EMPLOYERSTHOSE WHO SERVEDWHY ALWAYS FORWARDFAQINSIGHTSFor Employers
Getting Veteran hiring right is not a sourcing problem. It's an alignment problem. Always Forward VTA fixes it before it costs you.
Book a 30-Minute Discovery ConversationThe Gap
This is not a values challenge. It's a framework challenge.
The intent is there. The infrastructure to support it often is not. Without the framework to read military experience correctly, that candidate gets screened out or hired into the wrong role and is gone within a year.
7 in 10
organizations never train hiring managers on Veteran-specific evaluation
Korn Ferry
~3,000
participants confirming hiring managers misread Veterans regardless of qualifications
Duke Fuqua School of Business, 2024
60%+
provide little or no onboarding or transition support for Veteran hires
Korn Ferry
The Proof
22%
Productivity increase
Organizations with strong Veteran hiring programs see a measurable increase in productivity.
Matthew J. Louis, Hiring Veterans, 2023
13x
Higher mean cash flow
The same organizations report 13x higher mean cash flow versus those without structured programs.
Matthew J. Louis, Hiring Veterans, 2023
Leadership. Cohesion. Performance.
Companies with strong Veteran hiring programs see measurable improvements across all three.
McKinsey & Company
The data is not ambiguous
70%
of employers who hired Veterans report they perform as well as or better than non‑Veteran peers.
Syracuse University IVMF
The Translation
What your team perceives
✕
“Just follows orders.”
✕
“Rigid. Inflexible. Hierarchical.”
✕
“Cannot work without being told what to do.”
What your organization actually gets
›››
Leads through influence
›››
Builds trust under pressure
›››
Executes without being managed
How Always Forward VTA Works
Discovery before candidates. Honesty before placement. Support well beyond their start date.
01
Phase 01
Discovery Immersion
We learn your culture and role before engaging a candidate. If the fit is wrong, we tell you.
02
Phase 02
Candidate Vetting
Every candidate screened for fit, character, and readiness. Curated shortlist, not a flood of resumes.
03
Phase 03
Translation and Integration
Align expectations on both sides before the interview. Year-one mentorship protects your investment.
Discovery Immersion
That means getting as close to the operation as possible. A ride-along with your frontline team. Time inside the role. The context a job description cannot give you and a resume cannot replace.
›››
“If you’re looking for a front-line leader par excellence, Captain Dave is your man. He has unquestionable integrity, 200% commitment, a genuine love of team-building, a joy of learning, and an I-will-move-mountains dedication to doing the best for the business.”
Rahul Roy, Chief Relationship Officer, BarkleyOKRP
Recruiting firms fill reqs.
Always Forward VTA fixes gaps.
Advisory vs. Transactional
Most firms optimize for placement. Always Forward VTA optimizes for outcomes.
Always Forward VTA
How We’re Paid
Our incentive is aligned with yours.
Split at placement and at 90 days. If the hire is no longer with your team at 90 days, you do not owe the second 50%. That structure only makes sense if you believe in the outcome. We do.
Our Focus
The right Veteran for the right organization. Not volume.
We start with the role and the culture before a single candidate is engaged. If a Veteran is not the right fit, we say so before anyone’s time is wasted.
The Commitment
Present from first conversation to month twelve.
6-12 months of post-hire mentorship included. The relationship does not end at the offer letter because the transition does not end on day one.
Social Impact
10% of every fee donated to the American Freedom Foundation.
A 501(c)(3) supporting Veterans and their families. Built into the fee, not added on top.
If we do not believe we can meaningfully augment your Veteran recruiting efforts,
we'll tell you before you need to invest any more time.
