You have three open reqs and a hiring manager breathing down your neck. The roles have been open for weeks. You want veterans in the pipeline, but you do not have a year to build a program. You need people moving now.

That is what a sourcing sprint is for. It is a short, focused push to fill near-term roles with veteran talent. Thirty days. Clear targets. Daily actions. A finish line you can see.

This guide gives you the full plan, broken into four weeks. Week one is setup and targets. Week two is channels and search. Week three is outreach and screening. Week four is interviews and offers. You will get a simple tracker and a clear picture of what "done" looks like.

This is not a permanent program. It is a fast, finite effort to fill the seats in front of you. For the long game, two other guides go deeper. If you want a repeatable machine that runs all year, read how to run a volume veteran hiring program. If you want to fill the pool before reqs even open, read how to build a veteran talent pipeline before reqs open. The sprint is the right tool when the clock is already running.

What Is a Veteran Sourcing Sprint?

A sprint is a time-boxed push to fill specific roles. You pick a window. You pick the reqs. You pick the channels. Then you work them hard for 30 days.

The word "sprint" matters. This is not a slow build. It is a burst of focused work with a clear end. You are not trying to fix your whole hiring system. You are trying to put veterans in the seats you have open right now.

That focus is the whole point. When you try to do everything, you do nothing well. A sprint forces you to pick a few targets and chase them. Most teams get more done in a tight 30-day push than in a loose 90-day plan.

Here is how the sprint differs from the other two plays. A pipeline is proactive. You build it before you need it. A volume program is ongoing. It runs cohort after cohort, all year. A sprint is reactive and finite. The reqs are open. The clock is running. You go.

Week 1: How Do You Set Up the Sprint and Pick Targets?

The first week is all setup. Do not skip it. A sprint with no targets is just busy work. You want to walk out of week one with a clear list and a clear plan.

Pick your target roles

Start with the reqs you must fill. Pick 2 to 5 roles. More than that and you spread too thin. For each role, write down the title, the key skills, and the one or two things that actually matter most.

Be honest about what is a must-have and what is nice to have. Most job reqs are stuffed with wishes. A sprint works when you chase real needs, not a wish list. If the role does not truly need a four-year degree, drop that line.

Find the military match

For each role, ask one question. What military jobs build this skill? A supply role maps to Army 92A or Navy LS. A network role maps to 25B or a cyber rating. You do not need to be an expert. You just need a starting point.

This map becomes your search guide later. When you know the military jobs that feed a role, you know what to search for. Write the job codes next to each req. This single step makes weeks two and three much faster.

Set your number and your tracker

Decide what success looks like. Pick a target. Maybe it is 30 qualified veteran candidates in the pipeline. Maybe it is 5 hires. Write the number down. A sprint without a number drifts.

Then build a simple tracker. A spreadsheet works fine. You do not need fancy software for a 30-day push. Track each candidate by name, role, source, and stage.

That tracker is the heartbeat of the sprint. You will look at it every day. If a candidate has no next action, you have dropped the ball. Fix it on the spot.

Week 2: Which Channels and Searches Should You Use?

Now you go find people. Week two is about turning on channels and running real searches. The goal is to fill your tracker with qualified names.

Turn on your channels

Do not chase every channel. Pick a few that fit your roles and work them hard. A candidate database lets you search for people who already match. Job posts cast a wider net. LinkedIn lets you reach people one by one.

For a fast sprint, search beats posting. Posting means you wait for people to come to you. Searching means you go get them. You do not have time to wait. For the posting side, this guide on where to post jobs to reach veteran candidates covers the channels that actually work.

Run targeted searches

Use the military job map from week one. Search for the job codes and the civilian skills together. Search a supply role by both "92A" and "inventory management." You catch the people who already translated their experience and the ones who did not.

The reason this matters is simple. Most veteran resumes still carry military terms. A keyword search misses good people when their resume says "logistics NCO" instead of "supply chain manager." So search both ways. Cast for the military language and the civilian language.

This is also why a built-out candidate database is faster than cold searching the open web. BMR's pool grows by over 1,000 new veteran profiles every month, with 60,000 resumes built. The translation work is already done, so you search by the skills you need and the matches surface. For passive talent that will not show up in a job post, this guide on how to reach passive veteran candidates goes deeper. And for the LinkedIn side, how to source veterans on LinkedIn walks through the search filters.

