Browse Hiring Veterans articles and resources for veterans.
601 articles in Hiring Veterans
Your ATS has no veteran field, so you cannot filter or count. Here is how to run veteran sourcing anyway, using source tags and requisition-level counting.
Your peak hiring month and the summer talent window rarely fit cleanly. Plan your seasonal veteran sourcing around that mismatch.
Recruiters assume a military spouse shares the service member's clearance. They do not. Here is how to find, qualify and sponsor a cleared spouse without wasting a cycle.
Your veteran contractor is doing the job and the team wants to keep them. This is how conversion fees work, when to start the talk, and how to set the offer.
No inspector shows up with a clipboard. DoD SkillBridge oversight runs through the MOU you already signed. Here is what gets checked and what ends an authorization.
A signed offer, and then the separation date moves 60 days. What employers should do this week to keep the req, the offer, and the candidate.
A SkillBridge intern is still on active duty. Their clearance eligibility has not gone stale, because they have not separated yet. That is the whole advantage.
You keep losing veteran finalists to federal agencies and defense contractors. Learn what you cannot match, and where a midsize employer actually wins.
Plenty of employers assume preferring a veteran is legally risky. A growing group of states says a private employer may adopt a veterans preference policy. Here is what yours has to say.
Your threat intelligence req keeps filling with SOC resumes. Military all-source analysts already write finished assessments. Here is how to screen for the producers.
Ammunition and EOD veterans fit blasting, plant, and range seats. Learn the ATF licensing rules, the discharge myth, and how to read these resumes.
Many employers run credit checks on roles that never needed one. This guide covers which roles justify a check. It also covers state law limits, the FCRA steps, and how service shapes a credit file.
A clearance line on a resume is a claim, not proof. Only a cleared FSO can pull the real record. Learn what they see, what stays closed, and your options with no FCL.
Your fiber splicer req keeps pulling tower techs and network engineers. Outside plant is its own trade. These military backgrounds actually fit it.
Test range and flight test seats can sit open for months. Here are the military job codes that fit. And here is where those people separate.
Block 27 of a DD-214 holds the RE code. It is a re-entry decision set by one branch under its own rules. Here is how to read it and where it belongs.
Your records and FOIA reqs sit open for months. Military admin and paralegal veterans already do this work. Here is how to read those resumes and where to find them.
Your CM and DM analyst seats sit open for months. Military maintenance records and property book backgrounds already do this work. Here is how to find and screen them.
A public trust role is not a security clearance. Learn which tier and form apply. See what a veteran already carries, and what your company still runs.
Your SkillBridge intern is not working out and you are picturing an HR mess. There is no firing, because there was never a hire. What actually happens, step by step.
Your buyer req has been open four months. Some of the best candidates bought for the government and their resumes rarely say buyer. Here is how to spot them.
Memphis employers expect a base town to produce truck drivers. NSA Mid-South produces HR, payroll and recruiting talent. This guide shows how to hire it.
Beale AFB sits about 10 miles east of Marysville, CA. It turns out intelligence analysts, aircraft maintainers and Security Forces airmen. Here is how to read those resumes and hire them locally.
A veteran applied for your marketing ops req. The resume and the job posting share almost no words. This question set still works.
Student pilots at Laughlin owe the Air Force ten years once they win wings. Your real competition in Del Rio is federal law enforcement. See who you can actually hire.
Military IT teams run account provisioning, directory and PKI token administration, and access reviews every day. Most of the people doing that work never write IAM on a resume. This guide shows you how to spot them.
A veteran resume with a blank stretch after the separation date is common. This guide gives you a way to check readiness instead of guessing.
A single plant with no base within driving distance cannot source by radius. This guide covers the search method, the job post language, and a 90 day plan.
A req at 50 to 75 percent travel thins your pipeline and burns out some of the people who accept. Where to find veteran candidates for heavy travel roles, and how to screen them without legal risk.
Calibration benches sit empty for months while PMEL, TMDE, and metrology veterans separate every month. Here is how to find them, screen them, and write a req they answer.
Your respiratory therapy req has sat open for months. The military runs two CoARC accredited RT schools. Here is how to source, screen and credential those candidates.
Banks, credit unions, and fintechs keep fishing in the same small pool for BSA/AML analysts. Military intelligence, investigative, and finance backgrounds fill those seats well.
A service member leaving Germany or Japan may have no US network. Someone else sets their move date. This guide shows how a midsize employer reaches them first.
A missed step in a regulated plant costs far more than a salary. Why veterans fit safety-critical regulated workplaces, how to spot the habit on a resume, and what does not transfer.
Corpus Christi and Kingsville look like a big military hiring market. Both are training bases, so the separation pipeline is thin. Here is where the real Coastal Bend veteran talent actually sits.
GovCon and NGO employers filling remote and deployed sites face one expensive failure. A hire who quits in country. Here is how to post, screen, and staff these roles so that does not happen.
A dollar figure on a military resume can mean three very different things. Tell custodial gear accountability apart from real budget authority, and test it in a 20-minute screen.
Joint Base Andrews anchors the Prince George’s County labor market. Aircraft maintainers, aerial port, security forces, and contracting talent separate there every month. This guide shows a midsize employer how to reach them first.
Naval Base Ventura County is one of the largest employers in the county. Most local companies never reach the people leaving it. This guide covers who separates from Port Hueneme and Point Mugu, and how to hire them first.
A union contract sets the wage, the bid order and the seniority clock. Veteran hiring still works inside a CBA, but the plan looks different. Here is what you control and what you do not.
Your SOC needs eyes on the queue around the clock. Five analysts cannot cover those hours without burning out. Many signals intelligence and cyber defense veterans already worked that rotation.
Aberdeen Proving Ground puts out technical and disciplined veteran talent every year near Baltimore. Many hold a clearance. Here is how a midsize employer reaches them first.
Four jobs in eight years reads as a job hopper. On a veteran resume it usually means four sets of orders. This guide shows you how to tell them apart.
Customs brokerage and freight brokerage share a word and little else. See which military backgrounds feed CBP entry filing and export compliance work, and what to screen for.
Monterey trains military linguists at DLI and sends officers to graduate school at NPS. Very few of those students separate there. This guide covers what the pool holds and how to reach it.
Military dental clinics train chairside assistants, lab techs, and staff who expose radiographs every year. Here is how dental practices and DSOs reach them, check the state credential rules, and screen the resume.
Your competency model works fine until a veteran applies. Map military experience onto the indicators and proficiency levels you already run, so veterans get scored on the same sheet as everyone else.
FMS and security cooperation reqs are hard to staff. Learn what the work is, which military jobs produce it, and how to read the resume signals that matter.
A veteran applicant declining to self-identify is usually not a compliance failure. This covers what federal contractors record, what they should not infer, and how declines hit your benchmark math.
Senior enlisted veterans ran a daily operations rhythm for years. Morning sync, blocker tracking, after action review. That is the Scrum Master job with different words.
Columbus AFB is a pilot training base in Lowndes County, Mississippi. Many employers target the wrong people here. This guide shows which Golden Triangle talent is actually available and how to reach it.
NSA Bethesda means Naval Support Activity, not the National Security Agency. It hosts Walter Reed and one of the deepest military medical talent pools in the country.
Your tower req has been open for months. Four services train and certify their own controllers, and those people separate every month. Here is how to find and hire them.
You get one veteran sourcing push. Aim it at the wrong req and it usually fails. This one hour scoring sheet ranks your open reqs before you spend a dollar.
Vance AFB has run on civilian contractors since 1960. That changes who you can hire in Enid and when. A practical guide for midsize employers in Garfield County.
Your OT security req stays open because IT candidates lack plant time and plant people lack security language. Veterans often arrive with both halves. This is the sourcing and screening play.
Your best candidate is still in uniform and the interview keeps getting moved. Scheduling around duty, base access, bad video, and the OPSEC limits on what they can tell you.
Dyess AFB separates skilled airmen into the Abilene job market every year. Most local employers never see them. Here is how to find, read, and hire that talent.
Joint Base Langley-Eustis holds two very different installations. Here is who separates at Langley AFB and Fort Eustis, what they can do on day one, and how Peninsula employers reach them first.
Two military wings sit north of Buffalo, and most of the people in them work a civilian job the rest of the month. This guide shows Western New York employers how to reach them.
Annapolis runs on shore duty, not fleet rotation. Here is how a midsize employer sources, times, and reads Navy talent near the Naval Academy and NSA Annapolis.
Altus AFB trains Air Force mobility aircrew in a city under 20,000 people. Here is the talent that market produces, how to read those resumes, and when to reach out.
Credentialed vet techs are scarce and roughly a quarter of veterinary teams turn over every year. Army 68T animal care specialists and military medics are a pool almost no animal health employer recruits from.
A DoD Secret does not automatically open a DOE Q seat. What Q and L access authorizations cover, how reciprocity really works, and which veterans fit these roles.
F.E. Warren AFB runs a manpower-heavy ICBM mission just west of Cheyenne. Here is what those airmen actually do, and how to hire them before a Colorado company calls first.
Military crane qualifications do not transfer to your jobsite. Which military jobs run cranes and rig loads, what OSHA requires, and how to write a req that does not screen out your best candidate.
Your CNC req has been open too long. Military machine shops turn out lathe and mill hands every year. This guide shows how to find, screen, and train them.
Dahlgren is a weapons and combat systems market. The fleet base playbook does not work here. Where the talent actually lives, which Navy ratings fit, and how to write a posting that King George locals answer.
Dialysis clinics burn through patient care techs. Military medics fit the chair, and the federal rule gives you 18 months to certify them. Here is how to source, screen, and keep them.
A scheduling letter just landed. Here is what an OFCCP compliance evaluation checks on the veteran side, phase by phase, and how federal contractors respond.
Cannabis operators need people who respect compliance, security, and the count. This guide shows which roles veterans fill best and where to find them.
Cannon AFB in Clovis sends skilled AFSOC airmen into civilian life each year. Here is how a midsize eastern New Mexico employer can reach them first.
MCAS Yuma turns out skilled aviation maintenance, ordnance, and logistics talent every year. Here is how a midsize Yuma-area employer can reach them first.
