If you’ve spent any time looking at USAJOBS lately, you’ve probably noticed something feels... off. The flurry of openings that used to define federal employment has slowed to a trickle. It’s quiet. Maybe a little too quiet. Honestly, everyone is asking the same question: is the federal government on a hiring freeze? The short answer is yes, but it’s way more complicated than just hitting a "pause" button. We aren't in 2024 anymore. As of January 2026, the landscape of federal service has been fundamentally reshaped by executive orders, budget standoffs, and a massive shift in how the government thinks about its own size.
The Reality of the 2026 Hiring Landscape
Right now, we are living through one of the most restrictive periods for federal employment in recent memory. President Trump, following his return to office, wasted zero time. On January 20, 2025, a sweeping civilian hiring freeze was implemented.
But here’s the kicker: it didn't just go away after a few months. In July 2025, the freeze was extended again, pushing well into the 2026 fiscal year.
Basically, if a position was vacant at noon on Inauguration Day, it stayed vacant. If someone retired in June, their desk stayed empty. This isn't just a "wait and see" moment. It’s an active effort to shrink the "Deep State" through attrition. Between September 2024 and early 2026, the federal civilian workforce has already shrunk by nearly 10%. That’s roughly 228,000 people gone from the payroll.
Who Is Actually Still Hiring?
Look, "freeze" is a heavy word, but it's never 100% absolute. The government can't just stop functioning. If you’re looking for a job, you need to know where the cracks in the ice are.
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Exemptions are the only way in right now. The administration has been very specific about who gets a pass. Generally, if the job involves "immigration enforcement, national security, or public safety," the freeze doesn't apply in the same way.
- Border Patrol and ICE: These agencies are essentially the only ones with a green light. In fact, OPM recently approved special 3.8% pay increases for law enforcement personnel to help with recruitment.
- National Security: Think cybersecurity experts at CISA or analysts within the DOD. If the job is "mission-critical" to the country’s safety, the paperwork usually moves through.
- Public Safety: VA doctors and nurses have seen some relief, though even the VA has faced massive cuts—losing nearly 65,000 staff members over the last year.
Outside of those buckets? It’s tough. Even when the freeze is eventually "lifted" in certain sectors, the administration has already signaled a 1-for-4 rule. For every four people who leave an agency, they only get to hire one. You don't need a math degree to see where that leads.
The New "Rule of Many" and Merit Hiring
Even if you find an open spot, the way you get hired has changed. Forget the old "Rule of Three" where managers chose from the top three candidates.
Now, we have the Rule of Many.
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The Office of Personnel Management (OPM) issued new guidance just this week (January 13, 2026) moving toward a "merit-focused" approach. This sounds good on paper, right? But it’s controversial. The administration is pushing hard for skills-based assessments over traditional degrees. They’ve phased out those "rank yourself 1-5" questionnaires. Instead, you're likely to face rigorous technical exams or even essay questions (GS-5 and above) to prove your "patriotism and competence."
It’s a higher bar. It's designed to be a higher bar.
The Department of Government Efficiency (DOGE) Factor
You can't talk about the federal government hiring freeze without mentioning the "DOGE" influence. While not a formal agency with hiring power, the Department of Government Efficiency has been the architect behind the scenes.
They’ve been pushing for "Deferred Resignation Programs" where feds are basically paid to leave early. By October 2025, thousands of employees took the deal. The goal is a leaner, more agile government, but the side effect is a massive loss of institutional knowledge.
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If you're a job seeker, this means the competition for the remaining 25% of slots is fierce. You aren't just competing with other outsiders; you're competing with displaced federal workers trying to transfer to "safe" agencies.
What about remote work?
If you’re hoping for a remote federal job, I’ve got bad news. The January 2025 memorandum effectively killed remote work agreements. Full-time in-person work is the new (old) standard. This has caused a secondary "hidden" freeze—people are quitting because they can't or won't return to D.C., and those positions aren't being backfilled.
How to Navigate This (Actionable Steps)
If you're still determined to get in, you have to play the game by the 2026 rules.
- Target the "Big Three" Exemptions: Stop looking at the Department of Education or the EPA. Focus your energy on DHS, DOJ, and specific "mission-critical" roles in the DOD. These are the only places where the HR offices are actually processing new certificates.
- Prep for Technical Assessments: The days of "Self-Assessment" are over. If the job description mentions a "technical assessment," take it seriously. They are looking for specific skills, not just a fancy degree from an Ivy League school.
- Watch the Budget (January 30 Deadline): The government is currently operating on a series of "minibus" packages. The next big funding deadline is January 30, 2026. Hiring often surges slightly after a full-year budget is passed, as agencies finally know how much "payroll room" they have left.
- Polish Your Resume for "Merit Hiring": Use the language of the new OPM guidance. Emphasize "practical skill" and "measurable outcomes." If you have experience in private sector efficiency, highlight it. That's the current "vibe" the hiring committees are looking for.
The federal hiring freeze isn't a permanent wall, but it is a very thick gate. Unless you are in a high-demand security or enforcement role, expect the "Under Review" status on your applications to last a lot longer than the usual 80-day target.