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Recently, we partnered with an Army veteran candidate who had been out of work for nearly a year after transitioning out of the military. Like many veterans, he brought strong leadership, accountability, and operational experience. However, translating that background into the civilian workforce had been a challenge. He was motivated, capable, and determined to provide for his family, but the right opportunity hadn’t surfaced yet.
Fortunately, Curtis McNeally, President of BCS Search, was able to introduce him to a client for a Fleet Trainer role. While the client agreed the candidate was impressive, they didn’t feel the position was the best long-term fit. Instead of closing the door there though, the conversation stayed open.
Within a week, the client took a step that speaks volumes about strong leadership. They thought about the candidate and their needs more and created an entirely new role of Fleet Maintenance Manager. The position aligned perfectly with the candidate’s experience, leadership style, and technical background.
The result was a life-changing opportunity for the candidate. A meaningful leadership role. A higher salary. And most importantly, stability and growth for his family. For the client, the result was an employee from day one who knew they went the extra mile for him, and he was highly motivated to do the same for them.
This is what happens when companies look beyond mere job titles and evaluate candidates on where their experience is taking them and not just focusing on where they’ve been. As a result of BCS Supply Chain’s efforts in this area, 25% of their candidate placements with clients in 2025 were U.S. military veterans. Now, that deserves a hooah and an oorah!
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