Federal Résumés in 2026: What the New OPM Two-Page Rule Means for Job Seekers

Career Pulse DC
Episode: Federal Résumés in 2025: What the New OPM Two-Page Rule Means
Recorded: October 2025 (release delayed out of respect for furloughed federal workers)

INTRO

Margaret:
Welcome back to Career Pulse DC. I’m your host, Margaret Knudsen. Today we’re discussing a major shakeup in federal hiring: the new OPM rule limiting federal résumés to two pages. This is one of the biggest process changes in years. Joining us are two experts: Diane Hudson, long-time federal hiring specialist and founder of Polished Resumes, and Fraser Traverse, CEO of Traverse Jobs.

DIANE’S BACKGROUND & CONTEXT FOR THE CHANGE

Diane:
I’ve been working in federal hiring for decades—starting as a Special Agent Investigator for the Defense Investigative Service, then transitioning into DOD contracting and coaching federal, military, and SES candidates across agencies like NASA, USDA, NRC, Customs, and more. For years, federal résumés averaged five pages minimum because USAJOBS required extensive information: supervisors, full addresses, detailed duties, KSA-equivalent content, and alignment to lengthy OPM classification standards.

Now, with OPM’s new policy, that entire approach is changing: two pages max. The goal is to modernize hiring, reduce bottlenecks, and model private-sector efficiency. Agencies also must meet a new 80-day hiring timeline from posting to onboarding.

WHY FEDERAL RÉSUMÉS WERE SO LONG — AND WHY THEY’RE NOT ANYMORE

Diane:
Historically, HR needed long résumés to match candidates’ experience to the 10–20 page classification standards. When KSA essays were eliminated years ago, the detail had to be shoved into the résumé body—making documents balloon even further.

Today, OPM wants something closer to industry practice. Two pages. Streamlined. Easier to review. And over time, likely easier AI-based scanning, which OPM has signaled is coming.

But that means applicants now have much less space to demonstrate what HR used to look for across six or seven pages.

ADVICE FOR SHRINKING A RÉSUMÉ TO TWO PAGES

Margaret:
For people with 20, 30, even 40 years of experience—where do they begin?

Diane:
You start with your most recent and highest-level work, focusing on the last 5–7 years. Not ten. Not your entire career.

Then identify your top 8–12 accomplishment stories—the ones that show measurable impact, like saving money, improving processes, solving problems, or creating efficiencies. These are what matter now, not long duty descriptions.

And if you had a critical career-defining moment earlier—say, important 9/11-era work or major scientific contributions—include it in a brief “Earlier Career Highlights” section. A line or two each. Enough to capture significance without taking space from current work.

THE COMPETENCY SUMMARY

Fraser:
Are you still recommending a competency or skills section?

Diane:
Yes, but it must be filled with hard skills, not fluff. No “team player,” “hard worker,” or “self-starter.” Those are meaningless. Every competency must be justified somewhere in the résumé.

And this section must be updated for each job to reflect the announcement’s language. That’s critically important now that résumés are shorter.

WILL AI SCREEN THESE DOCUMENTS?

Fraser:
Should applicants assume their résumés are going through AI now?

Diane:
Some agencies are experimenting with it, but we’re not fully there yet. Previously, the federal process included self-assessment questionnaires scored by AI, and those are now being phased out. But OPM’s guidance makes it clear that AI-assisted résumé review is coming. When? We don’t know, but résumés need to be written with both humans and machines in mind.

CHALLENGES WITH THE TWO-PAGE FORMAT

Margaret:
Do you think this makes it easier or harder for hiring managers?

Diane:
Initially, harder. Hiring managers have spent years evaluating long, detailed résumés. They’re now adjusting to concise versions that still must meet the same qualification standards. Some strong candidates will be overlooked early in the transition.

But long term, once agencies adjust classification expectations, it should become easier.

WHAT HAPPENS AFTER YOU PASS THE INITIAL SCREEN

Diane:
Because self-assessment questionnaires are disappearing, agencies are relying on:

• Skills-based tests (“show us you can do this”)

• Structured behavioral interviews

• Writing samples

• Asynchronous video interviews

• Reference checks

This is where candidates can expand on what didn’t fit into two pages.

ADVICE FOR APPLICANTS OUTSIDE GOVERNMENT

Diane:
You must build your résumé before the job opens. Many federal announcements now close quickly or cap at the first 50 or 100 applicants.

Once the job posts, study:

• The duties

• The specialized experience

• The competencies

• Any education or clearance requirements

Then tweak your résumé to match. People coming from nonprofits or private sector must translate their work into federal language—impact, policy contributions, measurable results—not just responsibilities.

VETERANS, MILITARY SPOUSES & CAREGIVERS

Diane:
This new rule is hardest on veterans. They often change roles every two to three years and end up with very long résumés. They must choose which roles to emphasize—but they must also maintain chronology for clearance purposes.

Military spouses face similar issues—the constant moves, patchwork jobs, educational delays. Their documents can balloon to 10+ pages. For them, it’s about stripping the résumé down to only what supports the job they want now.

Caregivers should be transparent about résumé gaps. Caregiving creates real skill sets—medical navigation, documentation, logistics, high-stakes communication. These translate well and shouldn’t be hidden.

ENTRY-LEVEL JOB SEEKERS

Margaret:
What about students or early-career applicants?

Diane:
They need to show anything that demonstrates responsibility and transferable skills:

• Research projects

• Academic work

• Club leadership

• Volunteer service

• Part-time jobs (retail, food service, childcare)

Hiring managers routinely prefer applicants who have something—even unrelated jobs—over applicants with no work history.

SIDE HUSTLES & FREELANCE WORK

Margaret:
Should people include their side gigs?

Diane:
Yes, if the skills transfer. But candidates must be aware: agencies can require disclosure of outside employment, especially now that many employees are back on site and conflicts of interest are closely monitored.

FINAL THOUGHTS

Fraser:
This conversation really highlights why career coaching matters. There’s real skill in capturing a full career in two pages.

Diane:
The formatting rules—font sizes, margins—matter only because agencies will specify them. But content is what determines whether you advance. Résumés get you through the door; accomplishment stories get you hired.