Episode 52
Solving the skills shortage with military hiring | with Karin Childress-Wiley
Military personnel exit service with 25–50% working in tech or tech-adjacent roles, plus logistics, healthcare, and manufacturing expertise. Karin Childress-Wiley explains why veterans are highly trainable, mission-focused leaders—and why employers, not veterans, must close the skills gap.
Episode Key Takeaways
Between 200,000 and 250,000 service members exit the military annually, with 2021–2022 seeing a surge due to COVID-related extensions. May through August is peak transition season, creating a concentrated window for sourcing. This year’s numbers are trending toward 300,000 exits—the largest cohort in decades.
The military produces tech talent at scale: roughly 25% of active-duty personnel work in tech roles, and another 25% work in tech-adjacent positions. Beyond technology, military training aligns perfectly with the hardest-to-fill civilian roles: transportation, distribution, logistics, healthcare, and manufacturing. Skill transferability is not the problem; employer inflexibility is.
Karin argues the burden of proof has shifted. Veterans have solved their side of the equation—resume writing, interview prep, and transition readiness are no longer the bottleneck. Employers must now rethink job descriptions, years-of-experience requirements, and ATS filters that exclude qualified candidates. The gap is often small; upskilling programs at Boeing, Salesforce, and Microsoft MSSA prove it can be bridged in 6–12 weeks.
Trainability and lifelong learning emerge as the most valuable soft skill veterans bring. Military culture embeds continuous learning from boot camp onward, creating adaptable, resilient employees who promote faster and lead teams with higher gross profit margins and revenue. This aptitude is rare and difficult to teach in civilian hiring.
Military spouses—predominantly women—have gained unprecedented career flexibility through remote work. COVID proved that jobs can be done from anywhere, removing the geographic constraint that historically forced spouses to leave roles during PCS moves. This opens the entire remote job market to a historically underutilized talent pool.
Frequently
Asked
Questions
What skills do military personnel bring to civilian tech and non-tech roles?
About 25% of active-duty military work in tech roles; another 25% work in tech-adjacent positions. Beyond tech, military training produces expertise in transportation, distribution, logistics, healthcare, and manufacturing—sectors with the highest civilian demand. The alignment between military skill production and market demand is nearly perfect.
When is the best time to source military talent?
May through August is peak military transition season. However, 2021–2022 will see a larger-than-normal surge—potentially 300,000 exits instead of the typical 200,000–250,000—due to COVID-related service extensions. Now is an optimal window for sourcing.
How do leading companies bridge the skills gap for veterans?
Boeing uses a military skills translator on their career site and runs skills bridge programs on military bases. Salesforce offers 6–12 week training programs. Microsoft MSSA provides 12-week certification courses. The pattern: identify the small gap, invest in targeted upskilling, and hire. Apprenticeship models allow veterans to work while training.
What's the biggest barrier to veteran hiring—veterans or employers?
Employers. Veterans have solved resume writing, interview prep, and transition readiness. The real obstacles are rigid job descriptions, inflexible years-of-experience requirements, and ATS systems that don’t recognize military occupational specialties. Employers must rethink hiring criteria and create pathways for candidates with transferable skills.
How should TA leaders start a veteran hiring program from scratch?
First, audit your job descriptions with fresh eyes—identify where you can flex on experience or education requirements. Second, hire one veteran recruiter (ideally with domain expertise in your industry). Third, map the specific gaps preventing veteran hires and design targeted upskilling programs. Referrals from early veteran hires become your best sourcing channel.