Fort Belvoir is one of the largest employers in Fairfax County and hosts more than 145 mission partners. Here is how to reach that intelligence, geospatial, and logistics talent before it goes elsewhere.
Malmstrom AFB runs missiles, not jets. That makes its talent pool very different from a flying base. Here is how a Great Falls employer reaches those airmen first.
Shaw AFB puts trained F-16 maintainers, intel analysts, security forces, and operations staff right outside Sumter. Here is how a local employer reaches them first.
New York City has one small Army post and one of the biggest veteran populations in the country. Here is where those candidates actually are, which local channels work, and how to run a 90 day hiring plan.
Los Angeles Air Force Base in El Segundo is an acquisition base, not a launch base. It produces program managers, contracting officers, and space systems talent your midsize company can use.
Minot AFB turns out trained, cleared, reliable airmen every year. Here is how a midsize North Dakota employer reaches them before the oil corridor does.
Priority of service gives veterans first crack at referral when you post a job through an American Job Center. Here is what employers should know.
Seasonal ramp, the pack test, austere field work. Wildland fire and forestry hiring is hard. Here is how veterans fill those crews fast.
Rock Island Arsenal and the John Deere corridor draw machinists, mechanics, and logistics veterans. Here is how a midsize Quad Cities employer reaches them.
A protected veteran filed an OFCCP complaint against your federal contract. Walk the full investigation process, from intake to conciliation, plus how to respond and avoid a repeat.
North Jersey has a technical veteran talent pool at Picatinny Arsenal. Here is who separates in Morris County and how your company can reach and hire them.
Westover ARB puts one of New England's largest veteran talent pools right next to Springfield. Here is how Pioneer Valley employers can hire them.
Skilled airmen separate from Mountain Home AFB every year and settle in the Boise metro. Here is how Treasure Valley employers reach and hire them.
Goodfellow AFB trains the DoD intelligence analysts and firefighters right in San Angelo. Here is how a midsize West Texas employer can hire that talent first.
Two bases near Barstow feed a veteran talent pool most local employers walk past. Here is where to find them, what they bring, and how to start.
Grand Forks AFB is a drone and intelligence talent hub. Here is how a local employer recruits separating airmen before the big contractors reach them.
You spot an ASVAB or AFQT score on a veteran resume. This guide shows employers how to read the number, what it signals about aptitude, and where it stops being useful in screening.
Ellsworth AFB is becoming the first home of the B-21 Raider. That means more jobs and more competition in Rapid City. Here is how to hire the veterans leaving the base.
Telehealth companies struggle to staff triage, care coordination, and platform support. Veteran medics, corpsmen, and IT pros are a strong, overlooked fit.
Former warrant officers are deep technical experts most recruiters skip. Learn what they are, how their record maps to civilian jobs, and how to hire one.
A bad-paper DD-214 lands on your desk and you freeze. Here is how to hire a veteran with an other than honorable discharge and screen the risk fairly.
Naval Station Newport, NUWC, and the Naval War College produce rare technical and leadership talent. Here is how to hire Newport, Rhode Island veterans.
West-Central Missouri employers miss the talent pool at Whiteman AFB. Here is a simple, local plan to recruit veterans near Warrensburg and Knob Noster.
The Space Force is tiny, but every separating Guardian is a rare cleared, technical hire. Learn how to find Guardians, read their records, and recruit them before the big primes do.
Armored transport and cash-in-transit hiring is brutal. Learn which military jobs fit route and vault work, what to screen for, and where to find veteran candidates fast.
Houston has one of the largest veteran talent pools in the country but no big active-duty base. Here is how a midsize employer sources, reaches, and hires them.
Midsize employers in Raleigh-Durham and the Research Triangle can hire veterans without a base nearby. Pull from Fort Bragg outflow, relocating vets, and SkillBridge.
Sheppard AFB near Wichita Falls trains skilled maintenance and technical talent. Here is how midsize employers reach and hire that veteran pipeline.
Sprinkler fitters and fire alarm techs are scarce and everyone fishes the same pond. Here is how to hire veterans who already know fire systems.
A plain-English payroll guide to MSRRA employer withholding for military spouse employees. Learn which state to withhold for, what form to collect, and the steps to set it up.
The Detroit metro has a deep bench of veteran talent, much of it near Selfridge ANGB and the Macomb County defense corridor. Here is where to find it and how to hire it.
Brokerage is a sales and operations hybrid, and it burns through new hires. Military movement-control veterans already do the hard part: moving freight on trucks they do not own.
Veterans bring checklist discipline to a loan file and many have personally been the VA borrower. Where they fit in your lending shop, what licensing to plan for, and how to read the resumes.
You cannot outbid the bank down the street. But most of your competitors cannot read a military resume, which leaves strong branch candidates sitting in the pile unread.
Edwards AFB produces flight-test talent. Boeing, Lockheed, and Northrop sit 23 miles away hiring the same people. What a midsize Antelope Valley employer can do about it.
Orlando is not a base town and it is not the Space Coast. It runs the largest military training and simulation cluster in the country. What that pool means for your open roles.
Holloman AFB and White Sands Missile Range put a steady stream of skilled veterans right next to Las Cruces. Here is where to find them and why they fit a midsize company.
A cluster of cleared, technical veterans sits near NSWC Crane in southern Indiana. Here is how a midsize employer reaches and hires that talent.
NAS Fallon sends trained Navy aviation talent into the Reno region every year. Here is how a midsize Reno employer can find and hire these veterans.
Metro Atlanta holds close to 300,000 veterans, fed by Dobbins ARB and bases across Georgia. Here is where to find them and how to hire veterans in Atlanta.
Skilled nursing and long-term care staffing is brutal. Veterans map into CNA, LPN, and unit roles, and they stay. Here is how to hire them for your facility.
Military IT and comms veterans ran high-volume help desks in uniform. Here is how to find them, read their background, and hire them for tier-1 and tier-2 support.
Tyndall AFB sits right on the bay in Panama City. Its separating airmen are skilled, local, and ready to work. Here is how to reach them first.
Healthcare security is its own field, from psych holds to ED coverage. Here is how to hire veterans for your hospital security team and screen them right.
Valdosta hiring is tight, but Moody AFB is a talent pipeline next door. Here is how local employers reach separating airmen and veterans in south Georgia.
Dallas-Fort Worth holds a deep veteran talent pool anchored by NAS JRB Fort Worth. Here is where and how DFW employers should source military-connected candidates.
A national map of where veterans live, by total count and by share of the workforce, so you can point events, ads, and remote sourcing at the right states.
Northeast PA is full of veteran electronics techs, radar and comms repairers, and logistics talent. Here is how midsize employers near Scranton reach them.
Strong veteran candidates get screened out by pre-employment assessments before a human sees them. Here is where the misreads happen and how to configure your tests fairly.
Robotics techs, controls techs, and PLC programmers are hard to hire. Veterans from electronics and controls backgrounds already do this work. Here is how to find them.
Trade schools and CTE programs struggle to fill instructor seats. Veterans who taught in the military bring trade skill and teaching reps in one hire.
Central PA has a deep veteran talent pool around NSA Mechanicsburg and Carlisle Barracks. Here is where to find it and how to reach it on any budget.
Former federal program managers and contracting officers are disciplined, high-value hires. See how to read their GS series, warrants, and certifications so you can hire acquisition talent with confidence.
Ex-federal candidates leave a clear paper trail. Learn how to verify federal service, read a clearance claim, and check a DD-214 with respect.
The 2026 RIF wave put cleared ex-government veterans on the market. Here is the channel-by-channel map for sourcing them fast, before separation.
2026 RIFs are pushing skilled federal workers onto the market, and many are veterans. A midsize employer can hire them well by moving fast and reading their resumes right.
Safety-sensitive roles leave no room for a bad hire. Learn how to screen a veteran candidate the right way, from testing to reliability.
A recruiter’s guide to the JST and CCAF military transcripts. Learn who carries which, how to verify one, and how to turn courses into hiring signal.
The Army PaYS program gives employers a guaranteed interview with a Soldier years before separation. Learn how to become a partner and when it pays off.
A contract recompete puts a whole cleared team on the market at once. This guide shows midsize employers how to source and hire that incumbent workforce fast.
A defense contractor layoff drops cleared talent onto the market all at once. Here is how to spot it early and hire fast, with respect.
The hardest hire in death care is someone steady around grief. Veterans, especially Mortuary Affairs specialists, already carry that skill.
A hiring guide for defense contractors and companies building CI and insider threat programs. Which veteran backgrounds fit, how to read clearance, and how to screen.
Military PAs and NPs are credentialed providers trained through IPAP and advanced nursing paths. Here is how to find, verify, and hire them.
Your 911 floor is hard to staff and keep. Military radio and operations veterans already do this work. Here is how to hire and retain them.
Correctional facilities run short on staff and lose new hires fast. Veterans from military police and corrections roles fit the shifts, the structure, and the pressure.
Veterans arrive with real leadership reps that most trainees spend years building. This guide shows how to route them into your management trainee program.
The Army Career Skills Program gives employers a paid tryout with a transitioning Soldier. Learn how to become a participating employer and turn a CSP slot into a hire.
Your best cleared veteran candidate has three offers and a Friday deadline. This guide shows how a midsize employer wins the close on speed, mission, and comp, not just the biggest number.
A veteran fellowship cohort turns hiring into a working audition. Learn how to size the group, pick projects, assign mentors, run the calendar, and convert fellows to hires.
Eglin AFB pushes out F-35 maintainers, weapons techs, and special operations leaders every year. Here is how midsize employers near Fort Walton Beach reach them first.
Keesler AFB trains cyber, weather, and air traffic control airmen in Biloxi. Here is how a Gulf Coast employer can hire that veteran talent close to home.
The Individual Ready Reserve is a pool of trained, prior-service veterans available now with almost no military obligation. Here is how to source them.
Recruiting emails to veterans sit unread while texts get opened in minutes. Here is how to run an SMS recruiting channel that reaches transitioning veterans without crossing a legal line.
Home health and hospice roles are hard to fill and turnover runs high. Military medics and corpsmen fit the solo, in-home setting. Here is how to hire them.
