If you’ve been refreshing USAJOBS lately and wondering why the "Recent" tab looks a little thin, you aren't imagining things. The short answer is: yes, there is currently a major freeze on government hiring. But it’s complicated. This isn't just a "closed for business" sign on the front door. It is a calculated, strategic tightening of the belt that has fundamentally changed how Uncle Sam brings people onto the payroll. As of January 2026, we are living under the rules of Executive Order 14356, a policy titled "Ensuring Continued Accountability in Federal Hiring."
Basically, the "wild west" of federal recruitment is over. If you're looking for a job in a typical civilian agency, the hurdles just got much taller.
What the Freeze Actually Means Right Now
Technically, the blanket hiring freeze that started back in January 2025 has morphed into something the administration calls "Continued Accountability." It sounds like corporate jargon, and honestly, in many ways it is. The core rule is simple: No federal civilian position that is vacant may be filled, and no new position may be created, without explicit approval.
Every agency now has what’s called a Strategic Hiring Committee. These committees are the gatekeepers. If a manager at the Department of Labor wants to hire a mid-level analyst, they can’t just post the job. They have to prove to this committee—which includes heavy hitters like the agency’s Deputy Head and Chief of Staff—that the hire is "consistent with the national interest."
📖 Related: TCPA Shadow Creek Ranch: What Homeowners and Marketers Keep Missing
It’s a "one in, four out" world. For most agencies, for every four people who retire or quit, they are only allowed to hire one new person.
This policy is designed to shrink the federal footprint through attrition. Instead of mass layoffs, which often get tied up in court for years, the government is just letting the clock run. When people leave, their desks stay empty. By the start of 2026, we’ve already seen over 330,000 federal employees exit the system, and many of those roles are simply disappearing.
The Exceptions: Who is Still Hiring?
Now, don’t delete your resume just yet. The freeze isn't absolute. There are "carve-outs" for what the administration deems essential services. If your career path involves any of the following, you might actually find the process easier than it used to be:
👉 See also: Starting Pay for Target: What Most People Get Wrong
- National Security and Public Safety: The FBI, DEA, and Border Patrol are still actively recruiting. These roles are largely exempt because you can't really "attrition" your way out of border enforcement.
- Immigration Enforcement: This is a massive priority. Hiring for ICE and related components is essentially full steam ahead.
- The U.S. Tech Force: This is a weird one. While most agencies are frozen, the government is desperately trying to bring in 1,000 "young technologists" for two-year terms. They’re even letting these folks keep ties to private companies like Uber and Microsoft.
- Social Security and Veterans Affairs: While these agencies are under the freeze, the Executive Order specifically says it shouldn't "adversely impact" the delivery of benefits. That creates a gray area where some essential frontline roles still get filled.
The Death of the College Degree Requirement?
One of the most surprising shifts in the 2026 hiring landscape is the move toward skills-based hiring. Scott Kupor, the current Director of the Office of Personnel Management (OPM), has been vocal about this.
The government is trying to move away from "academic pedigree." In plain English: they care less about where you went to school and more about whether you can actually do the job. They are rolling out rigorous, job-related assessments to replace the old method of just scanning for a Master’s degree.
It’s a bit of a contradiction. They’ve made it harder to get in the door (the freeze), but once you’re at the door, they’ve changed the locks to favor people with technical certifications or "real-world" experience over traditional academics.
✨ Don't miss: Why the Old Spice Deodorant Advert Still Wins Over a Decade Later
Why This Matters for Your Career
If you’re a current federal employee, you’ve probably noticed your workload increasing. That’s the "attrition" at work. When your cubicle neighbor leaves and their job isn't backfilled, their work usually lands on your desk.
If you’re trying to get in, you need to be strategic. The days of applying to 50 "General Schedule" (GS) roles and hoping for a bite are gone. Agencies are now submitting Annual Staffing Plans to the White House. These plans dictate exactly where the few allowed hires will go.
Actionable Steps for Job Seekers in 2026:
- Pivot to "High-Need" Sectors: If you have an administrative background, look for how those skills apply to National Security or Immigration. Those are the only pipes with water in them right now.
- Shorten Your Resume: OPM is now pushing for two-page resumes. The era of the 10-page federal CV is dying. They want brevity and impact.
- Check the "Tech Force": If you have any AI, data science, or cybersecurity skills, the U.S. Tech Force is the most viable "side door" into government service right now. The application deadlines have been extended because the demand for talent is high, even during a freeze.
- Watch the "One-in-Four" Ratio: Realize that agencies are hoarding their hiring slots for senior leadership or critical mission roles. Entry-level GS-5 or GS-7 roles in non-essential departments are currently the hardest to find.
The hiring landscape is definitely colder than it was a few years ago. It’s a "merit" system now, but that merit is defined by the administration’s specific priorities. Keep an eye on the OPM's quarterly updates; as agencies hit their reduction targets, some of these restrictions might loosen, but for now, the freeze remains the law of the land.