You run hiring for a company with sites in ten cities. Maybe twenty. Each plant, store, or branch needs people. And you keep hearing that veterans make strong hires. So you want to source veterans for all of them at once.

Most advice skips the part that matters most. Veterans are not spread out evenly. The pool near one site looks nothing like the pool near another. A base sits next to one location. The next location is two hours from the nearest installation. One metro is thick with separating service members. Another is thin.

So a single national plan fails. You cannot run one search and drop the results on every site. You need a central process and local execution. This guide shows you how to source veterans across many physical locations at the same time, without losing the local detail that makes it work.

This is about real, on-site roles in many places. It is not about remote work. If your roles are remote, read our guide on recruiting veterans for remote and distributed roles instead. And if your challenge is one site with a huge headcount target, the play is different too. See running a volume veteran hiring program. This guide stays in its lane. The problem here is geography.

Why Does Multi-Site Veteran Hiring Break a Normal Plan?

A normal sourcing plan assumes one talent pool. You search it. You reach out. You fill the role. That works for one location.

Now stretch it across many sites. The math changes. Each location sits in its own labor market. Each market has its own veteran density. The supply you have in one metro does not exist in another.

Three things drive the gap between sites.

A site near a large Army post will see a lot of logistics and maintenance talent. A site near a Navy port will see different skills. A site in a metro with no base will lean on veterans who already moved there for other reasons.

The good news is the talent is out there and working. Veteran unemployment ran low in 2025. The jobless rate for Gulf War-era II veterans was 3.6 percent that year, per the Bureau of Labor Statistics. So you are not fishing in an empty pond. You just need to fish each pond the right way.

How Do You Map the Veteran Pool Around Each Location?

Start with a map, not a job post. Before you source, you need to know what each site has nearby. This is local talent mapping. You do it once per location.

For every site, answer a few simple questions. Where is the nearest base? How far is it? What branch is it? How big is the veteran population in that metro? Which local groups serve veterans there?

You do not need a research team for this. Public data covers most of it. We walk through the method in our guide on sizing your local veteran talent pool. Run that read once per site.

Group your sites into tiers

Once you map each site, sort them. Not every location needs the same effort. Put them in three buckets based on what is nearby.

Rich sites get the local, in-person motion. Thin sites get the database-first motion. A third group sits in the middle. Those get a mix. This tiering is the whole trick. It tells you where to spend time and where to spend search.

What Does a Central Process With Local Execution Look Like?

You run the brain in one place. You run the hands in each city. That split keeps you sane across twenty sites.

The central team owns the parts that should be the same everywhere. The local team owns the parts that must fit the city.

When the center owns the templates, every site sends the same clear message. The veteran reading it gets the same quality whether the role is in Texas or Ohio. When the local team owns the relationships, the message lands in the right hands.

A central database is what makes this work at scale. Instead of each site building its own search from scratch, every site searches one pool by location. A platform like BMR adds over 1,000 new veteran profiles every month. So your thin sites get fresh names to work even when no base sits nearby.

How Do You Run Local Channels at Each Site?

The central tools get you reach. Local channels get you trust. Each city needs feet on the ground. This is what local execution looks like in practice.

Use base proximity where you have it

If a site sits near a base, that is your richest channel. People leave service every month. Many want to stay in the area. Your local team should build a tie to the base transition office. We cover the full play in our guide on recruiting through base transition offices.

One thing to know. Some service members can work a civilian tryout before they fully separate through SkillBridge. That is a training authorization, not a job offer yet. You can read the program rules at skillbridge.osd.mil. For a site near a base, it is a strong way to test fit before the hire.

Use the database where you do not

Thin sites have no base to lean on. So you reach veterans who already live in that metro. A national database lets you search by the site's location. You filter by zip and radius. You find the people who are already there.

This is the same direct-sourcing move you would use anywhere, just aimed at one city at a time. If your company has no veterans on staff yet to refer others, start here. Our guide on sourcing veterans with no internal network walks through the cold-start path.

Reach the ones who are not looking

Most strong veteran candidates already have a job. They will not answer a posting. You have to go find them. That is true at every site, rich or thin. Our guide on reaching passive veteran candidates shows how to write outreach that gets a reply.

How Do You Track Which Sites Are Dry?

Across twenty sites, some will fill fast. Some will stall. You need to see which is which, fast. A shared tracker is the tool that shows you.

Build one view for all sites. One row per location. A few columns that tell the real story.

A site is dry when it has open roles but few or no candidates in the pipe. The ratio tells you. If a site has six open seats and two candidates, that site needs help now.

When a site goes dry, do not just push harder on the same channel. Switch channels. If the local fairs are not working, run a database search by that zip. If the base flow slowed, widen the radius. The shared view lets you spot the dry site early and act before the gap grows.

How Do You Compare Cost Across All Your Sites?

Different sites use different channels. So each site costs a different amount per hire. You want to see that. It tells you where your money works hardest.

A site that hires through a base tie may cost very little. A site that leans on paid fairs may cost more. Track the cost per hire by site and by channel. Over time you learn which channels pay off in which kinds of metros.

This view also catches a common waste. You might be paying for a job board or a fair in a metro where your database already finds the same people for free. When you see cost per hire next to source per site, that overlap jumps out. Cut the channel that costs more for the same result.

There is one more reason to track cost by site. It helps you defend the budget. When a manager asks why one location costs more to staff, you have the answer in the data. A thin site far from any base will always cost more than a rich one. That is geography, not a failure. Showing it plainly keeps the pressure off your team.

We break down the method in our guide on calculating cost-per-veteran-hire by channel. Run it across your sites and the pattern shows up fast. You will see that a shared database often gives the best cost for your thin sites, because one tool serves all of them.

How Do You Keep the Pipeline Full Before Reqs Open?

The worst time to source is when a role is already open and the manager is angry. Across many sites, that pressure multiplies. So you build ahead.

For your rich sites, that means a steady tie to the base. New people leave service every month. Stay in touch so you have names ready when a seat opens.

For your thin sites, that means a saved search in the database. Set it to the site's location. Check it often. Keep a short list of warm names for each city. Our guide on building a veteran talent pipeline before reqs open shows the full system. Run it per site.

If you want a structured way to launch this motion, two more reads help. Our veteran recruiting strategy playbook frames the whole program. And our 30-day veteran sourcing sprint gives you a fast start you can run site by site.

Where Does BMR Fit a Multi-Site Hiring Plan?

The hard part of multi-site sourcing is your thin locations. The sites with no base nearby. The cities where you cannot just walk into a transition office. Those are where most plans stall.

A national veteran candidate database solves that. One tool, every location. Search by any site's zip and radius. Find veterans who already live there. BMR holds 60,000 resumes built by veterans and adds over 1,000 new profiles every month. So even your dry sites get fresh names to work.

You can also look at the federal side of the labor data for veteran hiring support through the Department of Labor VETS office. It helps you understand the programs that back this work.

Ready to source veterans across all your locations from one place? Reach out to access BMR's veteran talent pool and put a name to every open seat, in every city.