. But that instinct comes from confusing recruiters with hiring managers. They are not the same.

Recruiters are trying to maximize your salary. That's because we are in your corner — and honestly, because we get paid more the higher your placement lands (and no, not out of your salary). We will always fight you as high as we realistically can. 

Hiring managers are trying to minimize your salary. They are in their company's corner, and the game is getting the lowest budget hire possible.

Think of it like selling your house. You wouldn't keep your asking price range a secret from your own agent. You would let your agent use that number to work the buyer. Same logic applies here.

Q: What should a directly transitioning officer expect to earn?

These are general ranges from actual placements. "With specialty" means relevant degrees or direct MOS applicability.

O-2/O-3: $70,000–$87,000 General leadership or entry-level use of an engineering degree.

O-2/O-3 with specialty: $85,000–$120,000 Specialty leadership using MOS (e.g., Maintenance Officer to Maintenance Manager) or specialty degree backed. Engineering Program/Project Managers and strong communicators in sales hit the upper end.

O-4: $90,000–$110,000 Broader leadership scope, but the bachelor's degree factor has largely expired. Most hiring managers weigh degrees from within the last 5–7 years. That engineering degree from 10 years ago is not doing the lifting it once did.

O-4 with specialty/MBA: $100,000–$130,000 An MBA restores some of the salary ceiling. Operations roles backed by direct MOS applicability still see strong placement.

O-5 and above: $100,000–$140,000+ Upper ranges driven by specialty and breadth of leadership experience. Retiring folks should think carefully about what they actually want (see below).

Q: What about retiring O-5s who want $120K?

$120K is the most common ask from retiring officers, and it makes sense — that's roughly the base salary for an O-5 at 20 years. But before locking in on that number, do the math on your full picture.

O-5 retirement pay: approximately $60K/yr 50% disability: approximately $24K/yr on top of that That's $84K/yr from your past service, before you accept any offer.

Now ask yourself: Are you trying to get to $120K total? That's a $36K/yr job. Low stress, home every night, your family gets more of you than they have in 20 years. I have seen people make this choice deliberately and be very happy.

Or do you want $120K from the job alone? That is available to you — but it is a high-stress, high-expectation operations role after an already demanding career. Not a bad choice. Just know what you're walking into.

Either way, your retirement income gives you options that most non-military candidates do not have. Keep that in perspective.

Q: When and how do I negotiate?

Only if they offer lower than what you initially stated as your ask — and only once.

With a recruiter, most of the negotiation happens at the front end. We know what the company will play with and can advise before you ever get to offer stage. We pull narrative letters, compile credentials, and sometimes bargain for a low-commitment phone screen just to get you in front of them. After all that, don't walk to the counter and change the price. That is how offers get pulled.

If the offer comes in lower, that is when we jump back in to justify the higher number. Once. If after that adjustment they are still too low, it is time to move on.

Q: Are all sales roles commission-only?

No. This comes up constantly, and I want to address it.

The vast majority of Orion's sales roles are B2B — business to business. You are not selling door to door. You are calling on decision makers at factories, hospitals, or power plants, typically selling capital equipment or pharmaceutical products.

Pay structure: base salary plus performance commission, typically paid monthly. Example: an $80K base with 30% target commission means you are guaranteed the $80K and can earn up to $24K more based on performance, for a $104K total at target. High performers often exceed target.

Some plans include a "draw" structure where the base drops after year one but the commission ceiling rises — your total potential increases even if the floor shifts. Most companies are not trying to set you up to miss rent.

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