Set a daily quota

A sprint dies without daily action. Set a number for week two. Maybe it is 10 new sourced candidates a day. Hit it every day. Small daily wins add up fast over a week.

Week 3: How Do You Run Outreach and Screening?

By now your tracker should have names. Week three turns names into conversations. This is where most sprints win or lose. A full pipeline means nothing if no one replies.

Write outreach that gets a reply

Keep your first message short. Name the role. Name why you reached out. Make it about them, not your company. A wall of text gets ignored. Three short sentences get a reply.

Veterans get plenty of spam from recruiters. The ones who reply are the ones who feel seen. So mention the specific skill that matched. "I saw your supply background and we have a logistics lead role open" beats "Exciting opportunity at a growing company."

Follow up without nagging

Most replies come on the second or third message, not the first. Send a short follow-up two days later. Then one more a few days after that. After three tries with no answer, move on. Do not burn a week chasing one person.

Screen fast and fair

When someone replies, move quick. A 15-minute call beats a long form. Ask about the skills that matter most for the role. Listen for how they describe their work. Many veterans undersell what they did, so dig a little.

Use the same questions for every candidate. That keeps it fair and lets you compare cleanly. The structured interview scorecard for veteran candidates gives you a ready-made set of questions and a scoring sheet. Use it for the screen too, not just the final round.

Week 4: How Do You Close With Interviews and Offers?

The last week is about closing. You have screened candidates. Now you run interviews and make offers. Speed matters more than ever here. A slow week four loses the people you worked three weeks to find.

Run tight interviews

Batch your interviews. Get them done in a few days, not spread across two weeks. Good candidates have other options. Every day you wait is a day they take another offer.

Use the same scorecard from your screens. Have each interviewer score on their own, then compare. This catches gut-feel bias and helps you pick on real signal. Keep the panel small so you can move fast.

Make the offer quick

When you find your person, move. Get the offer out within a day or two of the final interview. A fast, clean offer says you want them. A slow one says they are a backup plan.

Make the offer fair on pay. Veterans often have less salary history to anchor on, but a lowball offer still loses them. Pay the market rate for the role. The pace of your whole sprint is wasted if you stall at the offer. This guide on how to reduce time-to-hire for veteran candidates shows where the delays hide.

What Does "Done" Look Like at Day 30?

A sprint needs a clear finish. At day 30, you stop and look at the numbers. Did you hit your target? How many hires? How many strong candidates are still in the pipeline?

Do not judge the sprint only by hires. A 30-day window is tight. Some great candidates are still mid-interview at day 30. That is fine. Count them as a win in progress, not a miss.

Here is what a finished sprint should leave behind. A handful of hires or close-to-hires. A list of warm candidates you can pull from later. And a short list of what worked and what did not.

That last part feeds your next move. If outreach got weak reply rates, fix the message next time. If one channel beat the others, lean on it. If you measure the run, you can repeat the wins. This guide on veteran hiring program metrics that matter shows which numbers are worth tracking.

How Do You Turn One Sprint Into a Habit?

One sprint fills the reqs in front of you. But the warm candidates you found do not disappear at day 30. Keep them in a simple list. Next time a role opens, you start with names instead of a blank page.

That is the bridge from a sprint to a system. The first sprint teaches you which channels work and which messages land. The second one runs smoother because you already know your playbook. After a few sprints, you have the bones of a real veteran hiring program.

If you want to make that jump, the pipeline guide from the start of this article shows how to keep the pool full between sprints. And the guide to hosting a veteran hiring event gives you a high-volume channel to feed your next push.

The government also has free help for employers hiring veterans. The Department of Labor VETS employer resources page lists programs and tools worth knowing. Use them alongside your sprint.

Where Do You Find Veterans Fast for Your Sprint?

The hardest part of a sprint is filling the top of the funnel quickly. You do not have weeks to wait on job posts. You need to search and get matches now.

That is exactly what BMR's talent pool is built for. Over 1,000 new veteran profiles are added every month, and the pool holds 60,000 resumes built by veterans and military spouses. The military-to-civilian translation is already done, so you search by the skills you need and the right people surface.

That speed is what makes a 30-day sprint work. Reach out to access BMR's veteran talent pool and start your sprint with real candidates in the tracker on day one.