Question 1

What is Veteran Hiring Solutions?

Accepted Answer

Veteran Hiring Solutions is a Recruiting 5.0 firm based in Sharon, Massachusetts. VHS places transitioning military veterans and military spouses into civilian careers, at no cost to the candidate. We were built to fight algorithmic hiring, the system that filters humans out before another human ever sees them. We use The VHS Way, a four-step methodology grounded in I/O psychology and military selection science, where intelligence is centralized and the hiring leader stays empowered.

Question 2

What is The VHS Way?

Accepted Answer

The VHS Way is the methodology behind every search. Four steps. The Conversation: a recorded session with the hiring leader, in their own words. The Assessment: an internal analysis of that conversation, calibrated by behavioral science and military selection rigor. The Standard: a structured profile of the hiring leader's expectations, used by the recruiting team to ensure every candidate is aligned to both the role and the leader. The Brief: a structured case for each candidate, given to the leader. Every step puts a human in front of intelligence. Never the other way around.

Question 3

What is The VHS Standard?

Accepted Answer

The VHS Standard is the third step of The VHS Way methodology. It is a structured profile of the hiring leader's expectations, communication style, and decision priorities, produced by the VHS Assessment and used by the recruiting team to ensure every candidate is aligned to both the role and the leader. The phrase comes from a military principle: the standard is the standard. Individuals pass it to enter the room, or they do not. VHS holds career matches to the same posture. The standard does not move.

Question 4

What is The VHS Conversation?

Accepted Answer

The Conversation is where every search begins. Not a meeting. Not a job intake call. A recorded conversation with the hiring leader, where they describe the role in their own voice, what success looks like, what kind of leader they are, and what they have seen go wrong before. The recruiter does not direct it. The leader speaks. We capture what no job description ever captures: the unspoken standard. Everything else in the methodology is built from that source.

Question 5

What is Recruiting 5.0?

Accepted Answer

Recruiting 5.0 is the human-centered counter to algorithmic hiring. The last decade of recruiting technology promised better outcomes through automation. It delivered the opposite: longer searches, higher cost-per-hire, candidates filtered out by machines before any human reviewed them. Recruiting 5.0 puts humans back at the center. AI exists to make the recruiter better. The hiring leader makes the call. The candidate is heard before they are sorted. The machine serves the human, not the other way around. The VHS Way is Recruiting 5.0 in practice.

Question 6

How does VHS place veterans faster than traditional recruiting?

Accepted Answer

VHS averages 21 days from search to offer, roughly half the industry average. The speed is a side effect, not a goal. When the hiring leader describes the role in their own voice, when intelligence is calibrated by science instead of guessed at, and when the recruiter is armed with the leader's actual standards before screening a single candidate, the search moves faster because there is less noise in the system. Calibration, not haste.

Question 7

What does VHS cost veterans and military spouses?

Accepted Answer

Nothing. VHS charges no fees to veterans or military spouses at any stage. The full cost of the methodology is paid by employer clients upon successful placement. This model exists for a reason: when the candidate pays nothing, the recruiter has no incentive to push the wrong fit. The veteran is a human, not a transaction. The methodology is structured around that fact.

Question 8

What is the VHS retention rate?

Accepted Answer

97 percent of VHS placements remain in their roles after one year. The retention rate is a direct outcome of one principle: the standard is the standard. The hiring leader sets it. The Assessment captures it. The VHS Standard enforces it before any candidate reaches the leader. No moving target. No exception for the candidate who is close enough. Both sides walk into the interview already calibrated. The standard does not move.

One conversation.
The right path.

Two audiences. Two entry points.

You do not need to wait to be found.

One conversation. The right path.

Two audiences. Two entry points.

You do not need to wait to be found.

One conversation.
The right path.