Build Your Military Talent Pipeline.
You don’t have to build your SkillBridge program alone.
Here’s how most employers end up here: you need people — disciplined, mission-driven, accountable people
— and you’ve heard SkillBridge is a way to find them. Then you see what’s actually involved — an approved
program, a training plan, documentation, recruiting, ongoing administration — and it starts to look like a second
job.
Build Your Military Talent Pipeline.
You don’t have to build your SkillBridge program alone.
Here’s how most employers end up here: you need people — disciplined, mission-driven, accountable people
— and you’ve heard SkillBridge is a way to find them. Then you see what’s actually involved — an approved
program, a training plan, documentation, recruiting, ongoing administration — and it starts to look like a second
job.
Build the program.
We develop the opportunity around your real workforce needs — roles, training plans, documentation, the works.
Find the right talent.
Our recruiting team sources, screens, and presents candidates, and coordinates interviews. You make every hiring decision.
Support the program.
Reporting, records, portal entries, communications, escalation — the ongoing administration, handled.
Build the Program
Start with the employer's workforce needs.
Discovery can focus on: target positions (which roles represent legitimate workforce needs?); career pathways (which opportunities can provide a realistic transition into civilian employment?); participating locations (where can training actually be delivered?); training ownership (which employer personnel will provide training and supervision?); employment opportunities (what hiring pathways may be available following successful completion?); program leadership (who within the employer will make decisions, provide approvals and oversee the program?); program administration (who will supply records, review reporting and maintain required employer information?). HYRE HARPER can support workforce discovery and job-description development, while the employer supplies accurate information concerning the role, worksite, supervisor, training, and related details.
Develop the SkillBridge roles.
Job-description development; role-profile clarification; identification of the duties associated with the opportunity; documentation of the employer's worksite and designated supervisor; coordination of employer review and approval; alignment of the role with the proposed training plan. The employer validates the actual duties, training content, learning objectives, schedule and supervision.
Develop the training plan.
The training plan defines how the SkillBridge opportunity prepares the service member for the civilian role.Depending on the approved program design, formats may include on-the-job training, employment skills training, internships, pre-apprenticeships, and apprenticeships. The appropriate structure depends on the employer's proposed opportunity and the program ultimately approved.
Build the program documentation.
Job descriptions; training plans; program-development support; position announcements; approved portal-entry support; program reporting; designated record support; military/command communication support; compliance-record support. For each contracted deliverable, the statement-of-work model identifies: deliverable; owner; required client input; target date; acceptance standard; revision limit; dependencies.
Define responsibilities before launch.
HYRE HARPER can support: program-development coordination; agreed program documents; job-
description and training-plan development; assigned portal entries and record maintenance; program reporting support; administrative communications within written authority; issue escalation; position announcements;
recruiting and candidate engagement, when included in the engagement.
The Employer provides: role information; worksite information; training content; designated supervisors;
safety information; accurate source information; employer approvals; daily participant supervision; training and workplace access; review and approval of employer reporting data; interview, offer and employment decisions.
Government and military authorities retain: program and participant eligibility determinations; official
program-system authority; applicable approval decisions; command approval authority.
Develop the position announcement.
Once a program opportunity is sufficiently defined and approved for use, selected services can include position announcements, candidate sourcing, screening, candidate presentation, interview coordination and offer support. Differentiator to state on the page: "We are not only helping an employer develop program documents. The service model can connect program development with talent acquisition.
Coordinate implementation.
Bring together the employer's program owner, supervisors, training resources, participating workplaces, internal decision-makers, and hiring team — with HYRE HARPER's agreed program-development, administrative and talent-acquisition services. The employer remains responsible for daily supervision, training,workplace access, safety, and employment decisions.
Find the Right Talent
Start with the opportunity.
Before recruiting starts, establish: target position; qualifications; location; training pathway (what will the service member learn?); career pathway (what civilian employment opportunity could follow?); employer selection criteria; hiring process (who interviews and makes the ultimate employment decision?).
Source military talent.
Active search management, applicant review, and direct sourcing. Progression: Employer Opportunity → Relevant Military Talent → Candidate Engagement → Qualification → Employer Consideration. The purpose is not simply to produce resumes.
Translate military experience into employer-relevant qualifications.