A vague clearance line scares off cleared veterans and floods your inbox with the wrong people. Here is how to word the clearance requirement so the right candidates apply.
Many veterans leave the service already trained in structural fire, aircraft rescue, EMS, and hazmat. Here is how a fire department finds and hires them.
You keep hearing "post on TikTok" but no one tells you what to film. Here is how to use short-form video to reach transitioning service members.
Cleared talent is the hardest hire in defense, and grabbing a competitor's badged staff can spark a legal dispute. Here is how to recruit cleared veterans without poaching, using non-solicit rules, teaming limits, and clean open-market sourcing.
Dover AFB is the biggest employer in Kent County, and its airmen carry maintenance, logistics, and cargo skills. Here is how to find and hire them.
Marines separate from MCAS Cherry Point every month. Here is how a midsize employer near Havelock and New Bern can reach them first and hire aviation, maintenance, and logistics talent.
Behavioral health and peer support roles are hard to keep filled. Veterans with lived experience or medic backgrounds fit them well. Here is how to hire them.
Environmental remediation and hazmat cleanup rewards people who respect danger and follow the plan. Here is how to hire veterans who already live that standard.
No DoD authorization and no HR bandwidth to host SkillBridge? A SkillBridge intermediary organization holds the agreement, screens candidates, and places one on your team.
Getting on a military base to recruit veterans takes permission, the right ID, and an invite. Here is exactly how base access works for civilian employers.
Seymour Johnson AFB sends skilled airmen into Goldsboro every year. Here is how a midsize employer reaches that Air Force talent pool before the bigger markets do.
Military medics already know how to keep a patient alive under pressure. Here is how EMS and ambulance agencies find, credential, and retain veteran EMTs and paramedics.
A reverse career fair flips the setup. Veterans staff the booths and you visit them. Here is how to organize, work the room, and follow up so it turns into hires.
A career gap is the cost of military life, not a red flag. Here is how to design a paid, mentored military spouse returnship program that converts to full-time hires.
PSD and special operations veterans already ran close protection downrange. Here is how to hire them for executive and close protection roles the right way.
Operation Warfighter is a federal internship program for recovering service members. Here is how a private company actually reaches this veteran talent pool.
You won a cleared contract and DCSA wants an FSO named. Here is how to hire the veteran who can run your industrial security program under NISPOM.
Waste and sanitation routes are brutal to staff. Veterans bring the CDL hours, heavy equipment skill, and early-start grit that keeps routes covered. Here is how to hire them.
Worried your shop is too small to host a DoD SkillBridge intern? There is no employee-count minimum. Here is what a small business actually needs to qualify.
Staffing 24/7, rotating, and overnight roles is brutal. Veterans already ran watches and staff duty. Here is how to source, screen, and onboard them.
Demobilization and SRP events put trained Guard and Reserve talent in one room for a few days. Here is how employers get access the right way and run a table that converts.
Maxwell AFB, Gunter Annex, and Air University sit in Montgomery, Alabama. They separate IT, cyber, training, and security veterans every year. Here is who they are and how a local employer can hire them.
Fort Novosel near Dothan puts out aviation mechanics, air traffic controllers, and drone operators every month. Here is how a midsize employer finds and hires them.
Your veteran candidate is on terminal leave and asks to start early. Can they? In most cases, yes. Here is how the start date, dual pay, and I-9 timing work.
VET TEC 2.0 funds veteran tech training and grades providers on job placement. That makes approved providers a ready-made pipeline of job-ready tech talent for employers.
Fort Detrick in Frederick, MD separates biomedical, lab, and medical logistics veterans every year. Here is how local employers find, screen, and keep them.
Fort Meade is the densest cleared cyber and intel talent pool in the country. Here is how a midsize employer finds and wins these veterans before the primes do.
A SkillBridge participant is still active-duty military, not your employee. Here is who pays them, who covers an injury, and what the MOU puts you on the hook for.
A cleared veteran said yes, but the badge does not equal access. Here is how to read the DD-254, verify eligibility, and process them for classified work.
Fort Huachuca is the Army's military intelligence hub. It puts out a steady stream of cleared 35-series intel and cyber veterans. Here is how to hire them near Sierra Vista or remote.
A realistic job preview shows veteran candidates the real day-to-day before the offer. It matches expectations to reality and cuts early turnover.
A veteran fellowship can cost far less than you think. Here is the full budget, line by line, plus the government funding that can cut your fellowship cost to almost zero.
A strong veteran candidate can decline your offer out of pure confusion. Here is how to translate a civilian benefits package into terms they understand so your offer wins.
Fort Drum sends trained soldiers into the job market every year, and most leave the area. Here is how to reach and hire them before they move away.
Your local chamber of commerce runs a military committee that connects employers to veteran talent near your base. Here is how to find, join, and use it to hire.
Buckley Space Force Base sends technical, cleared Guardians and veterans into the Denver-Aurora workforce every year. Here is how midsize employers near Denver reach and hire them.
Barksdale AFB sends trained airmen into the Shreveport-Bossier job market every year. Here is how local employers reach that veteran talent first.
Medically retired does not mean unable to work. Learn what the MEB and PEB process means on a veteran record, and how to evaluate the candidate fairly and legally.
Kirtland AFB, Sandia Labs, and AFRL make Albuquerque a rare pool of cleared, technical veteran talent. Here is how local employers reach them first.
Roles sit open for months in Interior Alaska. Fort Wainwright and Eielson send skilled veterans into Fairbanks every year. Here is how to find and hire them.
The veteran section of a VEVRAA affirmative action plan has required parts under 41 CFR 60-300.44. Here is exactly what goes in each one and what records to keep.
Portsmouth Naval Shipyard in Kittery, Maine overhauls nuclear submarines. Here is how a midsize Seacoast employer finds and hires that skilled veteran talent first.
Your SkillBridge posting is your pitch to a service member shopping for a host. Learn the exact sections, tone, and mistakes that decide who applies.
A resume and interview only tell you so much. A work sample test shows you the actual work. Here is how to design, run, and score one fairly for veteran candidates.
OCONUS military spouses are US citizens who can fill your US remote roles. Here is how to employ them, handle time zones, and find them.
Vandenberg sends skilled Guardians and veterans into the Central Coast workforce every year. Here is how a midsize employer reaches them before they sign elsewhere.
Quantico packs intelligence, law enforcement, and cleared Marine talent into one corridor. Here is how a Northern Virginia employer reaches them before they separate.
Fort Gregg-Adams near Richmond is the Army's logistics hub. Learn how to source trained supply, warehouse, and fleet talent before they separate.
Hanscom AFB sits in the Boston area and produces cleared program managers, cyber operators, and engineers. Here is how a midsize employer reaches them before they separate.
Hill AFB sends skilled airmen into the Ogden area every year. Here is how a local midsize employer can find and hire them before they separate.
Fort Jackson near Columbia, SC trains the Army's HR, finance, and recruiting professionals. Here is how to recruit that support talent for your team.
McConnell AFB puts trained Air Force aviation talent into Wichita every year. Here is where it sits, what it can do, and how to reach it before competitors.
Pensacola trains aviation, cyber, and technical sailors at three nearby bases. Here is how a midsize employer can recruit that local veteran talent first.
Fort Leonard Wood trains engineers, MPs, and CBRN soldiers. Here is how a mid-Missouri employer reaches that skilled-trades and security talent before they scatter.
Cold blasting one req at a time wastes veteran hiring's biggest edge. Build an email nurture campaign that stays in front of candidates across their whole ETS timeline.
Little Rock AFB is one of the country's top C-130 airlift hubs. Hundreds of technically trained airmen separate there each year and most want to stay local. Here is how central Arkansas employers can reach and hire that talent.
Space Coast companies near Patrick SFB and Cape Canaveral have access to cleared, technically trained veteran talent that most employers miss. Here is how to find, read, and hire them.
Joint Base Charleston puts roughly 21,000 active-duty personnel in the Charleston metro. Here is how to reach them before they sign with someone else.
Parris Island trains 20,000 Marines per year. MCAS Beaufort runs F/A-18 and F-35B squadrons. Hiring managers in the SC Lowcountry are sitting on one of the deepest veteran talent pools in the South and most of them do not know how to reach it.
You post a role and get zero veterans. Programmatic job ads fix the reach problem by pushing your job across many sites at once, for a cost you control.
Anchorage employers have a built-in edge. JBER and the highest veteran share in the nation put trained, local talent in your market every year. Here is how to reach them.
NAS Lemoore puts a deep pool of skilled Navy aviation talent in the San Joaquin Valley. Here is how Central California employers reach and hire them.
A service member on permissive TDY has paid time to interview now and may start before their separation date. Here is what that means for your hiring plan.
Stop waiting on job boards. Every base runs a family program with employment counselors who hand-match local military spouses to your open roles.
Fairchild AFB sends skilled aviation, logistics, and medical talent into Spokane every year. Here is how a midsize Inland Northwest employer finds and hires them.
Robins AFB is Georgia's largest single-site industrial complex. It is a deep pool of aircraft maintenance, avionics, and logistics veterans. Here is how a midsize employer recruits them.
Naval Station Great Lakes runs the Navy's only boot camp plus major technical schools. Here is how a midsize Chicago-area company recruits its young, skilled, recently separated Sailors.
A fresh wave of Navy aviation and tech talent separates from NAS Whidbey Island in Oak Harbor every year. Here is how a local employer finds and hires them first.
Hundreds of airmen separate from Davis-Monthan every year and most want to stay in Tucson. Here is how local employers find, read, and hire this maintenance and logistics talent.
Twentynine Palms is the largest Marine base in the country. Here is how a midsize company can reach and hire its separating Marines and local veterans.
Skilled submarine sailors separate near Groton, CT every year. Here is how a midsize employer reaches them before they take the first offer that lands.
Naval Submarine Base Kings Bay sends hundreds of nuclear-trained, often-cleared sailors into the Southeast Georgia workforce each year. Here is how a midsize employer reaches them first.
JB McGuire-Dix-Lakehurst is the only tri-service base in the country. Here is how a midsize company hires the skilled veterans who separate there every month.
