Where Does Your Veteran Hiring Actually Stand?
Look up your company's own VETS-4212 filing and see your protected-veteran hire rate next to the federal benchmark — plus the gap, in hires. Your numbers, as filed with the Department of Labor. Nothing to install, no account.
Find Your Filing
Filings are made by the parent company, so search the legal entity name rather than a brand or division.
Your Own Numbers, Not Ours
Every federal contractor and subcontractor holding $100,000 or more files a VETS-4212 report each year between 1 August and 30 September. Those filings are public.
What you filed 📄
Total new hires and how many self-identified as protected veterans, by job category and hiring location. We read the totals line straight from your filing.
What the benchmark is 🎯
OFCCP publishes a national hiring benchmark — the share of new hires that should be protected veterans. We show yours beside it and the difference in actual hires.
What it isn't ⚖️
Not a quota, not a violation, and not legal advice. Falling short is a prompt to review your outreach — which is what OFCCP asks you to document.
Straight Answers
Where does this data come from?
Your own VETS-4212 filings, published by the U.S. Department of Labor. Contractors and subcontractors holding $100,000 or more must file annually between 1 August and 30 September, reporting employees and new hires by job category and hiring location, and how many self-identified as protected veterans.
Is missing the benchmark a violation?
No. The hiring benchmark is not a quota, and falling below it is not itself a violation. It's a signal to review and document your outreach and recruitment efforts — which is what OFCCP asks contractors to do.
Why might our rate look lower than reality?
Self-identification is voluntary. Employees choose whether to disclose protected-veteran status, so your filed rate can understate the veterans you already employ. It's the number on file, not a headcount.
Can we set our own benchmark instead?
Yes. Contractors may adopt the national benchmark or establish an individualised one using the five-factor method in the regulations. This tool compares against the national figure only.
Is this legal advice?
No. LockLeed is a veteran-owned staffing agency — not a law firm, not a compliance consultancy, and not affiliated with the Department of Labor or OFCCP. Confirm anything here with your own counsel before acting on it.
We're below benchmark. Now what?
It's usually a sourcing problem rather than a paperwork one — you can't hire veterans who never see your postings. That's the part we do: tell us the roles and we'll bring you vetted veteran candidates, with a fee only on a hire.
Close the Gap With Actual Hires
A benchmark shortfall is a sourcing problem. We're a veteran-owned staffing agency with a military talent network — you tell us the role, we bring the shortlist, you pay only when you hire.