Screening workflow: resume and profile review; qualification assessment; prescreen preparation; prescreen interviews; candidate notes; candidate communication; advancement decisions within the recruiting workflow
Screen and qualify candidates.
Reviewing the candidate's resume and background; comparing qualifications with employer requirements; conducting a preliminary recruiting screen; documenting recruiting notes and qualification information; recording availability, location, candidate interest, and other recruiting information; determining whether the candidate should advance for employer consideration. HYRE HARPER supports the process at this stage. The employer retains authority over selection and employment decisions.
Present qualified candidates.
Organize: candidate qualifications; relevant experience; position alignment; recruiting interview findings; availability and location information, when appropriate; supporting candidate materials; information required for the employer's next recruiting decision.
Coordinate the interview process.
Interview scheduling; candidate communications; employer coordination; candidate preparation; interview-related materials; next-step communications; recruiting workflow updates. The employer conducts its evaluation and retains control of the selection and employment decision.
Support the employer hiring process.
Interview coordination; offer support; candidate communication; onboarding support; retention support.
Responsibility boundary:
HYRE HARPER can support recruiting, sourcing, engagement, screening, presentations, interview coordination, offer-process support, selected onboarding and retention activities, and candidate pipeline documentation. The Employer retains: interview decisions; candidate selection; employment offers; employment terms; participant supervision; workplace safety; ultimate employment decisions.
Support the Program
Coordinate ongoing program activity.
"Support the Program begins where continuing program administration becomes necessary." Candidate sourcing, screening, presentations, and interview coordination belong under "Find the Right T alent." Role development, training-plan development, job descriptions, and initial program documentation belong under "Build the Program."
Maintain designated program records.
HYRE HARPER can support: maintenance of the records assigned to HYRE HARPER; approved portal entries and reporting; administrative information generated through HYRE HARPER's contracted activities; protection of confidential information within its scope; escalation of identified issues. The Employer remains responsible for: accurate role information; worksite information; supervisor information; safety information; training information; program information; timely employer approvals and records.
Support program and outcome reporting.
An engagement can establish: what HYRE HARPER is responsible for reporting; what information the employer must supply; which designated supporting records HYRE HARPER maintains; which approvals are required from the employer; which party is responsible for each official reporting activity. A dministrative assistance with reporting does not change responsibility for the underlying program decisions.
Support official SkillBridge provider portal responsibilities.
The specific allocation is established between HYRE HARPER and the participating employer rather than assumed: who adds programs to the SkillBridge Provider Portal; who maintains program records; who reports program outcomes.
Support program communications.
HYRE HARPER can support communications connected with its administrative role. The employer retains its employer responsibilities; military representatives retain their authorities; government program administrators retain their applicable program authority. HYRE HARPER is not a government authority and does not make government or military determinations.
HYRE HARPER Client Portal.
A client-facing operational and administrative interface for employer visibility —presenting agreed operational and program information, with role- and scope-based access.
Monitor issues and escalate.
Model: Monitor → Identify → Coordinate → Escalate → Resolve through the responsible party. The responsible party resolves the matter.
Protect the employer's required responsibilities.
Third-party program support does not transfer workplace responsibility from the participating employer to HYRE HARPER. HYRE HARPER's administrative services operate "around and alongside the employer's responsibilities," not in place of them.
Industries we build programs around
Hospitality & Service
Healthcare & Health Information
Professional & Business Services
Logistics & Supply Chain
Sales & Business Development
Operations & Leadership
Talent Acquisition & Workforce Development
Other Employer Career Pathways
Employer Partner Network
HYRE HARPER Co. is building relationships with organizations that want to create career pathways for
transitioning service members. The network can span: hospitality and lodging; healthcare; professional
services; talent acquisition; operations; sales; logistics and supply chain; workforce development.
Critical distinction:
A company being part of the HYRE HARPER Co. employer network does NOT mean it automatically becomes an approved SkillBridge training organization. Every employer or organization sponsored under the third-party arrangement requires a separate and distinct valid SkillBridge MOU for program accountability.
Get started
Already have jobs you struggle to fill?
Tell us about your roles, the locations, what training you can actually provide, and where you're headed. We'll tell you straight whether SkillBridge fits and what it would take.