Fort Sill sits next to Lawton and sends trained, local talent into the job market every year. Here is how a midsize employer can recruit those veterans first.
Fort Polk (formerly Fort Johnson) and the JRTC send combat-tested soldiers into Central Louisiana every year. Here is how a midsize employer hires them.
A steady stream of trained 1st Infantry Division talent leaves Fort Riley every month, and many stay local. Here is how a midsize employer reaches them first.
Fort Knox is the Army’s HR, recruiting, and training headquarters. Here is how a midsize Louisville-area employer reaches and hires that local veteran talent.
Fort Stewart and Hunter Army Airfield send trained, screened talent into your local market every month. Here is how a midsize employer near Hinesville and Savannah can recruit them.
Offutt AFB sends cleared, technical, and leadership talent into the Omaha metro every month. Here is how a midsize employer reads those resumes right and reaches them first.
Camp Lejeune sends trained Marines into the Jacksonville, NC job market every month. Here is how a midsize company builds a steady flow of local veteran hires.
Fort Leavenworth puts trained Army leaders into the Kansas City market every year. Here is how a midsize employer finds them, reads their resumes, and hires them fast.
Fort Benning, formerly Fort Moore, sits next to Columbus, Georgia and turns out steady, trained talent. Here is how a midsize company recruits them.
Tinker AFB feeds Oklahoma City a steady stream of skilled, local veteran talent. Here is how a midsize OKC employer finds, reads, and hires it before the uniform comes off.
Fort Campbell separates skilled soldiers every month, and many want to stay near Clarksville. Here is how a midsize employer finds and hires that local veteran talent.
Wright-Patterson AFB is the largest employer in Ohio, packed with acquisition, engineering, and analyst talent. Here is how a Dayton company hires it.
Nellis and Creech Air Force Bases put thousands of trained veterans in the Las Vegas valley each year. Here is how local employers find, read, and hire them first.
Scott AFB drops trained logistics, IT, and cyber talent next to St. Louis every month. Here is how a midsize employer finds and hires them first.
Jacksonville sits on a deep Navy talent pool from NAS Jax, Mayport, and the FRCSE depot. Here is how a midsize employer reaches and hires it.
A combat-heavy resume reads as "only fit for hourly" to a biased screener and "operations leader" to a fair one. Here is the scorecard that gets you the hire.
AUSA, AFA, and Sea-Air-Space are not job fairs. Here is how a midsize employer actually recruits veteran talent at major military association conferences.
A veteran candidate is mid-move and you are not sure when they can start or how to help. Learn the military move calendar so you can time recruiting and relocation help to win the hire.
Fort Cavazos near Killeen separates thousands of skilled soldiers every year. Here is how a midsize employer reaches and hires this local talent before competitors do.
Fort Bliss puts a steady stream of trained Army talent right next to El Paso. Here is how a midsize employer reaches them early and hires before the big firms do.
Almost every veteran looks like a top performer on an NCOER, OER, or FITREP. Here is how to read past inflated marks and spot the genuinely standout candidate.
Your veteran hiring page gets traffic but no applications. Here is the copy, layout, and apply step that turn veteran visitors into real applicants.
ESGR and USERRA are not the same thing. One is a federal law with real teeth. One is a free help desk. Here is the clean line between them for employers.
A veteran's branch and component sit at the top of every resume, and most hiring managers skip them. Here is how to decode the six branches and three components for fit.
Colorado Springs sends a deep, multi-branch veteran pool into the job market every year. Here is how a midsize employer finds, reads, and hires that talent before competitors do.
Won a federal prime contract? You must pass the veteran equal opportunity clause down to covered subcontracts. Here is which clause, at what dollar size, and how.
Two strong veteran resumes, one open role: an officer and an enlisted leader. Here is how to weigh both fairly and pick the background that actually fits the seat.
Combat arms resumes get passed over because hiring managers misread them. Here is how to decode infantry, armor, artillery, and combat engineer experience into civilian skills.
Stop converting E-7 base pay into a salary. Map a veteran’s real scope to your own comp band, validate with market data, and stop losing great hires.
Veteran references scatter when units reorganize and supervisors PCS. Here is how to verify a veteran candidate anyway, without losing a good hire.
Your veteran candidate has no civilian salary history, and asking for it would not help. Here is how to set a fair offer using market data and a clean read of the role.
Federal contractors must list most job openings with a state workforce agency under VEVRAA. Here is what to post, where it goes, and what is exempt.
A J3 staff line or a NATO liaison role tells you something specific about a veteran candidate. Learn what joint and coalition assignments prove, what they do not, and how to read them during screening.
Fort Eisenhower makes Augusta one of the deepest cleared cyber-talent markets in the country. Here is how a midsize company finds and hires these veterans first.
Federal contractors must set and document a VEVRAA hiring benchmark each year. Here is the yearly workflow, what to keep on file, and how long to hold it.
Your veteran hire only sticks if their manager leads them well. Here are the exact talking points to coach a civilian manager from week one.
MacDill AFB hosts SOCOM and CENTCOM, making Tampa one of the richest cleared talent markets in the country. Here is how a midsize employer finds and wins these veterans.
A veteran's awards line is real signal, but it is easy to over or under credit. Learn to weight medals so the line helps your hiring decision instead of skewing it.
Military maintenance and reliability experience hides behind acronyms and modest wording. Learn the signals, decode PMCS and 3-M, and stop screening out qualified maintenance talent.
A veteran's service record holds more hiring signal than most civilian resumes. Here is how to read the whole arc: progression, breadth, and stability.
A federal agency hiring guide to the Veterans Recruitment Appointment (VRA): who qualifies, the GS-11 ceiling, the 2-year conversion rule, and how to source eligible veterans fast.
Redstone Arsenal makes Huntsville a cleared-talent hotbed. Here is how a midsize firm finds and hires cleared veterans before the primes do.
Nearly half of veteran hires quit before year one. The risk is not week one. It is the quiet 6 to 18 month window. Here is how midsize employers keep them.
A lot of military jobs are project management work in disguise. Here is how to read past the jargon and screen veteran resumes for real PM scope.
Most hiring managers skim past the deployment line on a veteran resume. It is one of the strongest signals on the page for how a candidate works under pressure.
Most companies meet a veteran the day they apply, when twenty other recruiters already found them. Reach them six months out and you compete with almost nobody.
A 30-60-90 plan built for veterans hired into manager roles. Calibrate authority, build team trust, and ramp your new leader the right way.
The HIRE Vets Medallion is the only federal veteran hiring award. Here is what earning it does for a midsize company’s recruiting and employer brand.
The DC area holds the most cleared veterans in the country. Here is how a midsize company finds and hires them before the defense primes do.
Naval Base Kitsap sends nuclear techs, electricians, welders, and cleared Navy talent back to civilian work every year. Here is how a midsize employer near Bremerton reaches them first.
Phoenix gives employers two veteran pools: fresh Luke AFB separations and a deep bench of settled veterans. Here is where to find them and how to compete.
Travis AFB and the wider Sacramento metro give midsize employers a steady veteran talent pool. Here is how to find, read, and hire that talent.
Oahu has one of the densest active-duty footprints in the country, and many service members want to stay. Here is how Honolulu employers hire that local talent.
Camp Pendleton sends disciplined Marines into North County every month. Here is how Oceanside and Carlsbad employers reach them before the competition does.
Veterans bring shift discipline, process control, and food-safety habits to your plant floor. Here is how midsize food and beverage producers find, read, and hire them.
EOC seats are hard to fill. Command-post and battle-staff veterans already run watch floors under pressure. Here is how to find, read, and hire them.
Military movement-control veterans already run the dispatch loop. Learn how to find them, read their resumes, and staff your transportation coordination desk fast.
Offshore energy is hard to staff. Navy divers, Seabees, and ship engineers already have the water skills, safety discipline, and rotation tolerance the work demands.
Military inspection and maintenance crews live by the spec. Here is how a midsize manufacturer finds, reads, and hires veterans for quality assurance and QC roles.
Military instructors run the full training cycle: design, delivery, testing, and revision. Here is how to find and hire them for your corporate L&D and instructional design roles.
Navy engineering and nuclear veterans already run continuous process plants on shift. Here is how a midsize biofuel plant finds them, reads their resumes, and hires fast.
Navy corpsmen and military medics already run sterile fields and support surgeons. Here is how a midsize hospital sources them for surgical tech and OR support roles.
Licensed water treatment operators are retiring faster than utilities can replace them. Veterans from utilities and engineering jobs are a clean fit. Here is how to find them, read their resumes, and fund the license.
Universities have open staff jobs in facilities, IT, public safety, and admin. Here is how to source, read military resumes, and hire veterans who stay.
Tower and field-tech crews are aging out and hard to backfill. Military signal and comms veterans already do this work. Here is how to find and hire them.
Military imaging techs run real X-ray and CT exams under pressure. Here is how to source them, read their training, and handle the ARRT and state license bridge.
Veterans bring the reliability, safety, and shift discipline facilities and janitorial work demands. Here is where to find them, how to read their resumes, and the compliance basics for federal contracts.
A small nonprofit budget should not block veteran hiring. Here are the free and low-cost channels that put you in front of veteran talent.
Military public affairs and combat camera veterans already shoot, edit, and run live production. Here is how broadcast and media employers find and hire them.
Plumbing crews are short on people. Veterans who ran water systems and pipe in the military are looking for work right now. Here is how to find and hire them.
Event security, logistics, and venue operations need calm, reliable people who hit a timeline. Here is how to source, read, and hire veterans for your venue.
Crane, yard, and terminal roles run on people who show up and keep cargo moving. Here is how midsize port and intermodal operators find and hire veterans fast.
The water sector is losing a third of its workforce to retirement. Veterans already run water systems, fix pumps, and manage SCADA. Here is how to hire them.
Surveillance, security, and floor-ops seats are slow to fill. Military police and intel veterans already do this work. Here is how to find and hire them.
Veterans live for mission, which makes them a strong fit for nonprofit program, field, and operations roles. Here is how to find, read, and hire them right.
Theme parks live on safety, reliability, and calm under a crowd. See which military backgrounds map to ride ops, guest safety, and maintenance, and where to find them.
