The numbers create a paradox I can’t ignore.

SkillBridge programs report employment rates hitting 95 percent. Some graduates land positions exceeding $150,000 annually. Microsoft’s program achieves a 97 percent employment rate post-completion.

Yet only 32 percent of eligible service members participate despite 70 percent expressing interest.

That’s not a motivation problem. That’s an access problem.

I started digging into why such a massive gap exists between interest and participation. What I found reveals a systemic barrier that wastes military talent and costs employers access to trained, disciplined professionals.

The Infrastructure Doesn’t Exist

Government Accountability Office data shows 58 percent of military installations lack sufficient local SkillBridge partnerships to meet demand.

Think about what that means. More than half of service members preparing to transition have no viable local options. They can’t access programs that would connect them to careers, even when those programs have proven track records.

The barrier compounds. Enlisted service members face the greatest employment challenges after leaving the military, yet they encounter more obstacles to SkillBridge participation than officers. Lack of awareness, inconsistent command support, and unit staffing constraints create gatekeeping that blocks the people who need these programs most.

Success Rates Mean Nothing Without Access

When service members do get through, outcomes transform. Post-9/11 veteran unemployment dropped to 2.9 percent in April 2025, well below the national rate. Veterans who receive proper transition support find employment faster and earn more.

But approximately 200,000 service members leave active duty each year. If 70 percent want SkillBridge access and only 32 percent get it, we’re talking about roughly 76,000 people annually who know what they need but can’t reach it.

That’s 76,000 potential employees with leadership experience, security clearances, and proven discipline. Employers spend an average of 33 percent of a worker’s annual salary to replace one employee. Veterans demonstrate 7 percent lower attrition rates than non-veterans.

The talent exists. The programs work. The interest is there.

The connection infrastructure is broken.

Who Bridges the Gap Wins

Organizations that solve access problems capture value others miss. When you create pathways between transitioning service members and training programs, you’re not just helping individuals. You’re building talent pipelines that feed entire industries.

The gap between 70 percent interest and 32 percent participation represents untapped potential. Service members need organizations that can navigate installation-level barriers, create partnerships where none exist, and provide consistent access regardless of duty station.

I keep returning to those success rates. 95 percent employment. $150,000 salaries. 97 percent post-completion hiring.

Those outcomes sit waiting for the other 68 percent who want in but can’t get through.

The question becomes who builds the bridges.