You have a role to fill. You want a veteran who shows up trained, certified, and ready to work on day one. The problem is finding that person before someone else does.

There is a free pipeline most midsize employers have never heard of. It is called Onward to Opportunity, or O2O. It is run by the D'Aniello Institute for Veterans and Military Families at Syracuse University, often still called the IVMF. The program trains transitioning service members, veterans, and military spouses in real job skills. Then it helps them earn an industry certification at no cost to them.

The result is a candidate who is not just "a veteran." They are a certified, job-ready candidate who chose to train for the exact kind of role you are hiring for. This guide breaks down what O2O is, what these candidates bring, and how your company can hire from this channel.

What Is Onward to Opportunity (O2O)?

Onward to Opportunity is a free career training program. It is operated by the D'Aniello Institute for Veterans and Military Families at Syracuse University. You may also see it referred to simply as the IVMF program.

Here is the simple version. A service member, veteran, or military spouse signs up. They take a structured course in a high-demand field. They study for a real industry certification. O2O covers the cost of the certification exam for eligible participants. They get career coaching the whole way through.

This is not a one-day seminar. It is a training pipeline that produces certified people. And it costs your company nothing to source from it.

How Is O2O Different From SkillBridge?

People mix these two up. They are not the same thing. Both connect you to transitioning talent, but they work in different ways.

SkillBridge is a host model. You take on a service member for an unpaid internship in their last few months of service. The military keeps paying them. You get a working tryout. We cover that path in our guide to transition programs as a sourcing channel.

O2O is a certification pipeline. It is not about hosting someone in your office. It is about training a person to a credential, then matching them to employers who want that skill. You meet the candidate after they are trained, not before.

Who Goes Through O2O Training?

The program is open to a wide group. That matters for you, because it means a deeper pool of candidates than a single-source channel.

Eligible participants include active duty members transitioning within about six months, veterans who served 180 days or more with an honorable discharge, and members of the Guard and Reserve. Military spouses qualify too. This is one of the few programs that trains the spouse the same way it trains the service member.

Why does the spouse piece matter to you? Military spouses are a loyal, skilled, and badly underused talent group. If you are building out that side of your sourcing, our military spouse hiring program guide pairs well with the O2O channel.

The common thread across all of them is simple. Every person in this pool chose to spend their own time studying for a credential. Nobody made them. That tells you something about work ethic before you ever read a resume.

What Tracks and Certifications Do O2O Fellows Complete?

O2O lines up its training with high-demand civilian fields. The institute describes learning pathways aligned to more than 30 industry certifications and professional certificates. The big track areas fall into a few buckets.

The certifications come from recognized bodies, not the school itself. Think along the lines of CompTIA for IT or project management credentials for the business track. Because the cert is independent, it means the same thing on an O2O grad's resume as it would on anyone else's.

If your open roles sit in tech, this channel is a strong fit. Our guide to hiring veterans for software and tech roles shows how to read a military background for technical fit. And if you are standing up a security team, the cybersecurity veteran hiring pipeline guide walks through where O2O-style certified candidates fit.

Why Does a Certified Candidate Lower Your Hiring Risk?

Here is the part that matters to your budget. A bad hire is expensive. You pay to recruit, onboard, and train someone, then start over if they wash out. O2O cuts that risk in two ways.

First, the credential is proof. The candidate did not just claim they know IT. They passed a third-party exam. You are not taking their word for it. You are reading a verified result.

Second, the behavior is proof. To finish O2O, a person had to enroll, show up, study, and pass while also handling a military move or a separation. That is a hard stretch of life. Someone who pushes through it tends to push through a tough onboarding too.

Syracuse has also studied its own results. An impact evaluation found positive effects on post-service employment and starting salary for O2O participants. The same study found something worth knowing. O2O grads were about twice as likely to leave a role at six months. They leave for a better opportunity. That is not a knock on your sourcing. It means these candidates are ambitious and moving up. If you want to keep them, make the growth path clear.

How Does Your Company Partner With IVMF and Tap O2O Graduates?

You do not need a Fortune 500 budget to use this channel. The program lists big-name partners, but the door is open to employers of all sizes who want to hire trained military talent. A midsize company can absolutely plug in.

There are a few practical paths in.

Job placement support for the program is handled through a partner, Hire Heroes USA. That means there is already a team helping match grads to roles. You are not cold-sourcing. You are stepping into a flow that is built to connect employers and certified candidates.

Want to widen the net beyond one program? Many of these same certified candidates also come up through local schools. Our guide to recruiting veterans through community colleges covers that overlapping channel.

What Mistakes Do Employers Make With This Channel?

The channel works, but companies still trip over the same few things. Avoid these and you get more out of O2O than your competitors do.

The first mistake is treating the certification as the whole story. A cert proves a skill floor. It does not tell you about the years of leadership and judgment behind it. If you screen on the credential alone, you miss the deeper value. You also bore the candidate in the interview.

The second mistake is moving too slow. These candidates are trained and ready. They are talking to several employers at once. A two-week silence after a strong interview loses you the hire. Treat a certified O2O grad like the in-demand candidate they are.

The third mistake is writing a job post that fights the channel. If your listing demands a four-year degree for a role a certified candidate can clearly do, you screen out the exact people O2O sends you. Swap "degree required" for "degree or equivalent certification and experience." That one edit opens the door.

The fourth mistake is relying on O2O alone. It is a strong channel, but it is one channel. Pair it with school recruiting, your own employee referrals, and a steady inbound pipeline so a slow month at any one source never leaves a role empty. Our guide on recruiting veterans through base TAP offices covers one free channel that pairs well with O2O.

How Should You Read an O2O Grad's Resume?

When an O2O candidate applies, the certification is the headline. But do not stop there. The military background underneath the cert is where the real value sits.

Look at the role they held in uniform. A logistics NCO who earned a project management cert is not starting from zero. They ran complex moves with real stakes for years. The cert just gave you a common word for what they already did.

This is also where a lot of strong veterans lose out. They have the cert and the experience, but their resume still reads like a service record. The skills are buried under jargon your hiring team does not speak. The candidate is qualified. The paperwork just hides it.

That gap is the whole reason BMR exists. Our platform helps veterans and military spouses translate military experience into plain civilian language that your team and your ATS can both read. More than 1,000 new veteran profiles join every month, and over 60,000 resumes have been built on the platform. That is a steady, growing pool of candidates who have already done the translation work for you.

What to Do Next

O2O is one of the cleanest channels you can use. Free training, real certifications, and candidates who proved their work ethic before you ever met them. It costs your company nothing to source from it.

Start by reaching out to IVMF about employer engagement. Tell them the certs your roles need. Then build O2O into a wider plan so it is one strong channel among several. You can read the federal side of veteran hiring on the Department of Labor's Hire a Veteran page, and see the program's measured results in this VA News report on O2O.

When you are ready to source certified, job-ready veteran and military spouse candidates at scale, reach out to access BMR's veteran talent pool. We will connect you with candidates whose military experience is already translated into language your team can act on.