Conductor, MOW, signal, and shop seats are hard to fill. Veterans from transport, construction-equipment, and signal jobs fit rail work. Here is how to find and read them.
Transit agencies fight driver and mechanic shortages every day. Veterans fill those seats fast, and the CDL military skills test waiver speeds up licensing.
The grid is short on lineworkers and substation techs. Veterans bring high-voltage experience and safety discipline. Here is how to source, read, and train them.
The pipeline workforce is aging out. Veterans who ran engineering plants, fuel farms, and shipboard piping fit controller, field-ops, and integrity roles. Here is how to find and hire them.
Squad and platoon leaders already lead people, own safety, and hit targets under pressure. Here is how to map that experience to your production supervisor seat and find them fast.
Access control and SOC seats sit empty while force-protection veterans go unread. Here is how to map military security backgrounds to your roles and hire them.
Military pharmacy techs already fill scripts, manage inventory, and handle controlled substances. Here is how to find them, read their resumes, and handle certification.
Help desk and NOC seats sit open for weeks. Signal and cyber veterans fill them fast, if you can read past the military job code. This is the playbook for MSPs.
Military heavy-equipment, maintenance, and explosives backgrounds map directly to mining operator, mechanic, and blasting roles. Here is how to find and read that talent.
Last-mile delivery runs on the same skills the military builds every day. Here is how to source, read, and hire veteran drivers, dispatchers, and ops leads.
A campus is a small city with a power plant, a police force, IT, and labs to staff. Here is how a midsize university finds, reads, and lands veteran talent fast.
Hotels run 24/7 on composure, reliability, and team leadership. Veterans bring all three. A practical guide to mapping military backgrounds to hotel and resort roles and building a veteran hiring pipeline.
Geospatial and imagery veterans fill GIS roles a generalist pipeline cannot. Here is how to map military backgrounds, read the resumes, and hire fast.
Field adjusting needs self-direction, documentation discipline, and composure under pressure. Here is how to map military backgrounds to claims and CAT adjuster roles and where to find this talent.
Multi-unit chain and QSR operators: a practical guide to hiring veterans for shift lead, assistant manager, and GM roles, plus how to read a military resume.
Your fleet shop is short-handed and the trucks still have to roll. Military motor-pool leaders are built to run maintenance shops. Here is how to find and hire them.
EV charging networks need field techs who can keep stations alive across a wide map. Military electrical, electronics, and power generation backgrounds are a strong, fast-ramping fit.
Veterans who ran safety in the military already do EHS work. Here is how to find them, read their resumes, and map service to your safety roles.
Cold chain needs people who stay calm when the cold breaks. Military supply and refrigeration fields build exactly that. This guide shows you how to find and hire them.
Commercial diving and marine firms struggle to staff skilled crews. Navy divers, EOD techs, and Seabees map almost directly to the work. Here is how to find and hire them.
Aircraft MRO shops walk past a deep talent pool: military aviation maintainers. Here is how to map their backgrounds to your roles and read the real military-to-A&P path.
Process discipline is the hardest thing to teach a plant operator. Veterans already have it. Here is how to map military backgrounds to your roles and hire them.
Battery plants and gigafactories need disciplined, safety-first, shift-ready workers. Veterans fit. Here is how to map military backgrounds to your roles and hire them fast.
Aviation veterans already serviced aircraft under pressure on the ramp. Learn which military backgrounds map to ground handling and ops roles, and where to find this talent.
A practical guide for 3PL and contract warehousing hiring managers on mapping military logistics backgrounds to inventory, supervisor, and operations roles, and where to find these veterans early.
A franchise is a system business, and veterans are system people. Here is how multi-unit operators build one veteran sourcing method every location can run.
Shipyards fight for the same thin pool of welders and electricians. Navy veterans already know ships. Here is how to map their ratings to hull, electrical, and program roles and reach them first.
A repeatable playbook for PE operating and talent leaders to source, screen, hire, and keep veteran operators across an entire portfolio.
Defense primes carry hundreds of open reqs at once. Here is how to build a veteran sourcing engine that runs all the time, not one req at a time.
A practical guide for city and county HR teams on where veterans fit, how local veterans' preference really works, and how to build a pipeline that wins.
Gold Star spouses and surviving family members are a small, loyal, overlooked talent pool. Here is how to define the group correctly, find them, and hire fairly.
Disabled veterans have a lower unemployment rate than veterans without a rating. Learn where to find them and how to handle ADA accommodation the right way.
Most staffing firms scramble for military candidates one req at a time. Here is how to build a veteran talent pool you stand up once and work for years.
Veterans get pigeonholed into back-office jobs. The traits that win in customer-facing roles like sales, support, and account management are exactly what the military builds.
Remote-first companies have a veteran-hiring edge most never use. Why veterans fit distributed work, how to source them nationally, and how to onboard remote hires.
You won the sub line and have 30 days to seat a cleared body. Here is how a subcontractor sources, screens, and lands cleared veterans without out-spending the prime.
Setting up an apprenticeship-to-hire track is one job. Filling it with the right veterans is another. Here is where to source candidates and how to convert them to full-time.
Veterans hold the certs you need, from Security+ to PMP to A&P. Learn how to read military credentialing and search the credential so the right people surface.
Cleared roles needing a CI or full-scope poly dry up your applicant pool fast. Here is how to source the poly-cleared veteran talent other channels miss.
Cleared veteran talent is scarcer than the headline numbers suggest. Here is why the pool is so tight and how midsize employers can source cleared veterans without a giant recruiting budget.
Bilingual and cleared veterans are hard to find on a job board. This is where military linguists come from and how to source this niche pool by skill.
Qualified veterans get missed for office roles because their military title does not match the job. Here is a sourcing method that finds the hidden fit.
Technical reqs that never close have one fix: a veteran talent pool your competitors cannot see. A cross-industry sourcing playbook for midsize employers.
Recently separated veterans are job-ready and not yet locked in. This guide covers who the 0-12 month cohort is, where they gather, and how to reach them before the first offer.
Senior NCOs spent 15 to 20 years leading people under pressure. Here is how to read their experience, map it to supervisor roles, and find them before they separate.
Junior enlisted veterans look light on paper and get screened out fast. Here is how to recruit E-1 to E-4 talent for trainable entry-level roles and assess them for potential over title.
San Diego's Navy and Marine bases sit on a deep pool of separating service members. Here is how a midsize employer reaches them before they sign elsewhere.
Fort Bragg is the largest Army post in the country and a deep pool of separating talent. Learn where to source, how to read Army resumes, and when to recruit near Fayetteville.
San Antonio is Military City USA and one of the richest veteran hiring markets in the country. This is how a midsize employer sources, reads, and wins this talent.
JBLM moves thousands of trained service members out of uniform every year, and most want to stay in the Pacific Northwest. Here is where to source, how to read their skills, and when to start.
Wind turbine roles are hard to fill, but veterans are built for height, machines, and a strict safety culture. Here is how to spot the fit and source them.
Veterans run military budgets, reconcile accounts, and sit through real audits. Here is how accounting and audit firms hire that discipline, plus the CPA-path reality.
The military trains thousands of HVAC techs and electricians a year, then they vanish from your applicant pool. Here is how a midsize contractor finds and hires them.
Your welding bench has open seats and the civilian pool is thin. Veterans already cut, weld, and form metal to a standard. Here is how to find and hire them.
Biotech R&D labs run on protocol, documentation, and quality discipline. Veterans bring all three. Here is how to source and hire them for your bench.
A GovCon hiring guide for firms with a defense footprint and an active FCL: sourcing cleared veterans, reading clearance levels, reciprocity, the 24-month window, and compliance.
Combat medics and Navy corpsmen bring real clinical hours. Here is how their experience maps to civilian healthcare roles, the credentialing reality, and where to source them.
Hospitals are short on clinical and operations staff. Veterans fill both, fast. Here is how to source medics and ops vets across your whole hospital.
Military police veterans fit physical security, GSOC, and investigations. Learn how 31B, MA, and Security Forces backgrounds map to your roles, plus state licensing and sourcing.
Aerospace primes need cleared, build-and-test-ready talent fast. Veterans bring the hardware time, quality discipline, and clearances to fill those roles.
E-commerce fulfillment runs hot, and peak season triples your headcount need. Veterans ran military supply and shift teams at volume. Here is how to hire them.
Hiring for a trucking fleet means more than drivers. See which military backgrounds fit your shop, dispatch, and safety roles, and how the CDL skills waiver speeds onboarding.
Military aviation runs an airline it never calls one. Here is how to map pilots, mechanics, dispatchers, and ramp crews to your open airline roles and find them.
Fintech runs on trust and tight controls. Veterans bring exactly that. Here is how to map military backgrounds to fraud, security, and compliance roles, and where to find the talent.
Your local Reserve center and Guard armory are full of trained people who already hold a civilian job. Here is how to turn them into a recruiting channel.
Veterans bring the ownership, comfort with ambiguity, and execution that early-stage SaaS startups run on. Here is how to find, read, interview, and keep them on a startup budget.
A job fair booth costs thousands and hands you mostly cold contacts. Here are the free and low-cost ways to source veteran talent all year without renting a table.
Stop restarting your veteran search every time a req opens. Set up saved-search alerts across talent platforms, job boards, LinkedIn, and your ATS so qualified candidates come to you.
Veterans gather in trusted Slack and Discord communities most recruiters never reach. Here is how to join, follow the etiquette, and turn standing into warm referrals.
Veteran subreddits and Facebook groups are full of the people you want to hire. Here is how to source them without getting banned, and keep your outreach EEO-safe.
The strongest veteran candidates undersell. Learn how to spot inflated, vague resume claims from documented military achievement so you screen the right hires.
Military spouse networks are a warm referral channel that reaches veterans and spouse talent at once. Here is how employers tap them, including MSEP.
The DoD SkillBridge directory lists service members in their last 180 days, still on military pay. Here is how employers read it to source veteran talent.
A deployment line on a veteran resume is a strong hiring signal, if you read it right. Here is what it proves, what you cannot ask, and how to weigh service obligations.
Two veteran finalists, one role. Comparing them like two civilians breaks down fast. Here is how to normalize rank, branch, and polish and pick the right one.
