As federal workforce reductions under President Donald Trump’s second term impact thousands of civil servants, innovative support networks have emerged to guide these professionals through career transitions. Today, we’re joined by Donald Gainsborough, a political savant and leader at Government Curated, whose expertise in policy and legislation offers a unique perspective on the evolving landscape of federal employee support. In this interview, we explore the origins and impact of various initiatives helping displaced workers, the role of technology in career transitions, the challenges of shifting from federal to state, local, or private sector roles, and the importance of community during times of uncertainty.
How did the wave of federal job cuts during this administration inspire the creation of support networks for displaced workers?
The scale of these cuts—projected at 300,000 fewer federal employees by year-end—created an urgent need for support. Many of these workers dedicated decades to public service, and losing their roles wasn’t just a financial hit; it was a blow to their identity and mission. Organizations like ours at Government Curated, along with others, saw a gap in tailored resources. We knew generic job search tools wouldn’t cut it for feds with such specialized skills and mindsets. So, we started building platforms and communities to help them navigate this upheaval, focusing not just on jobs but also on emotional and professional reinvention.
What unique challenges do federal employees face when transitioning to state or local government roles, and how are these being addressed?
Federal workers often struggle with translating their experience into terms that resonate at the state or local level. Their roles typically involve large-scale policy or oversight, which can seem disconnected from the hands-on, community-focused work in local government. For instance, someone who managed billions in federal funding might not immediately see how that applies to a city auditor position. We help by breaking down their skills into relatable achievements—showing how strategic oversight translates to local budget management. We also facilitate direct connections through virtual events where hiring managers can see the value of federal expertise firsthand.
How has technology, particularly AI, played a role in helping federal workers explore opportunities in the private sector?
AI has been a game-changer. Many federal workers undervalue their leadership or outcome-driven skills because government culture often emphasizes process and mission over personal achievement. AI-powered tools can analyze their career histories, identify transferable skills, and suggest private sector roles they might not have considered. These tools also coach them on reframing their experience for corporate recruiters—highlighting leadership in ways that align with business priorities. Plus, offering different communication styles in these AI coaches ensures users feel comfortable and understood during a stressful transition.
Can you share a success story of a federal employee who found a new path through one of these support initiatives?
Absolutely. Take the example of a long-time State Department employee who, after 25 years, faced a layoff. He had deep experience in arms control treaty compliance and managing international funding, but didn’t know how to pitch that locally. Through a platform we collaborated on, he worked with advisors to reframe his skills as strategic oversight and fiscal responsibility. He landed a role as an interim city auditor in his hometown of Kansas City, Missouri. It’s a perfect fit—he’s using his expertise in a new context, and the local government benefits from his high-level perspective. Stories like this show how tailored support can bridge that gap.
What role does community support play in helping displaced federal workers cope with the emotional toll of job loss?
Community is everything during a crisis like this. Losing a federal job often feels like losing a part of your purpose, especially for those driven by public service. Beyond job placement, many initiatives focus on creating spaces—virtual or in-person—where people can share their struggles, grieve their old roles, and rebuild confidence. For example, monthly virtual meetups or local gatherings allow job seekers to network, vent, and brainstorm together. We’ve seen membership in some of these groups grow from a handful to thousands, which shows how much people crave that connection. It’s about reminding them they’re not alone in this.
How do volunteering opportunities benefit federal workers during their job search, and why are they particularly impactful for this group?
Volunteering offers a lifeline for federal workers in transition. Many come to government because they’re passionate about making a difference, so sitting idle during a job search can feel soul-crushing. By volunteering, they can channel that purpose into meaningful work—whether it’s helping a nonprofit with marketing or tech support. It keeps their skills sharp, expands their networks, and often opens unexpected doors to paid roles. More importantly, it boosts morale at a time when they might feel disconnected. For feds, who are used to mission-driven work, this kind of engagement can be a powerful way to stay grounded.
What feedback have you received from federal workers about the resources and events provided by these support networks?
The feedback has been overwhelmingly positive, though not without some constructive criticism. Many of the 1,400-plus job seekers who’ve attended virtual networking events or used career tools say they feel seen and supported in ways generic platforms can’t match. They appreciate the focus on their unique backgrounds—things like understanding government-specific jargon or priorities. Hiring managers, numbering around 170 at some events, have also noted how refreshing it is to meet candidates with such depth of experience. On the flip side, some workers want even more personalized guidance, especially around mental health or financial planning, which we’re working to expand.
What do you see as the biggest hurdle for federal workers adapting to non-federal roles, and how can it be overcome?
The biggest hurdle is often a mindset shift. Federal workers are trained to prioritize process, compliance, and mission over personal branding or profit-driven outcomes. In private sector or even local roles, they need to flip that script—highlighting results and individual impact. It’s a cultural adjustment. We’re tackling this by offering coaching that walks them through reframing their achievements, whether through AI tools or one-on-one sessions. We also encourage peer mentoring, where those who’ve made the leap share practical tips. It’s about building confidence to market themselves in a new way.
What is your forecast for the future of federal workforce support as these job cuts continue?
I think we’ll see an even greater surge in specialized support networks over the next few years. As the cuts deepen, the demand for tailored resources—whether it’s job matching, skill translation, or mental health support—will only grow. I expect technology to play an even bigger role, with more sophisticated AI tools and virtual platforms connecting people across geographies. But I also hope we maintain the human element—those personal connections and communities that remind feds of their worth. My forecast is cautiously optimistic: with the right support, these talented professionals will not just survive but thrive in new arenas, bringing their invaluable expertise to diverse sectors.
