If you spend any time in the GovCon world, you will notice how often job descriptions mention both degree requirements and specific years of experience. It can feel confusing, especially when you see people with strong experience get passed over or someone with a degree step into a role quickly. The truth is that hiring managers in GovCon think about degrees and experience very differently than in the commercial world, and understanding that difference helps you position yourself more effectively.

One of the biggest factors driving hiring decisions is the contract itself. Many cleared or federal contracts define labor categories with strict guidelines around education and years of experience. A role might require a bachelor’s degree and three years of experience simply because the customer wrote it that way. When that happens, even strong candidates without a degree may not qualify on paper. It is not about preference. It is about compliance. Hiring managers often tell you they would hire someone without a degree if they could, but their hands are tied by the contract language.

At the same time, experience carries significant weight in GovCon because it shortens the ramp-up time. When a hiring manager sees someone who already knows the customer environment, understands the mission, or has supported similar contracts, that experience becomes more valuable than a degree. Experience reduces risk, especially when programs need someone who can contribute quickly. In many cases, familiarity with a specific agency or task area becomes the deciding factor.

There are also situations where a degree functions more as a gateway than a true competency requirement. Some contracts offer multiple paths to qualify, such as a degree with fewer years of experience or no degree with more experience. Hiring managers usually use these ranges flexibly. If you have strong hands-on experience, deep customer knowledge, or technical skills that match the mission, you often become just as competitive as someone with a degree.

Another thing to understand is how much managers value proven reliability in the cleared world. Showing a history of stability, strong performance on prior contracts, and the ability to navigate customer expectations often matters more than formal education. Managers want people who can work well with the customer, communicate clearly, and stay dependable in sensitive environments. These traits rarely come from a diploma alone.

On the other hand, degrees can become important for long term mobility. If you want to move into leadership roles, program management, or positions that interact heavily with the customer, a degree can help meet labor category thresholds and open higher-level career paths. Many people with strong experience eventually pursue a degree later just to unlock those roles.

The real question is not whether degrees or experience matter more. It is how they work together within the structure of the contract. When you understand how hiring managers think, you stop guessing. You begin shaping your career intentionally, knowing when experience is enough and when a degree might open the next door. In GovCon, the strongest professionals are the ones who understand the rules of the space and position themselves with clarity, patience, and strategy.