Service-branch alumni networks deliver warm, trusted veteran referrals. Here is how to engage academy, unit, and branch networks the right way and where referrals flow.
A free veteran-hiring team sits in nearly every county through state workforce offices. Here is how to find the LVER and DVOP staff and turn them into a steady source of veteran candidates.
A veteran candidate profile holds more signal than most recruiters pull from it. Learn what to read before the first call so the call does the work only a conversation can.
Junior military officers led teams and owned budgets before most civilians their age got the chance. Here is how to source, read, and interview JMOs.
A terse answer is not weak communication and "we" is not a lack of ownership. Here is how recruiters misread veteran soft skills in interviews, and what to ask instead.
Your sourcing team feels busy but cannot prove what works. A simple veteran sourcing scorecard tracks the four metrics that show which channels and stages actually move veterans toward a hire.
An ESGR rep asks you to sign a Statement of Support and you wonder what you just agreed to. Here is what the pledge actually commits you to, and where the real law begins.
A vague line about supporting veterans does nothing in an ESG report. Here is where veteran hiring fits in the social pillar, what metrics to disclose, and how to back every claim with real data.
Veteran service organizations come in five types. Sort them by type, then partner with each on its own terms to source the right veteran candidates.
Campus Veteran Resource Centers are full of trained, motivated veterans, and most employers never call. Here is how to build the relationship and reach student veterans the right way.
Your CFO does not fund values. They fund returns. Turn your veteran sourcing spend into the four numbers finance tracks and walk into the budget meeting able to defend every dollar.
Veteran supply moves in seasons driven by PCS moves and ETS dates. Learn to build a 12-month sourcing calendar that reaches separating service members on time.
Student veterans are on campus right now, but they will not find your careers page. Here is how to use Handshake to reach and hire them.
A line that says "we support veterans" does nothing in an ESG report. Here is how to make veteran hiring a credible social-pillar metric your investors and ratings agencies will accept.
Missing the VEVRAA veteran hiring benchmark is not a violation. Here is how to turn the gap into a written, documented outreach plan that holds up.
A concrete, phase-by-phase blueprint for testing veteran hiring at a midsize company in 90 days, with goals, owners, and metrics you set yourself.
A veteran who left service years ago and built a civilian career is a strong hire most recruiters skim past. Here is how to read the resume, beat recency bias, and source them.
No defense contracts? Cleared veterans are still one of the most pre-vetted hires you can make. Here is what transfers to your business and how to source them.
When the compliance evaluation letter lands, OFCCP scores your outreach file, not your intentions. Here is how to build a good-faith-effort record that holds up.
Your VETS-4212 report is due and your veteran count is short. Here is what the report measures, why contractors come up short, and fast compliant sourcing moves before the deadline.
You can hire veterans with no recruiting budget. Here are the free and low-cost channels that actually work, and how to run them without spending a dollar.
Worried that targeting veterans breaks EEO rules? It almost never does. Here is the line between lawful veteran outreach and an illegal preference.
Eight ways to reach military talent, ranked by cost, effort, and yield. A field guide to help your hiring team spend its budget where it actually pays off.
Most veteran hiring fails before the first req is posted because the company was not ready. Run this 10-point readiness audit before you source, with a quick fix for each gap.
A repeatable, step-by-step veteran hiring pipeline for midsize employers. Define roles, source candidates, screen fairly, interview, onboard, and measure it.
Your CI and Lean roles sit open while a strong talent pool gets skipped. Learn how to source, read, and pitch veterans who run process improvement.
A practical guide for recruiters: how to build and deliver a short pre-interview brief so a non-military hiring manager reads a veteran candidate correctly from minute one.
Post-9/11 veterans are the largest veteran group and built their careers in a modern, tech-heavy military. Here is how to reach and screen this cohort for skilled roles.
Veteran apprentice candidates search apprenticeship-specific channels, not general boards. Here is where to list your opening and how to reach them.
A national employer with sites in many cities cannot run one veteran search for all of them. Here is how to source veterans across multiple locations at once.
A SkillBridge host pipeline is a talent source and a documented good-faith outreach record for VEVRAA at the same time. Here is how to log cohorts as OFCCP-ready evidence.
Veterans bring early-start discipline, equipment skill, and crew leadership to grounds work. Here is how to find, hire, and keep them.
Law firms struggle to fill paralegal, records, and legal ops seats. The military trains exactly these people. Here is how to find, screen, and hire them.
Your veteran referral program went quiet. It is not broken, it is starved. Here is how to diagnose the slowdown, wake up quiet referrers, and refill the pipeline.
A military officer's rank sounds senior but does not map to your org chart by itself. Here is how to place company-grade and field-grade officers at the right level.
You run a small plant and you also run hiring, with no recruiter and no big budget. Here is how to hire reliable veteran operators on the cheap.
No recruiter, no ATS, no budget? A founder-led playbook to source, screen, and hire veterans for your startup using free and cheap channels.
Joint duty and special duty assignments mark veterans who passed a competitive military selection. Learn how to spot, read, and source these high-signal performers.
A Guard employee gets called up for a hurricane or flood. Here is how to keep the job protected and the shift covered during a state activation.
Open BMET reqs are hard to fill from civilian pipelines. Military biomedical equipment techs already have the exact training. Here is how to find and hire them.
Posting a job and waiting is passive. The best veterans already have jobs and never see your post. Here is what active veteran sourcing looks like.
Stop treating veterans as one talent pool. Learn how to source junior enlisted, NCOs, and officers as three tiers, each with its own channels and pitch.
Most veterans are not entry-level. Here is where to find experienced second-career and mid-career veterans, how to read their records, and how to pitch them senior roles.
Veterans never search for an unknown company, so the inbox stays empty. Here is how a no-name employer sources veterans by going outbound and reaching them directly.
Most cold outreach to veteran candidates gets ignored. Learn the message craft that earns a reply: the four parts, subject lines, follow-up cadence, and contact norms.
A veteran candidate may be on active duty, terminal leave, or in SkillBridge. Learn the timeline markers and the questions that pin down a real start date.
Every veteran hiring channel costs recruiter hours, not just dollars. See where the time goes in each one and how to match a channel to your time budget.
A HIRE Vets Medallion reviewer scores your numbers against a fixed table, not your story. Here is exactly what passes, what fails, and how to get your data ready.
Start from your open job description and work backward to find matching veterans. Break the role into must-have skills, translate them to military jobs, and build a shortlist.
Most hiring teams pass on veterans who would clear easily or bet on someone with no shot. Here is how to screen an uncleared veteran for clearability before you sponsor.
The veterans you passed on are not bad hires. Most just lost a timing contest. Here is how to tag, keep warm, and re-engage your silver medalists.
Most veteran-hiring advice says ask your internal veterans. Useless if you have none. Here are the channels that work when you source veterans from zero.
A funded cleared seat that sits empty bleeds money every month. Here is what an unfilled cleared role really costs, and why an already-cleared veteran closes the gap fastest.
Recruiters misread veteran pay in two opposite ways: down-leveling them or writing them off as too expensive. Here is why military pay does not map to a salary, and how to make a fair offer that wins and keeps the hire.
Ghosting veteran candidates quietly wrecks your hiring brand in a community that talks. Learn the simple reply rules that stop the silence and protect your name.
That short code near the top of a veteran's resume is the job title. Learn how to read an MOS, rating, or AFSC and match it to your open role.
A bad veteran hire costs far more than the salary. See the six hidden costs, why these hires fail, and the screening fixes that prevent a mis-hire.
Most companies search for veterans with a job board and a hope. Build a repeatable seven-step search process your team can reuse on every veteran hire.
Many recruiters steer veterans to hourly reqs and skip them for salaried roles. Reset the bias, read leadership scope, and stop losing strong hires.
Veterans describe their work in military and civilian words. Learn to write a Boolean search string that finds them across the open web.
Nearly half of veterans leave their first civilian job within a year. Learn the pre-hire signals that show a veteran candidate is likely to stay.
Rank, job code, clearance, awards, dates. A veteran's profile holds real hiring signals once you know how to read them. Here is the key, signal by signal.
A 30-day, week-by-week plan to fill open reqs with veteran talent. Targets, channels, outreach, and offers, with a simple tracker and a clear finish line.
Your ATS does not reject veterans. It ranks them low when military wording misses your civilian keywords, so strong candidates sink to the bottom of the queue.
A plain job-title search buries the best veterans. Learn how to search a veteran resume database by skill, clearance, and rank so strong matches rise to the top.
A clear formula and worked channel-by-channel math to find your true cost-per-veteran-hire, count the hidden costs, and move budget to the channels that work.
The word "veteran" means different things across hiring programs. See who counts under VEVRAA, WOTC, USERRA, and state credits, and why a candidate can qualify for one and not another.
Your job reqs may push qualified veterans away without you knowing. Run this audit on the postings you already have to widen your talent pool.
Cleared roles sit open for months because of the investigation backlog. Hiring already-cleared veterans collapses the timeline and fills hard seats fast.
WOTC, VEVRAA, TS/SCI, NCOER, DD-214. A plain-English glossary of the veteran hiring acronyms recruiters keep hitting, grouped and explained.
AI can widen your veteran pipeline or quietly bury your best applicants. Here is how to source veterans with AI responsibly, stay compliant, and find candidates the tool will not screen out.
Field service, quality, regulatory affairs, and complaint handling roles need documented, audit-ready people. Here is how to find and hire veterans who already work that way.
Your veteran hire rate means nothing without a reference point. Here is what to measure, where to find peer data, and how to set a fair target.
Strong veteran candidates do not complain when your process fails them. They go silent and take another offer. Here is where they drop out and how to stop it.
Most veteran hiring starts by accident and stalls there. Score your program across five stages and six dimensions, then pick the one move that matters next.
Store managers and shift leads are the hardest retail roles to fill well. Veterans run a floor under pressure. Here is how to find, screen, and keep them.
A step-by-step guide for midsize employers on planning, running, and measuring your own veteran hiring event so it converts into real hires.
Insurance hires for detail and judgment under pressure. See which military jobs map to claims, underwriting, and SIU roles, plus how to source and keep them.
