You want to hire veterans. So you start looking at where to spend your recruiting budget. Three names come up fast: RecruitMilitary, Military.com, and VetJobs. They all promise access to military talent. They do not all work the same way. They do not all cost the same or fit the same employer.

The pricing is the hard part. Almost none of these boards publish a real rate card. You fill out a form. A sales rep calls you back with a quote based on your company size and what you want to buy. That makes a clean side-by-side tough. So this guide does the next best thing. It breaks down what each board actually offers, how each one charges, and which type of employer each fits.

I run a veteran talent platform, so I look at these channels from the buyer's seat. None of these three is a scam. They all place real people in real jobs. But a midsize company with no dedicated veteran-sourcing team should not buy the same thing a Fortune 500 buys. Here is how they compare.

What Does RecruitMilitary Offer Employers?

RecruitMilitary is run by Bradley-Morris. It is the biggest paid player in this space. They have been doing this since the late 1990s, and most of their staff are veterans themselves.

For employers, they sell a bundle of products, not just job posts. You can buy:

• Job board postings: your roles listed on a high-traffic military job site.
• Resume database access: search a pool of over a million registered veterans, transitioning service members, and military spouses.
• Career fairs: both in-person events at stadiums and arenas, plus virtual career fairs you join from your desk.
• Employer branding: placement in their veteran-facing publication and content.

That scope is the draw. If you want a full-court press, RecruitMilitary can run it. The career fairs are the standout. You meet candidates face to face the same day, which beats waiting on inbound applications.

The trade-off is cost and effort. This is the priced-for-volume option. There is no public price. You request a quote, and the number scales with what you buy and how big your hiring plan is. The career fairs also cost staff time. Someone from your team has to staff the booth and follow up fast, or the leads go cold.

Who Is RecruitMilitary Best For?

It fits employers with a real hiring volume and a budget to match. If you plan to hire a steady stream of veterans across the year, the bundle can pay off. If you have one or two roles to fill, it is more firepower than you need. A career fair is overkill for a single opening.

What Does Military.com Offer Employers?

Military.com is one of the most-visited military community sites. It spent years as part of Monster. But Monster's parent company went bankrupt in 2025. It then sold Military.com to Valnet, a digital media company. Today the employer side runs on its own veteran hiring products under Valnet.

When you hire through Military.com, you are tapping its veteran-focused hiring tools directly. Here is what that gives you:

• Job postings that reach the Military.com veteran audience.
• Resume database access through its Veteran Talent Portal, where veteran resumes get flagged so you can spot them.
• A military skills translator that converts a service member's experience into civilian terms and matches it to your openings.
• Career expos at military bases and virtual events.

The strength here is reach plus brand. Military.com pulls a huge general military audience, not just active job seekers. The skills translator also helps your recruiters read a military resume they might otherwise misjudge.

The catch is that it is a general jobs engine with a military layer on top. The veteran targeting is real but lighter than a board built only for veterans. Pricing follows the usual model, which means job-posting packages and resume-access subscriptions. As with the others, you contact them for a quote tied to your volume.

Who Is Military.com Best For?

It fits employers who want broad reach with a military slant. If your team is more comfortable in a familiar jobs platform, this is the lower-friction option. It is also a fit when your roles are general enough that a wide net works better than a narrow one.

What Does VetJobs Offer Employers?

VetJobs is the odd one out, and in a good way. It is a nonprofit. That changes the whole pricing picture.

On VetJobs, an employer can post a job for free. The post stays visible for about 90 days. If you add a small suggested donation, your post gets featured higher on the site. There is no big contract and no sales cycle to start.

The model is built around vetted referrals. VetJobs says it only sends qualified, screened candidates to hiring managers. A steady flow of new military job seekers comes through each week. They also run an employer outreach program called RecruiterConnect to connect companies with the military community.

The honest trade-off: free and lean means less volume and fewer bells and whistles than the paid giants. You will not get a stadium career fair or a million-resume search tool. But for a midsize employer testing the veteran-hiring waters, the price of entry is hard to beat.

