- Start with the data
- Compliance
- How to actually hire veterans
- Understand military talent
- Where to find them
- Working with us
01
Start with the data
What the filings actually show about veteran hiring — including your own.
The Veteran Hiring IndexOur analysis of 422,692 federal contractor filings. 2.97% of new hires were veterans; 77% of establishments hired none.Tax-credit calculatorWhat a veteran hire is worth under WOTC (up to $9,600, currently lapsed pending Congress) and the 28-day filing that preserves it.Read a military résuméWhat each rank means for supervision, what the awards signify, and a plain-English acronym lookup.Military rank in civilian termsEach pay grade from E-1 to O-6 in civilian scope, with military pay and BLS pay for the matching jobs.Check your own rateLook up your company's filed veteran hiring rate against the 5.1% federal benchmark. Free, no signup.Employers that beat the benchmark2,396 federal contractors hiring veterans above the benchmark, across 50 states.Veteran hiring statisticsThe numbers behind veteran employment, unemployment and retention.The VETS-4212 Field GuideHow to use the filing data without being misled - plus a citable company-level rollup.
02
Compliance
VEVRAA, VETS-4212 and what a shortfall actually obliges you to do.
VEVRAA compliance, plain EnglishThe $200,000 threshold, mandatory job listing, self-identification and annual documentation.VETS-4212 filing guideWho must file, the 1 August to 30 September window, batch filing, and where filings go wrong.The hiring benchmarkWhat the 5.1% is, the five-factor alternative, and why it applies per establishment.Veterans' preference for private employersWhich states let you prefer veterans in hiring, what each law requires, and a policy template.Below the benchmark?Not a violation — but it does trigger a documented obligation. What OFCCP expects.
03
How to actually hire veterans
The practical mechanics, from sourcing to first ninety days.
How to hire veteransA practical playbook for attracting, hiring and keeping veterans.Why hire veteransThe business case, without the bunting.Onboarding veteran employeesWhere retention is won or lost.HIRE Vets MedallionGold and Platinum criteria by company size, the fees, and the 2027 application window.The WOTC tax creditWhat hiring a veteran is actually worth on the return.GI Bill on-the-job trainingHow a Minnesota training role gets approved, what the veteran receives, and two state-paid employer credits of up to $1,000.Disability accommodationsWhat is required and what is simply good practice.USERRA reemployment rightsYour obligations to Guard and Reserve employees.Guard and Reserve employees in MinnesotaUSERRA and Minnesota rules for drill, leave and pay.Client spotlight: WalserHow Walser Automotive Group, our Q2 2026 Patriot Award recipient, recruits and supports veterans and Guard members.
04
Understand military talent
How to read a military résumé and know what you are looking at.
MOS translatorPaste a military occupation code, get the civilian equivalent.Role to MOS matcherThe other direction: enter your opening, get the military occupations that produce that talent.MOS career guides200+ military occupations mapped to civilian roles.Translating military experienceWhat the terminology on a veteran's résumé means.Security clearances explainedWhat each level means and what it is worth to you.The DD-214 explainedHow to read the discharge document, and what you may not ask for.Military pay to civilian salaryHow to benchmark an offer a veteran will accept.
05
Where to find them
Programmes, installations and pipelines.
06
Working with us
What a search costs, how it runs, and how we compare.
Our processFrom requirements brief to shortlist in 5-10 business days.Executive searchSenior and C-suite roles requiring military pedigree.LockLeed LogisticsOur dedicated transportation & logistics division — drivers, dispatchers, fleet and supply chain leadership.What it costsFee structure, plainly.Contingency vs retainedHow the two industry fee models differ.Vs in-house recruitingAn honest comparison.Vs job boardsWhere each one wins.Direct hire vs contract-to-hireContract, temp and direct hire compared.