Employers
Hiring the military community is a strategic advantage — not charity.
Every year, roughly 200,000 service members leave the military. They arrive with security clearances, federally funded technical training, and leadership experience most companies spend a decade developing in-house. Their spouses arrive with the same adaptability — plus the resilience built by relocating a household, a career, and a family every two to three years.
This is not a goodwill program. It is a talent strategy with a federal subsidy attached. Employers who hire and support the military community report stronger retention, deeper leadership benches, and an employer brand that customers, partners, and shareholders recognize on sight.
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The Employers Toolkit (PDF)
A print-ready guide covering DoW SkillBridge, SpouseWorks, the WOTC credit, a MERG launch checklist, and a seven-step military recruiting plan — plus a 30-day starting sequence.
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Where to go next
Three practical paths to becoming a genuinely military-friendly employer.
Military Talent Programs
Tap into free, ready-to-hire military talent through federally established transition programs — no cost, minimal risk, maximum return.
Explore Talent ProgramsMERG (Military Employee Resource Group)
Build a Military Employee Resource Group that strengthens culture, deepens your veteran talent pipeline, celebrates your heroes internally, and positions your company as a genuinely military-friendly employer.
Build Your MERGMilitary Recruitment
Discover why a dedicated military recruiter is a force-multiplier for morale, retention, and access to an untapped pool of experienced talent.
See the CaseThe Business Case
Benefits of Hiring Veterans & Military Spouses
What your organization actually gains when the military community is part of your workforce plan.
Proven leadership under pressure
Service members lead teams, manage millions in equipment, and make consequential decisions years earlier than their civilian peers. You are hiring judgment that has already been stress-tested.
Mission-first work ethic
Show up, own the outcome, finish the task. Military culture builds accountability and reliability that translate directly into attendance, safety records, and follow-through.
Transferable technical skill sets
Logistics, cybersecurity, aviation maintenance, healthcare, intelligence analysis, heavy equipment, communications — the military trains to standard, and that training is documented, current, and job-ready.
Security-clearance value
An active or recent clearance represents a vetting investment often valued in the tens of thousands of dollars per person — one your organization does not have to pay for or wait on.
Adaptability and problem-solving
Ambiguity is the default condition in the military. Veterans are trained to plan, adjust, and execute when conditions change — exactly the profile that thrives in reorganizations and rapid growth.
Stronger retention
Employers with structured military hiring and support programs consistently report higher retention among veteran hires — loyalty is part of the culture they came from, when the culture they join respects it.
Work Opportunity Tax Credit (WOTC): up to $9,600 per qualified veteran hire
WOTC is a federal tax credit available to employers who hire from targeted groups, including qualified veterans. Credits scale with the veteran's circumstances — unemployment duration, SNAP receipt, or a service-connected disability — and top out at $9,600 per qualified hire for a disabled veteran unemployed at least six months in the prior year. The paperwork is a single certification request filed with your state workforce agency within 28 days of the start date.
Put plainly: the federal government will help fund a hire who was already the strongest candidate on your list.
Military spouses: the most overlooked talent pool in America
Military spouses are highly educated and chronically underemployed — a pattern driven by relocation, not capability. They bring the same adaptability as the service member, plus proven resilience through frequent moves, remote work fluency, and the operational skill of rebuilding a life from scratch on short notice. Hiring a spouse also strengthens retention of the service member and, for employers with distributed or remote roles, produces a portable employee who stays with you across duty stations.