Who Is VetJobs Best For?

It fits midsize employers with a tight budget and a few roles to fill. It is the best low-risk way to test whether the veteran channel works for you. If the free posts produce good hires, you have proof to justify paid spend later.

How Do the Three Boards Compare on Price?

Here is the part everyone wants and nobody publishes. Job-board pricing is rarely public, and it changes. So treat the models below as directional. Always request a current quote before you commit a dollar.

Notice the pattern. The two paid boards charge based on your volume. A small employer and a large one pay very different numbers for the same product. VetJobs sidesteps that entirely with a free base tier.

When you do request quotes, ask three things. What does the base package include? What is the cost per job slot or per resume search? And what is the term length you are locked into? Those answers tell you the real cost more than any headline rate.

Which Veteran Job Board Fits Which Employer?

Strip away the marketing and it comes down to your size, budget, and hiring volume. Match yourself to one of these.

One more thing to weigh. A job board, paid or free, is a one-to-many broadcast. You post, you wait, you sort through whoever applies. That works when you have time and a wide role. It works less well when you need a specific skill set, fast, and you do not want to read 200 mismatched applications to find the right four.

Is a Veteran Job Board Even the Right Tool?

Boards are not the only way to reach veterans. They are one channel among several. Before you sign a contract, make sure a broadcast post is what your hiring problem actually needs.

If you hire in volume across general roles, a board is a fine fit. If you need targeted candidates in a specific field, other channels often beat it. Two worth knowing:

Military job fairs put you face to face with candidates in one day. We cover how to work them in our guide on sourcing veterans at military job fairs. Transition programs like SkillBridge let you bring a service member on before they even separate. We break that down in our guide to transition programs as a veteran sourcing channel. If you already employ Guard or Reserve members, ESGR is the free DoD program that helps you support them and resolve any leave conflicts before they become a problem.

The smart move is to treat boards as one part of a plan, not the whole plan. Our veteran recruiting strategy playbook shows how the channels fit together. And whatever channel you use, your posting has to read right to a veteran. Our guide on writing a job description that attracts veterans covers that.

For federal-level help and recognition, the U.S. Department of Labor runs free employer resources too. The DOL Veterans' Employment and Training Service hiring page connects you with regional coordinators, a hiring toolkit, and the HIRE Vets Medallion Award.

How Does a Direct Talent Pool Compare to a Board?

There is a third path between paying a giant and waiting on free posts. You can work a curated talent pool of veterans directly. That is what BMR does.

The difference is the broadcast problem. A board sends your post to everyone and hopes the right people apply. A talent pool lets you reach veterans who match your role without the noise. You skip the part where you read through stacks of applications that were never a fit.

BMR's pool grows by more than 1,000 new veteran profiles every month. Over 60,000 resumes have been built on the platform. These are real candidates actively working on their transition, not stale resumes sitting in a database for years.

For a midsize employer, this fills the gap the three boards leave open. You get veteran-specific reach like RecruitMilitary, without buying a full bundle. You get a fresh, growing pool, without the broadcast noise of a general posting. And you get it aimed at the roles you actually need to fill.

None of this means the boards are wrong. Many employers use a board and a talent pool together. The board casts a wide net. The pool gives you a sharper, faster way to find the right few. Use what fits your hiring problem.

How Should You Choose and Get Started?

Do not start by picking a vendor. Start by sizing your problem. How many veterans do you plan to hire this year? What fields? What is your budget? The answers point you to a channel.

The three boards each earn their place for the right employer. RecruitMilitary brings scale and career fairs. Military.com brings reach and a familiar engine. VetJobs brings a free way in. Match the tool to your size, budget, and volume, and you will not waste spend.

If you want a faster, targeted way to reach veteran candidates without the broadcast noise, BMR can give your team access to its veteran talent pool. Reach out through our hire page to see how it fits your roles.