Your best veteran hire knows ten more like them. Here is how to build a referral program that taps veteran networks, sets fair bonuses, and produces hires who stay.
A Registered Apprenticeship lets you train veterans on your own terms with a federal stamp. Here is how to build the standards, register with DoL, and fill the program.
Your CEO asks if the veteran hiring program works and you have no data. Here are the metrics that prove it: source of hire, conversion, retention, and cost.
Hospitality runs on pace, pressure, and standards. Here is how to find, read, interview, and keep veteran hires who already work that way.
The maritime workforce is thinning while openings keep coming. Veterans bring sea time, engine room hours, and deck skills. Here is how to hire them.
Veterans run supply, facilities, housing, and security every day. That is property management. Here is how to find, read, interview, and keep them.
Stop scrambling when a req opens. Learn how to build a warm veteran talent pipeline ahead of time so your best candidates are ready when you need them.
The host company pays no salary during SkillBridge. The DoD covers it. Here is the real cost model and ROI math for hosting an intern.
A veteran's clearance line can be worth tens of thousands on the right contract, or mean nothing if it lapsed. Learn to read it fast: levels, SCI, poly notes, and the 24-month rule.
Veterans already worked solo and spread across sites, so they fit remote teams. Here is how to find, screen, and keep remote-ready veterans anywhere.
A veteran resume says "led 30 Marines." Here is how to decode rank, billet, and span of control into real management scope you can match to your open roles.
A veteran-inclusive careers page does more than a job posting. Learn what to put on the page, how to translate military skills, and what to leave off.
Military families move every few years. Learn how to design portable, remote-friendly roles so a PCS move stops costing you your best military spouse hires.
New veteran hires often quit early. A sponsor or buddy program pairs each one with a trusted coworker so military hires land well and stay. Here is how to build it.
A reusable interview scorecard for evaluating veteran candidates fairly. Get the criteria, the 1-to-5 rating scale, sample questions, and a method for scoring transferable skills.
Your diesel and heavy equipment bays are short on techs. Veteran mechanics fix trucks, loaders, and generators in the field. Here is how to find and hire them.
Military spouses are a skilled, loyal, remote-ready talent pool most midsize companies overlook. Here is the hiring math that makes the case.
Open reqs stay open because the right skills are hard to find. Veterans are a trained pool that maps to your hardest gaps. Here is how to make the case and find them.
SOF veterans bring planning, small-team leadership, and calm under pressure. Learn where they fit, how to read a sanitized resume, and how to keep them.
Your drone pilot inbox is full of hobbyists. Military UAS operators already fly missions, run sensors, and respect the airspace. Here is how to find, read, and hire them.
Open warehouse reqs and high turnover at the inventory desk? Military supply jobs train people in stock accountability and warehouse operations. Here is how to find, read, interview, and keep them.
Before you set a veteran hiring target, size the pool. Here is how to use free Census, VA, and BLS data to estimate the veterans who live and work near you.
The farm workforce is aging and the machines keep getting harder to run. Veterans operate equipment, fix it, move inputs, and lead crews. Here is how to find and hire them.
USERRA gives employees up to 24 months of health coverage during military leave. That is six months longer than COBRA. This article covers the cost split and what employers owe.
One of your people just got back from a deployment and their job was waiting. A practical playbook for the first weeks back: prep, week one, ramping the work, and support.
Active sourcing beats waiting for applicants. Learn the Boolean strings, filters, and outreach that pull veteran talent your competitors miss on LinkedIn.
A free lunch fades by the 12th. Here is how midsize employers can honor veterans on November 11 in a way that feels real and lasts all year.
A practical ADA guide for HR and managers accommodating veterans with TBI, hearing loss, or mobility limits. The interactive process, real fixes, and what they cost.
You cannot make a Reservist find shift coverage, burn PTO, or count drill against attendance. Here is what USERRA requires when you schedule around drill weekends.
FMLA military family leave gives employers two types of leave: 12-week exigency leave and 26-week military caregiver leave. Here is who qualifies and how the limits work.
A step-by-step guide for managers handling an employee deployment. Notice rules, documentation, benefits, coverage planning, and the return to work.
A practical ADA guide for HR teams accommodating an employee with PTSD. The 15-employee rule, the interactive process, low-cost fixes, undue hardship, and confidentiality.
Veteran self-ID data must stay confidential, separate, and need-to-know. Here is how to store, limit access to, and retain it under federal rules.
Most midsize companies have no real military leave policy. This guide walks HR through every part a compliant policy needs, built on the USERRA floor.
Federal law does not require private employers to pay employees on military leave. Here is what USERRA, differential pay, taxes, and state rules actually require.
Curious follow-up questions about a veteran candidate can become a discrimination claim fast. Here is the legal line on what you can and cannot ask before an offer.
USERRA gives returning Guard and Reserve employees the right to come back. Here is the 5-year cap, return deadlines, escalator principle, and reinstatement timing.
Federal contractors must file the VETS-4212 veterans report every year. Here is who must file, the August 1 to September 30 deadline, the $150,000 threshold, and how to submit it.
The VEVRAA national hiring benchmark is 5.1%, effective July 30, 2025. Here is what that figure means, why it drops most years, and what really happens if you miss it.
Federal contractors must invite applicants to self-identify as protected veterans twice. Here is the pre-offer vs post-offer timing, required form language, and how the data feeds VETS-4212.
EEO-1 and VETS-4212 sound alike but go to different agencies, collect different data, and have different deadlines. A clear head-to-head for HR and compliance teams.
Protected veteran is a legal term under VEVRAA with four categories. Learn the exact definitions, including the disabled-veteran rule and the 3-year window.
A fair roundup of the main veteran job boards and hiring channels in 2026, plus a faster option: search a veteran candidate pool and reach out first.
Your best veteran hire never applied. Job postings only reach active seekers. Here is how a midsize team reaches the strong veterans who are not looking.
A veteran job board makes you post and wait. A candidate database lets you search and reach out first. Here is which one fits your open roles.
The offer is signed and the role needs classified access. Here is the exact step-by-step chain to sponsor a security clearance, from conditional offer to final eligibility.
A Facility Security Clearance lets your company hold classified work and sponsor cleared hires. Here is what an FCL is, why you cannot self-apply, and the steps.
Down-leveling veterans at hire and hiding the promotion path is a top driver of veteran turnover. How to build pay and promotion equity that keeps your military hires.
Yes, an employer can sponsor a security clearance for an uncleared candidate. But only with a facility clearance, a real contract need, and a U.S. citizen.
The VOW to Hire Heroes Act did more than create a tax credit. It made TAP mandatory and built a steady veteran talent pipeline employers still use today.
VA On-the-Job Training lets you hire a veteran at a reduced training wage while the VA pays them a tax-free stipend. Here is how SAA approval works.
A veteran apprentice can draw a tax-free GI Bill housing check on top of the wage you pay. Here is how to get your registered program SAA-approved so they can.
Most employers lose the WOTC on a missed deadline, not the merits. Here is the step-by-step certification process: Form 8850, ETA Form 9061, and the 28-day clock.
WOTC credit amounts for veteran hires run $2,400 to $9,600. We break down all five veteran target groups, wage caps, and the hours rule per IRS rules.
The VA reimburses employers up to 50% of a veteran’s salary for up to six months under the Special Employer Incentive program. Here is how SEI works and how to set it up.
Connect with base Transition Assistance Program offices to meet transitioning service members before they separate. How TAP works, who to call, and base access rules.
ESGR is the free Department of Defense program that helps employers support Guard and Reserve staff. Here is what it offers and how a midsize company should use it.
Onward to Opportunity (O2O), run by Syracuse University's IVMF, trains veterans and military spouses to industry certifications for free. Here is how your company hires from this pipeline.
Military Friendly, VETS Indexes, Best for Vets, or HIRE Vets Medallion? Compare the methodology, cost, and timing of each so you pick the right one.
Navy nuclear veterans arrive trained to run a reactor plant. Here is how commercial nuclear employers source them, the NRC license path, and the ratings to target.
Open positions and a thin applicant pool? Here is how a police department or sheriff’s office can source, screen, and keep transitioning military veterans.
Cloud and DevOps reqs sit open while military IT and cyber operators get overlooked. Here is how to source, read, interview, and keep them.
Engineering reqs sitting open for months? Military engineers carry applied project, drafting, survey, and systems experience. Here is how to source and hire them.
Should you pay a staffing agency or build direct veteran sourcing? A build-versus-buy guide on cost, speed, control, and quality for midsize hiring teams.
The HIRE Vets Medallion Award is the only federal recognition for employers who hire and keep veterans. Here is how to apply, the tiers, criteria, window, and fees.
Field service engineer roles are brutal to fill. Military electronics and maintenance techs already diagnose complex systems, travel, and work alone. Here is how to hire them.
Military intelligence and analysis fields train people to do analytics work every day. Here is how to source, read, and hire veterans into your data and analytics roles.
Your HR req has been open for months. Military personnel specialists run payroll, records, and people programs at scale. Here is how to source and hire them.
Veterans ran the world largest supply chain. Here is how to source, screen, and keep them for your warehouse, logistics, and supply chain roles.
Hiring one veteran is a task. Hiring fifty a year is a system. Here is the cohort-based playbook for running a volume veteran hiring program that scales.
Fill EOC, continuity, and disaster-response seats with veterans who have run a crisis. Which military jobs map, where to source, and how to read the resume.
A practical guide for telecom employers on sourcing, screening, and hiring veterans. Military signal, RF, and SATCOM fields map straight to fiber, tower, and NOC roles.
An interim clearance lets a cleared new hire start before the full investigation finishes. Here is what it allows, when work can begin, and how to plan the start date.
A cleared candidate signed your contingent offer, then the clearance wait started. Here is how to keep them warm, when an interim bridges the gap, and when to rescind.
A lapsed clearance often means a faster, cheaper cleared hire. Here is how the 24-month reinstatement window works and how to evaluate the candidate.
A recruiter reference for reading military rank as a seniority signal. Map enlisted, warrant, and officer ranks to civilian scope so you stop guessing and start screening.
A plain-English guide for civilian recruiters on reading military evaluation reports. Decode rater vs senior rater, the top-box cap, and how to weight an NCOER, OER, or FITREP.
