In this video, Brian Nichols, Vice President of Recruiting Operations at Veteran Hiring Solutions, outlines the mission and expectations for the Veteran Talent Sourcer role. He emphasizes the need to help veterans translate military experience into civilian leadership impact. The ideal candidate is a veteran or military spouse who deeply understands military terminology, rank structures, MOSs, and AFSCs, enabling them to identify leadership qualities hidden in resumes. The sourcer will source and assess military talent across multiple requisitions using platforms like LinkedIn and Meta, conduct initial screens focused on alignment and leadership rather than volume, and act as the first filter for leadership potential. The role is fully remote, fast‑moving, and demands judgment, discipline, ownership, and a commitment to protecting candidate potential. Nichols stresses that the position is not a sales or client‑facing role but a mission‑driven effort to build pathways from service to civilian success, keeping humanity at the center of hiring.
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Hi, I'm Brian Nichols. I'm the Vice President of Recruiting Operations here at Veteran Hiring Solutions. Since leaving the Navy, my mission has been simple. I want to help veterans turn experience into leadership and that leadership into measurable business impact. That's why this role matters. We're hiring a veteran talent sourcer, ideally a veteran or military spouse, someone who understands the language of service without needing it translated. Because here's the reality: a lot of veterans struggle to explain what they've done in civilian terms. Their resumes don't always reflect the scale of their leadership, responsibility, or operational impact that they've carried. I need someone who can see past that, someone who's walked through that, that challenge and those steps. In this role, you'll work across multiple open requisitions, sourcing and assessing military talent long before they ever reach our recruiting partners. You won't be client-facing, you won't be closing deals. This isn't a sales role. This will be the first filter of leadership. That means I need you to understand MOSs, Air Force AFSCs, rates, rank structure, knowing the difference between an NCO and a senior NCO and a JO and why that matters, identifying leadership even when it's buried in military terminology. And I need you to determine whether a candidate truly aligns with the mission behind a role. You'll use LinkedIn, Meta, and other, and other social platforms and recruiting platforms to find talent. You'll conduct those initial screens. You'll evaluate alignment, not just qualifications. This role is not about volume necessarily. It's about judgment. It's about discipline. And it's about protecting potential. We operate in a 100% remote environment, but we move quickly. We hold ourselves accountable. And I expect ownership, not just task completion. If you understand military culture from the inside, if you believe veterans deserve more than keyword matching, And if you want to help build a system that keeps humanity at the center of hiring, then this may be your next mission. We're not filling seats. We're building pathways from service to civilian success. If you'd like to learn more, I look forward to connecting with you directly.
