Let’s be real—Hiring Our Heroes changed the game for me.
They opened a door when I was transitioning out of the Army after 26 years. I landed a spot with a great company called Catalyzer for three solid months. Stephen Ingalls and I met each other while I was training at the SHARP Academy on Fort Leavenworth, KS, he liked how I trained Soldiers and I liked the opportunity he was presenting we found a common ground. I added value to him and helped with getting his company into the Hiring our Heroes programs, and signed on as one of the first interns, provided valuable time and experience to help them over the next few months. I gained exposure. I learned the ropes. I sharpened my civilian edge. You see I hunted down the company I wanted to work for and the people I wanted to work with and we made things happen that was a win-win.
And for that—I’m all in on what they do for the veteran community because it can be a great opportunity just like I experienced and you can make it work for you too.
But let’s also be honest…
Career summits? Job fairs? They’re not the battlefield. They’re the warm-up. Your testing waters, dipping your toe in.
They’re surface-level, happy-clappy, corporate goodwill events where everyone is on their best behavior, saying the right things, handing out cards they might never answer and getting a few photo ops for LinkedIn.
The guy you spilled blood with?
He’s now your competition—eyeing the same job, negotiating the same salary, and maybe even using your name to get his foot in the door.
So here’s the truth no one’s handing out in a pamphlet:
This game is real. The stakes are high. And if you want to win, you need a plan.
First, Know This: I Love Hiring Veterans—But I’m Not Naive
I’ve opened doors for vets in my agency because I believe in them. I’m happy to give them the opportunity to change their life. At the end of the day you will sink or swim, you have what it takes and you are good enough to have everything you want. But the choice is yours, will you do what it takes?
Veterans can be drivers, leaders, and pressure-tested professionals who thrive in chaos and bring grit most people can’t manufacture.
But I’ve also seen the other side—let’s not pretend everyone who served came out squared away.
An honorable discharge doesn’t mean you were honorable.
Some of you were the biggest headaches your chain of command ever dealt with.
Badges, tabs, education—none of that guarantees work ethic, self-awareness, or value in the civilian world.
You’ve got to look in the mirror. Get honest. And decide: Who are you now—and where are you going?
How bad do you want it and will you obsess over it?
THE GAME PLAN NOBODY’S SHARING: Your 4-Week Out Strategy
While everyone else is polishing boots and printing resumes, here’s what you should be doing:
4 WEEKS OUT – Build Intel and Backdoor Access
- Register for the event—yeah, that’s obvious.
- But more importantly? Start networking BEFORE the summit.
Find out who from each company is attending. Connect on LinkedIn. Join groups. Start casual convos. Plant seeds early.
The back door is always warmer than the front. - Start with YOU. Don’t update your resume first—update your self-awareness.
What do you actually want? What are your strengths? Where do you thrive?
Don’t just chase jobs—align with missions that matter to you.
3 WEEKS OUT – Build Your Message
- Skip the generic resume. Instead, build targeted versions for your top 5 companies.
Make your impact obvious in 10 seconds or less. - Create a 30-second intro that hits like a freight train:
“Here’s who I am, what I’ve done, what I want—and how I’ll help you win.”
Practice this until it’s second nature. No rambling. No acronyms. No fluff.
2 WEEKS OUT – Stalk (Professionally)
- Research your top 5 company you’re targeting. Obsess over them.
Read press releases. Dig into leadership. Understand their culture. Know their pain points. - Follow their recruiters on LinkedIn. Find out who you know on the inside and engage with those people. Have them shoot your name and info over to the hiring managers and other stakeholders in the company. Engage with their posts. Comment with something thoughtful. Be seen before you shake hands. In marketing there is an idea of the rule of three. If they see you in their inbox, their social media accounts, and hear you on their podcast or YouTube, etc. Three different types of communication channels, they are much more likely to buy what your selling and your job is to sell you.
1 WEEK OUT – Prep Like It’s a Mission
- Print resumes. Pick your outfit. Prep your gear.
- Book your follow-up strategy in your calendar.
Don’t trust your memory—have a post-event contact game baked into your calendar with reminders, message templates, and goals.
DAY OF THE EVENT – Stand Out or Be Forgotten
Everyone’s saying the same crap. “I’m a hard worker,” “I’m reliable,” “I’m passionate.”
Yawn. Next…
Be different. Be bold. Be specific.
Ask real questions. Give sharp answers. Be curious about them—and show how your mission aligns with theirs.
You’re not there to ask for a job. You’re there to offer value.
24 HOURS LATER – Follow Up Like a Closer
Don’t wait for a callback. You won’t get one.
- Email them.
- Connect on LinkedIn.
- Reference your convo.
- Ask for the next step.
Be brief. Be bold. Be remembered.
Final Word: This Ain’t a Parade—It’s a War Game
You’ve been trained for hard times. You’ve led under pressure. You’ve made decisions in chaos.
So why are you letting a broken system ghost you?
You are not a resume. You are not your MOS. You are not your rank.
You are a weapon—but only if you sharpen yourself for this next fight.
The civilian world isn’t better than you. It’s just different.
You’ve got to unlearn some things, relearn others, and stay dangerous in a new kind of battlefield.
So go into that summit like you own it.
Interview them.
Find your fit.
Kick the door down if you have to.
Because you’re not here to be liked.
You’re here to lead.
Want to talk real strategy with someone who’s been through it?
Schedule time with me. I’m not here to give you sugar-coated advice. I’m here to help you win.
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