Data center talent is scarce. Veterans from power, HVAC, IT, and network roles already ran mission-critical uptime. Here is how to find, screen, and hire them.
cGMP plants struggle to fill production, QC, and lab roles. Veterans from medical, pharmacy, and quality fields already work the way a regulated floor works.
Service bays sitting empty? Military mechanics diagnose and repair complex vehicles every month. Here is how dealerships and EV shops hire veteran technicians.
Solar and wind reqs sit open while civilian hires quit by week three. Veterans handle the height, weather, and safety rules already. Here is how to source and hire them.
Chip fab reqs sit open for months while a trained talent pool gets overlooked. Here is how to source, screen, and hire veterans for cleanroom and fab tech roles.
A GovCon recruiter's guide to mapping a veteran's military experience to a contract labor category, including how to count years, substitute experience for a degree, and keep the file audit-ready.
Oil and gas hiring fails on the rotation, the safety screen, and the poaching. Veterans solve all three. Where to source, read, interview, and keep them.
Open jobsite reqs and a thin applicant pool? Veterans are one of the best-fit talent pools in construction. Here is how to source, screen, and keep them.
Veterans drove heavy trucks for years before they ever applied to your fleet. Here is how to find them, use the FMCSA skills-test waiver, and hire them right.
Awards on a veteran resume are a free performance reference from their old command. Learn to read valor, achievement, and service medals the way a recruiter should.
School districts are short on teachers, drivers, IT, and safety staff. Veterans fill those roles fast. Here is how to source, certify, and hire them.
Norfolk is the densest pool of separating Navy talent in the country. Here is where to find them, how to read their ratings, and when to reach out.
Contact center attrition is brutal. Veterans bring the composure, comms discipline, and shift tolerance that beats 90-day churn. Here is how to source, screen, and keep them.
Community college student veterans are a local, motivated talent pool almost no employer recruits on purpose. Here is how to build that channel step by step.
You hosted a SkillBridge intern and watched them do real work. Here is the employer playbook to convert that intern into a full-time hire.
Your military-friendly badge is not bringing in veteran applicants. Here is the trust gap behind it, where your funnel leaks, and the audit to fix it.
Your veteran hiring goal stalled and the number will not move. Here is how to diagnose the broken stage and source your way back to the target.
Funded openings on the line and not enough resumes? Veterans from military mechanical fields fill OEM plant maintenance, robotics, and team-lead roles. Here is how to source and read them.
Slow hiring loses your best veteran candidates to faster competitors. Here is where the days hide and how to cut time-to-hire without rebuilding your whole process.
Your degree screen auto-cuts qualified veterans before a human reads the file. Here are the concrete req, ATS, and scorecard fixes to stop it.
CI scope, Lifestyle, or Full Scope. The polygraph line on your cleared req decides who you can hire. Here is which roles need which, and why you cannot sponsor a new one.
Facilities reqs open and the resume stack is thin. Veterans ran HVAC, power, and water for entire bases. Here is how to find, screen, and hire them.
A candidate says they served. Before the offer, you need to confirm it. Here is how to verify military service, read a DD-214, and stay on the right side of the law.
Guard and Reserve members are a trained, reliable talent pool you can hire now. Learn the business case, how to plan around drill weekends, and where to find them.
Veteran Service Organizations like the VFW and American Legion are an underused hiring channel. Learn how to partner with VSOs to source and hire veterans.
A military resume holds more signal than most recruiters realize. Learn to read it section by section, gauge real responsibility, and spot strong veterans others skip.
The two named veteran tax credits inside WOTC, broken down by tier. Exactly who qualifies and how much each one pays per hire, up to $9,600.
VEVRAA tells federal contractors to recruit and hire protected veterans. Learn who is covered, the AAP rules, VETS-4212, recordkeeping, and what an OFCCP audit checks.
Cleared veteran talent leaves the service every month with active clearances. Here is how to find these candidates and move before the window closes.
Veterans fit government services and contract work better than almost any hire. Here is why they fit govcon, where to find them, and how to bring them in.
A cleared veteran hire saves more than a clearance fee. Learn the simple three-bucket model to calculate the real cost savings, where the delay cost hides, and how to find cleared talent fast.
The trades shortage will not fix itself. A registered apprenticeship lets you build your own skilled workforce, and veterans are the best place to start.
The civilian cyber talent pool is dry. Military cyber operators leave the service trained, often cleared, and ready day one. Here is how to build a hiring pipeline that fills your open security roles every quarter.
You hired a veteran. Now keep them. A real 90-day onboarding plan for employers, broken into the first week, first 30 days, day 31 to 60, and day 61 to 90.
Qualified veterans skip your posting before you ever see them. Here is how to rewrite a job description so veterans recognize the role and apply.
Veteran hiring belongs in your D&I strategy. A plain plan for talent leaders to find, hire, and keep veterans without a Fortune 500 budget.
Veterans guarded bases, ran access control, and responded under pressure for years. Here is how to hire them for your corporate security and public safety teams.
Aviation maintainers leave the military every year with FAA-grade skills. Here is how a midsize aviation or aerospace company sources, screens, and hires them.
The Work Opportunity Tax Credit lapsed at the end of 2025. Here is how long certification takes, why the 28-day deadline still applies, and what employers hiring veterans should do during the hiatus.
A clear map of veteran transition programs as sourcing channels. Compare SkillBridge, branch CSP, corporate fellowships, certifications, and apprenticeships to pick the right pipeline for your roles.
Your plant has open maintenance and production reqs that will not fill. Here is how to hire veterans who already know how to keep complex machines running.
You posted on the same big board and got zero veterans. Here are the channels that actually reach veteran candidates, free and paid, plus how to pick by role.
A 60-second screening rubric for recruiters: decode rank into leadership scope, read a military job code, value a clearance, and skip the fake red flags.
Veteran resumes do not match your req titles, so you pass on good people. This is a mapping problem. Learn the field-level method to match military careers to your open reqs fast.
Your veteran hires quit around month eight. The gap is usually the manager. Train first-line managers with this curriculum, role-plays, and 30/60/90 checklist.
Open PMO and operations roles are hard to fill. Veterans already run logistics and programs daily. Here is how to source, read, interview, and keep them.
Most companies hire a military spouse by accident. Build a real program instead: an owner, PCS-proof roles, an MSEP partnership, and metrics that defend the budget.
WOTC is one tool, not the whole toolbox. Here are the VA wage reimbursements, GI Bill training support, and SkillBridge savings most employers miss.
You hired a veteran, then lost them at six months. This employer checklist covers hiring, onboarding, manager training, mentorship, retention, USERRA, and accessibility.
Hired a veteran but worried they will leave? A workplace mentorship program pairs each veteran hire with one mentor to keep them past month eight.
Veterans who ran military pay, budget, and audit handle finance work with built-in controls and trust. Here is how to find and hire them.
Energy and utility roles stay open too long. Veterans from power, electrical, and machinery fields fill them fast. Here is how to find and hire them.
Military job fairs put ready veteran talent in front of you in one day. Here is how to pick the right events, work the booth, and follow up to land the hire.
Most teams want to hire veterans but have no real plan. This is the full recruiting playbook: where to source, how to assess military experience, build a pipeline, and convert.
State veteran hiring credits stack on top of the federal WOTC. See real state programs, who qualifies, and how to claim the savings before you file.
Sales orgs walk past one of the best talent pools for closers. Here is why veterans fit sales and BD, where to find them, and how to hire and ramp them.
Worried a veteran hire is too rigid, too risky, or a flight risk? We debunk the five most common myths about hiring veterans with real VA and RAND data.
Military spouses are a skilled, loyal talent pool built for remote work. Learn where to source them, how to build PCS-proof roles, and how to read a resume with gaps.
You hired a veteran. Now keep them. A post-hire retention playbook for employers: onboarding, mission, growth paths, Guard and Reserve support, and the numbers to track.
Healthcare orgs have open clinical-support reqs and a thin applicant pool. Military medics can fill them. Here is how to source, screen, and hire them.
Standard interviews misread veterans because they understate, speak in acronyms, and say "we" not "I." Here is how a hiring manager reads them right.
Wondering what you get from a military hire? Veterans return retention, early leadership, reliability, and clearances. A clear business case for midsize employers.
Set a veteran hiring target you can actually hit. How to baseline, pick a reachable percent, measure hires and retention, and avoid tokenism.
A veteran employee resource group keeps your veteran hires, builds a referral pipeline, and makes onboarding stick. Here is how to start one, step by step.
A degree box screens out veterans who already did the job in uniform. Here is how to evaluate military training, leadership, and real capability without a diploma.
Win exec buy-in for veteran hiring. The ROI math, the tax credit, the objections, a one-page proposal, and a 90-day pilot that proves it.
Worried a Guard or Reserve hire means open-ended absences? Here is the plain-language USERRA guide to reemployment, the five-year cap, and what you owe.
Veterans are a stocked talent pool for software and tech roles most employers ignore. Here is how to find, read, interview, and keep them.
Most candidates claim leadership. Veterans earned it young, under pressure, in roles where results mattered. Here are the leadership skills veterans bring and how to interview for them.
Skilled trade and field-ops roles are hard to fill. Veterans are trained for this work. Here is where to find them, how to read a military background, and how to hire them.
The best veteran candidates commit before they separate. Learn the transition timeline, how SkillBridge works, and how to build a pre-separation pipeline.
The Work Opportunity Tax Credit pays employers up to $9,600 for hiring a qualified veteran. Here is exactly how the WOTC works, who qualifies, and how to claim it.
Federal contractors must set an annual OFCCP veteran hiring benchmark and track veteran applicant data under VEVRAA. Here is what to measure, how to set it, and what to keep.
DoD SkillBridge lets your company host a transitioning service member for up to 180 days at no salary cost. Here is exactly how to become an authorized host, from eligibility to the MOU.
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Master Sergeant (E-8), Army
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"For advice, I would recommend that veterans with mechanical or electrical experience look into the manufacturing industry. My background is in fleet m..."
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Major (O-4), Air Force
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Petty Officer Second Class (E-5), Navy
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