Veteran Bridge Solutions / Build

Build the pipeline.
Hire for capability.
Help people stay.

Connect your open roles to military experience, build the right recruiting partnerships, and give managers a practical onboarding plan.

Build my hiring plan See a sample plan

Force Multiplier, the VBS hiring toolkit. Start with a free plan preview.

01 / Start with the work

What needs to
move forward?

You don’t need to know every military program. Start with the problem your team needs to solve.

01

I need to
fill a role.

Translate a job description into relevant military experience and skills to explore in an interview.

Translate an open role
02

I need a
hiring program.

Build a sequenced plan with program ownership, recruiting partnerships, and practical next steps.

Build my hiring plan
03

I need people
to stay and grow.

Give supervisors an onboarding plan, clear expectations, and a useful rhythm for check-ins.

Build an onboarding plan

02 / A plan you can put to work

From an open role
to the next move.

A useful plan connects the role, the recruiting channel, and the person responsible for making it happen.

Illustrative example, not a client result or a candidate recommendation. Validate experience, credentials, and program eligibility for your organization.

Build a plan for my company
Example / ManufacturingFirst 30 days

Maintenance technician

Explore military maintenance experience in troubleshooting, preventive maintenance, technical documentation, and team safety. Verify the role’s electrical and mechanical requirements individually.

  1. Define the work

    Separate essential skills from trainable tasks. Translate the posting into clear, observable capabilities.

    Hiring manager · Week 1
  2. Build the connections

    Contact local transition offices and veteran employment representatives. Explore SkillBridge if a structured training pathway fits.

    Recruiting lead · Week 2
  3. Prepare the landing

    Assign a supervisor and peer contact. Set 30/60/90-day learning goals before the new teammate arrives.

    Frontline supervisor · Weeks 3–4
The output: clear actions, accountable owners, and a starting timeline.

03 / Know your starting point

What does your
company already show?

Scan your public website for visible military hiring signals and registry matches. Use the findings to guide your next questions.

Your company’s public hiring footprint

No sign-up. Reads public information only. A missing website signal does not mean your company lacks that capability.

Explore the Wisconsin SkillBridge registry, with source dates shown.

04 / Keep the whole hiring loop connected

Source. Translate.
Onboard. Develop.

Use the tools at the point you need them. Keep the plan, the relationships, and manager ownership connected.

01 / Translate

Job description translator

Connect the work to military experience.

02 / Structure

Program charter

Define goals, ownership, and the first 90 days.

03 / Welcome

Onboarding plan

Give the manager and new hire a shared starting point.

04 / Connect

Veteran employee group

Build peer connections, sponsorship, and purpose.

Tools support program design and experience translation. Your team makes every hiring decision.

Explore all tools ↗

Military capability.
Workforce performance.

VETERAN BRIDGE SOLUTIONS

05 / The experience behind the method

Built from both sides
of the bridge.

Dean Nemecek brings 26 years of Army service and experience building veteran hiring programs at Trek and Clarios to the practical work of connecting military capability with civilian roles.

Force Multiplier puts program planning and hiring tools in your team’s hands, with a direct path to Dean when you need help applying them.

Meet Dean and explore the approach ↗

06 / Check before you act

Program guidance.
With the source attached.

Rules and eligibility can change. Verify the current requirements before making a hiring, tax, or program decision.

Hiring tax credits

Confirm current WOTC authorization, eligibility, and filing guidance. No projected tax savings are included here.

IRS WOTC guidance ↗

Federal contractor requirements

Check the requirements and current benchmark that apply to your organization.

DOL VEVRAA guidance ↗

Reference links reviewed September 20, 2026. Open the policy tools →

07 / Let’s talk

Start with the gap
you need to close.

Tell Dean where your hiring or onboarding process gets stuck. Identify the next useful step together.

dean@veteranbridgesolutions.com

Prefer to explore on your own? See plans and pricing →

Before you start

A few practical questions.

Where should I begin?

If you have an open role, start with the job description translator. If you need a program, build a hiring plan. If you are unsure what exists today, run the public company scan.

What is free, and what needs a plan?

The public company scan requires no sign-up, and the program manager offers a free plan preview. See current pricing for tool access and support included in each plan.

Does this screen or choose candidates?

No. These tools support program planning and help translate experience. Your team evaluates individual qualifications and makes every hiring decision.

What does the company scan tell me?

It identifies visible information on your public website and available registry matches. It is a starting point for a conversation, not a complete audit of internal practices. See privacy and data handling.

I’m a service member or veteran. Where do I go?

Visit Transition OPS for career planning and transition resources.