TO GO FAST AND FAR

BUILD YOUR A-TEAM

IT’S SIMPLE

We bring remarkable people & companies together.

HIGH IMPACT

•

LOW EGO

HIGH IMPACT • LOW EGO

THE VETERAN 2.0 TALENT SOLUTION

We provide an array of talent acquisition services — executive search, contract staffing, direct hire recruiting — focused on elite Veteran 2.0 leaders with impressive military background and a track record of post-military, corporate success for the following industries:

Aerospace

Construction

Defense/Defense Tech

Distribution

Energy

Environmental Services

Financial Services

Healthcare

Home Services

Legal

Manufacturing

Private Equity & Family-owned Businesses

Clients We Serve

WHY THE VETERAN 2.0?

  • Upon his honorable discharge as a Green Beret Commander, Freddie struggled to find “fit” in the corporate world. Like many ex-military members, his identity was so wrapped up in his profession as a Leader of Warriors, as the military was the only thing he knew his entire adult life. Hence, Freddie struggled to find that purpose again and wandered throughout the corporate sector — in manufacturing, construction, and even running a small business to no avail.

    Only after being exposed to the vast possibilities in the world of business (through the Kellogg MBA program), did Freddie discover HOW a Veteran can leverage their abilities to find clarity in ambiguity and thrive in high-stress environments, to actually find a path again to make an impact. The key, however, is for the Veteran to be keenly self-aware and understand how he can ADD VALUE to a business, coupled with a desire to continually refine his career selection through a process of discovery and elimination.

    This is why MilSpec Talent primarily works with Veterans 2-10 years post military service, and connects them with relatively unknown opportunities within the small to medium-sized business space. We do not target transitioning Veterans at this time.

    Note: While we have a strong commitment to the Veteran 2.0 community, we work with any and all candidates who possess the same low-ego, high-impact values.

We don’t just try to find good candidates, we find the right candidates who aren’t necessarily shopping for jobs. We have a dedicated team of full time employees to identify, attract, evaluate, and get to know customers on a deeper level than traditional recruitment firms.

OUR PROCESS

CANDIDATES

We work with growing teams as well as Private Equity and Venture Capital groups to connect mission-driven companies with their A-Teams. We do the heavy lifting to grow, refine, and diversify teams with candidates that are not only skilled, but fit the value system of the company.

COMPANIES

  • We will never be a one-size-fits-all recruitment firm. We tailor our approach, communications, and practices to best serve every single client. We get to know our candidates and client companies extremely well so that we’re able to provide the service that fits them best.

  • Just as a military team has to communicate clearly and promptly, our team does the same. Our priority is to ensure alignment between all parties as quickly as possible, hence we want to hear what you have to say!

  • We got your six. We’re not a contract, or part-time team. We have a dedicated team of full-time staff members, all with MilSpec tenure. We do not stop until you succeed.

Instead of “filling seats,” we apply our distinctive process to unify companies and candidates for mid-to-senior management positions. MilSpec achieves this level of excellence by first understanding the needs, goals, and values of each client company via our regimented process, including our Working Sessions and Job Scorecard creation.

GET TO KNOW US

  • “Freddie and the MilSpec team were able to find a mission-critical leader for my start-up team. I warned them in the beginning that i was only looking for the ‘best of the best’ talent, and they managed to deliver effectively. I’m really impressed with their work and now they are also working on hiring my other c-suite essential positions!”

    Tom P., Founder & CEO

  • “MilSpec Talent is one of the rare recruiting firms that takes the time to truly understand what makes our company tick. Freddie kim scheduled time to speak with all of our hiring managers, our hr team, our executive team and he personally visited our corporate office to understand our culture and long term strategy. We know that when we give MilSpec Talent a position to fill that we will get the best qualified candidates and the odds of a successful match are high.”

    - Ryan M., Director of Sales

  • “MilSpec is an outstanding veteran recruiting firm committed to providing veterans the best placement possible. While i am not a veteran, MilSpec’s holistic approach to recruiting, and ability to see each candidate’s unique character, gave me an opportunity to grow my career supporting the warfighter. Everyone was approachable and responsive throughout the process.”

    - Heidi B., Business Development

WORDS FROM OUR A-TEAM

NEWSLETTER
You Hired a Resume. You Missed a Leader.
You Hired a Resume. You Missed a Leader.

