“Military Veterans are an untapped source of highly competent workers,” said Matt Keller, capturing the claim at the heart of a persistent hiring opportunity and a complex transition challenge.
Approximately 200,000 service members leave the Armed Forces each year
The Armed Forces lose roughly 200,000 members annually, creating a steady flow of experienced personnel moving into civilian life. That annual turnover, the source says, magnifies the need for structured help as veterans translate service experience into private-sector careers. Organizations such as the Association of the United States Army (AUSA) and programs offered at its conferences aim to provide direct, practical help during this stressful period.
Matt Keller and Chenega MIOS: hiring from within the ranks
Matt Keller, Vice President of Talent Acquisition at Chenega MIOS, speaks from personal and organizational experience about transitioning from military service to private employment. Keller describes why private companies value veterans and how his firm has structured recruitment with military experience in mind. Chenega MIOS’s team, he noted, includes veterans from the Army, Navy, Air Force, and Marines; that composition, Keller said, gives the company empathy for the transition process.
Keller listed specific attributes that civilian employers prize: “critical thinking skills, technical skills, accountability, and work ethic.” He also highlighted recognitions Chenega MIOS has received, including being named a military-friendly employer by Viqtory Media and receiving the Hire Vets Gold Medallion from the U.S. Department of Labor.
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End the scrambleTAP, U.S. Army PAYS, SkillBridge and AUSA’s Your Next Mission®
The source details a cluster of programs and events designed to smooth the move from uniform to workplace. AUSA-hosted activities such as “Your Next Mission®” give veterans and transitioning service members opportunities to meet employers, refine resumes and LinkedIn profiles, and participate in job interviews. Keller also pointed to the United States Army Transition Assistance Program (TAP) and U.S. Army PAYS (Partnership for Your Success) as employer partners that can accelerate hires.
Newer training avenues were mentioned by name: the SkillBridge program, described as designed to help transitioning veterans upskill in fields employers now demand, specifically naming cybersecurity, IT, and ServiceNow as areas of focus.
Resume translation, applicant-tracking systems, and getting to the interview
Keller emphasized a recurrent technical barrier: electronic hiring systems that do not map military terminology to civilian job requirements. “One of his biggest frustrations is that a Veteran’s resume may not make it to the top of the pile because electronic systems are unable to recognize military terminology, leading to the Veteran being disqualified before they make it to a human recruiter,” the source reports.
To counteract that, Keller recommends tailoring resumes to specific job requirements so veterans have a better chance of being selected for interviews. He argued that once veterans reach the interview stage they distinguish themselves through quick learning, adaptability, and a mission focus—qualities he described as “invaluable in the civilian market.”
What this means for Veterans, Employers, and Training Programs
- Veterans: Use targeted resources and networks. Keller urged veterans to leverage programs such as TAP and SkillBridge and to rely on peer networks: “Fellow Veterans are always ready to help.” He framed the transition as building on existing strengths rather than starting over: “You are not starting over. You are building on a solid foundation of experience, leadership, and professional discipline.”
- Employers: Design hiring pipelines that recognize military experience. Keller suggested that employers who partner with TAP and U.S. Army PAYS “quickly see a great return on their investment,” and recommended creating processes that attract and assist veterans—examples he offered include veteran-staffed recruiting teams and resume-translation support.
- Training programs and intermediaries: Align upskilling to employer demand. Programs such as SkillBridge that focus on cybersecurity, IT, and ServiceNow were highlighted as models that prepare transitioning personnel for specific private-sector roles.
For employers and veterans alike, the record here is straightforward: there is a recurring, sizeable population entering the civilian labor market, and many private companies—when they adjust recruitment and training to recognize military skills—stand to gain employees with immediate, mission-driven capabilities. As Keller put it in closing, the transition is less a restart than the next chapter of “an already successful career.”
