Hiring tech talent is slow. It is also expensive. You post a software or data role. Then you wait weeks for resumes that fit. Recruiters chase the same shrinking pool of developers. Salaries climb. Your open req sits there costing you money.

Most midsize employers miss one channel entirely. Right now the VA funds a program that trains veterans for high-tech jobs. It is called VET TEC 2.0. The training providers are graded on how many grads get hired. That means they want employer partners like you. It is a ready-made pipeline of job-ready tech talent.

This guide shows you how to use it. You will learn how the program works from your side. You will learn how to find approved providers. And you will learn how to build a hiring pipeline that feeds your open roles.

What Is VET TEC 2.0 in Plain Terms?

VET TEC stands for Veteran Employment Through Technology Education Courses. It is a VA education benefit. It pays for veterans to train in high-tech fields. The training happens at approved schools and bootcamps, not the VA.

The first version ran from 2019 to early 2024. Congress brought it back through the Elizabeth Dole Act, signed into law on January 2, 2025. Student applications opened on June 15, 2026. The program is funded through September 30, 2027. You can read the full details on the VA VET TEC program page.

The program covers five fields. Each one maps to roles you probably hire for:

A few facts matter for your planning. The program is capped at 4,000 funded participants per fiscal year. It is also open to veterans who already used up their GI Bill. That last point is big. It means the pool includes older veterans with real work history, not just recent grads.

Why Do VET TEC Providers Want Employer Partners?

This is the part that makes VET TEC a sourcing channel and not just a training program. The VA ties provider payment to results. Providers must help their grads find jobs. Then they have to prove it.

Grads and providers report employment status back to the VA. They verify the grad stayed in the job for 180 days. If the provider hired the grad directly, the window is 365 days. You can see this outcome model in the VA training provider FAQ.

So the provider is not just teaching. They are on the hook for placement. That gives them a strong reason to court hiring partners. When you reach out as an employer, you are not asking a favor. You are solving their biggest problem. That is a rare spot to be in.

What Does a VET TEC Grad Bring to Your Team?

Two things stack up in a VET TEC grad. First, the skills are fresh. These veterans just finished full-time training on current tools. They are not five years removed from a language that changed. They learned the stack the market wants right now.

Second, the work habits are already there. A veteran who finished 36 months of service and then a hard tech program has proven they show up. They handle pressure. They take feedback and fix things. Many come from roles where a mistake had real stakes. That mindset carries into your code base and your on-call rotation.

The demand backs this up. The Bureau of Labor Statistics projects tech occupations to grow faster than the average job. You can see the outlook on the BLS Occupational Outlook Handbook. VET TEC points a trained, motivated pool right at that demand.

One caution. A VET TEC grad still comes from a military background. Their first draft resume may read in service terms. That does not mean the person is weak. It means the words need translation for your ATS. A strong tech candidate can sink to the bottom of the rank when the resume speaks the wrong language.

How Do You Find Approved VET TEC Training Providers?

Not every bootcamp is a VET TEC provider. A school has to apply and get approved by the VA. So your first job is to find the approved ones that train for roles you hire.

Start with the VA. The VA lists approved providers and the fields they cover. Many providers advertise VET TEC on their own sites too. A quick search for "VET TEC" plus your field or city pulls up local and remote options.

Location matters less than it used to. A lot of providers run remote cohorts. That means a provider three states away can still feed your open roles. If you hire remote or hybrid, treat the whole national provider list as your pool.

Chambers of commerce and local veteran groups can point you to providers too. If you already work those channels, ask them who trains veterans in tech near you. For more on that route, see our guide on recruiting veterans through chambers of commerce.

How Do You Approach a Provider and Build a Pipeline?

Once you have a shortlist, reach out to their employer partnerships contact. Keep the first message short. Say who you are, what roles you hire, and that you want to hire their grads. Providers get very few messages like that. Yours will stand out.

Then offer something real. The more useful you are to their cohort, the higher you sit in their placement pitch. These offers carry the most weight with a provider:

Pick one or two to start. You do not need a big program. A single engineer who mentors capstones plus a promise of interviews is enough to build a real pipeline.

What Does a VET TEC Hiring Pipeline Look Like Over Time?

Cohorts run on a schedule. Most last a few months. If you plan around that calendar, you get a steady flow of candidates instead of a scramble.

Get in early. Show up during the cohort, not just at the end. When you judge a capstone or give a talk, you see who the standouts are weeks before graduation. By the time you interview, you already know the top few.

Then interview near graduation. Line up your open reqs with cohort end dates. Move fast. Other employers are watching the same grads. The provider will steer their best people toward the employer who shows up and moves quickly.

Set expectations up front too. A new grad is strong on fundamentals but light on years. Be clear about the role, the ramp, and the growth path. A short, honest preview cuts early turnover. See our guide on the realistic job preview for veteran hires.

Once you hire, keep them. A veteran leaving service and school at the same time is going through a lot of change. A clear first 90 days makes them productive and loyal. Our 90-day onboarding plan for veteran employees lays out how to do it.

What Mistakes Do Employers Make With VET TEC Talent?

A few missteps cost employers good hires from this channel. Most are easy to avoid once you know them.

The first is treating a VET TEC grad like a junior with no history. These are not fresh 22-year-olds. Many spent years leading teams and running gear worth millions. Screen the tech skills, but weigh the leadership and judgment too. You are getting both in one hire.

The second is a slow process. Providers push their best grads to the fastest employer. If your interview loop takes three weeks, the strong candidates are gone. Trim your steps. Give the provider a clear timeline and stick to it.

The third is a resume screen that filters on the wrong words. A VET TEC grad may list a bootcamp and a military job, not a five-year tech title. If your ATS ranks on years-in-title alone, real talent sinks to the bottom. Screen on skills and projects, not just job history. Ask to see their capstone work.

The last is going silent after graduation. A grad who does not hear back keeps looking. Close the loop fast, even on a no. Providers remember which employers treat their people well. That reputation gets you first look at the next cohort.

Where Does BMR Fit Into Your Sourcing?

Provider partnerships are one channel. They take time to build. If you want to reach trained veteran talent right now, you can also go straight to the pool.

Best Military Resume adds over 1,000 new veteran profiles every month. More than 60,000 resumes have been built on the platform. Many of those veterans are trained for tech and ready to work. Some just finished the same kind of high-tech program VET TEC funds.

That gives you two ways to source. Build long-term pipelines with VET TEC providers. And tap the BMR pool for open roles you need to fill today. The two work well together. One feeds the future. One fills the present.

If you also nurture candidates over time, an email flow keeps your name in front of veterans as they finish training. Our guide on the veteran email nurture campaign shows how to run it.

What Should You Do Next?

Start small and specific. Pick one role you struggle to fill. Find one approved VET TEC provider that trains for it. Send one short message to their partnerships team. That is your whole first move.

From there, offer interview slots and get involved with a cohort. The provider handles the training and the VA funds it. You get first pick of job-ready veterans who already proved they can finish hard things.

If you want to see BMR's veteran talent pool now, reach out through our hire page. You can also partner with us to build a longer-term veteran hiring pipeline. Both start the same way. You tell us the roles you need, and we point you at the veterans trained to fill them.

Want the veteran side of this program for context? Read our breakdown of the VET TEC program for veterans to understand what your future hires go through. You will also learn more about hiring veterans on the DOL VETS employer page.