Veterans Don’t Chase Prestige. They Chase Purpose.

They’ve led troops, handled chaos, and made calls most people wouldn’t dare. So why is it so hard to find them under leaders who get it — the kind who prioritize integrity, build people up, and actually know how to scale something with values intact?

It’s easy to point the finger at employers who overlook Veteran talent — who miss the leadership, grit, and sacrifice that doesn’t show up neatly on a resume. But here’s the thing: does the data even matter?

Read More →
Seeking Veteran-Friendly Employers
Seeking Veteran-Friendly Employers

For Veterans transitioning into the civilian workforce, finding an organization that values their unique skills, experience, and leadership potential can be a mission in itself. While many companies claim to be "Veteran-friendly," how do you know which ones truly live up to the name? Understanding what it means to be Veteran-friendly and how to identify these organizations can make all the difference in finding your next career opportunity.

Read More →
Magic Formula To TMAY
Magic Formula To TMAY

“Tell Me About Yourself.”

It’s one of the most common interview questions – and one of the hardest to answer. Where do you start? Your hometown? Your family history? The first job you ever had?

Pause. While your story is important, an interview isn’t the time for an autobiography. The goal here is to highlight your professional journey and what makes you the right candidate for the role.

Read More →
Strategic Ops: Navigating the Recruiter
Strategic Ops: Navigating the Recruiter

Why Do Recruiters Get a Bad Rap?

You’ve heard the stories: recruiters who go radio silent, miss deadlines, or seem more focused on numbers than people. For transitioning Veterans, this can feel like just another roadblock — reducing you to a name in a database instead of recognizing you as a skilled professional. It’s frustrating to feel like your leadership experience and operational expertise are being overlooked.

Read More →
The Serious Problem Of The Leadership Deficit (And Why Veterans Are The Solution)
The Serious Problem Of The Leadership Deficit (And Why Veterans Are The Solution)

America, we have a serious problem.

Leadership is at a deficit in our country, and it’s not just in politics. Business executives today are deeply concerned about their leadership bench -- 85% of executives say that they are not confident in their leadership pipelines. And that’s not all. The supply of leaders isn’t the only problem, the [lack of] leadership development in companies today are as well.

Read More →
LTPR: A Lesson From Army Survival School For Job Interviewing
LTPR: A Lesson From Army Survival School For Job Interviewing

I went to the Army’s SERE C course (Survival, Evasions, Resistance, and Escape) in January 2010. It was extremely cold then, and I recall losing 20 pounds during our few weeks being “out in the woods,” but nonetheless, it was an incredible course that revealed exactly what you’re made of.

Read More →
Redundancy In Crisis Management: Two Is One, One Is None.
Redundancy In Crisis Management: Two Is One, One Is None.

A Special Forces A-team (Operational Detachment-Alpha) consists of 12 Green Berets. Each member of the team is an expert in his speciality, whether it’s in weapons, communications, engineering, or medical (trauma) treatment. And for redundancy, there are two Green Berets who are trained in each of these specialty areas.

Read More →
Management Shortage For Your Company In 2020? Consider These 4 Points.
Management Shortage For Your Company In 2020? Consider These 4 Points.

For nearly two decades, the United States has spearheaded the post-9/11 War on Terror throughout the world, and brave American men and women have volunteered to join our Armed Forces and defend our nation’s interests. Today, there are over 3.3 million veterans who chose to serve since September 11, 2001 and amongst them, an even smaller group of patriots who chose to lead.

Read More →
Google Tried To Prove That Mid-Level Leaders Didn’t Matter. They Were Wrong.
Google Tried To Prove That Mid-Level Leaders Didn’t Matter. They Were Wrong.

Many of you have seen the study that Google launched called Project Oxygen, to prove that the quality of a manager didn’t impact a team’s performance. Their hypothesis was that some of Google’s mid-level managers and leaders are, “at best, a necessary evil, and at worst, a layer of bureaucracy” -- the study was supposed to help Google move towards a flat organizational structure without any managers.

Read More →
Value Creation Vs. Capture Mindset In Combat
Value Creation Vs. Capture Mindset In Combat

Recently, I was having a conversation with a Private Equity client looking for Operators to run their portfolio companies. As a firm closing out its fourth fund and soon-to-be starting their fifth, they know who they’re looking for when it comes to Operators running their acquisitions.

Read More →