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Veterans & Families

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John 15:5

Serving veterans, families, employers, & Non-profits

Helping Military Families Transition the New Way.

Vine & Branch bridges the military-civilian cultural gap before, during, and after the hiring process — connecting veterans, businesses, and nonprofits for meaningful, lasting employment. If you fit into one of these categories, let us work with you.

Old Way vs the V&B Way.

Most veterans are handed a checklist and wished good luck. We believe transition must be a team effort — with employers, nonprofits, and military families working together.

THE OLD WAY

Imposter syndrome, short hiring windows

Conversations with employers do not occur until about 3 months before transition. During this critical time, military families are often creating new civilian identities. Imposter syndrome and doubt can sabotage job searches, reduce confidence in new roles, and hinder networking. A family may settle on the wrong opportunity during conversations with hiring managers out of fearing the unknown.

THE V&B WAY

Confident relationships first, early start

Vine & Branch is actively building community-based relationships comprised of employers and non-profit organizations, well before transitioning military families even begin thinking about the job search process. Bringing stakeholders into our network early helps identify translation gaps, disconnects, answers to credentialling questions, and understanding post military identity.

THE OLD WAY

Family left behind

Military families often navigate military transition separately and without the shared tools or support that Veterans experience. As a former Transition Assistance Program (TAP) Counselor, I noticed that military spouses were generally not actively involved in the transition process. Many spouses were disillusioned with having to put their own careers aspirations on hold, and they remained unaware of the many resources actually available.

THE V&B WAY

Family included in transition process

I envision a military to civilian transition process that represents the entire family from the very beginning. All services offered by Vine and Branch (V&B) apply to military spouses. The expectation that we have is that all couples are active participants in the transition process. Why? It's because V&B is not your typical "headhunter." We invest considerable time and resources to ensure your transition experience is successful, well before and after a job is found.

THE OLD WAY

Non-profit organization fragmented supprort

There are many reputable non-profit organizations doing great things in our country. All of them face rising costs that take away from their chartered missions. Their revenue streams, access to great volunteers, regulatory burdens, and competition from other non-profit organizations is problematic for many reasons. Lastly, strength of Corporate Social Responsibility (CSR) efforts are inherently tied to market strength and health of a company.

THE V&B WAY

Non-profit organization unified support

I believe the military to civilian transition process represents underutilized potential for the advancement of non-profit interests. Every good non-profit is tied to their local community and the employers within them. I believe these strong community ties are critical for building solid and enduring working relationships between local employers and V&B. If done well, non-profits will gain the following by partnering with V&B: new revenue generation, potential new volunteers, and deepened relationships with local employers.

External hire mentality

THE OLD WAY

Hiring Managers usually evaluate unknown candidates under time pressure. Their work is typically reactive, taking an average of 54 days to fill a position after it's posted. Hiring Managers gravitate towards observable indicators like job titles, recognizable company names, familiar credentials, and LinkedIn profiles. This makes sense because external hires are 18-20% more expensive, and it's human nature. Job posting, ATS, recruiter, and interview stages often dissuade amazing military Veterans and their spouses from applying or being considered because of linguistic misunderstandings.

THE V&B WAY

Internal hire mentality

Internal hires are trusted. They are known quantities. They arrive with context, relationships, and cultural alignment already in place. V&B referrals will arrive with these things. The V&B model will consistently produce faster hires, stronger cultural alignment, and lower turnover than traditional sourcing. By the time a V&B military family member reaches a hiring manager's desk, they are not a cold applicant. They will arrive through trusted nonprofit partner relationships, client & business cultural fit analysis, and numerous informational interviews with potential first line leaders.

THE OLD WAY

Certification trap

The trap works like this. A Veteran or spouse does not even apply for a posting because the certification posted looks like a hard wall. ATS filters Veteran or spouse out for missing a credential key word or the employer doesn't recognize a military equivalent certification or experience. There might be a genuine gap that exists and a new certification is actually needed. When state licensing is involved, the the problem is often compounded. The certification trap might lead the best candidate to never even apply.

THE V&B WAY

Certification escape

Planning for the certification escape starts long before new jobs are ever posted. It starts when V&B is introduced to a local employer by a local non-profit organization. Once introduced, V&B conducts our Employer Military Cultural Analysis. Part of this analysis involves gaining inside understandings of a company's intent for a given certification. Understanding certification intent helps us prepare transitioning military families for resume building, identifying actual need for a new certification, certification attainment methods if warranted, and stronger performance during future interviews.

Our Vine & Branch (V&B) Strategy

V&B's model for lasting transition success.

Ongoing: V&B & Non-Profit Partner Introductions: Reputable volunteer service organizations (VSOs) are critical for V&B success. The VSOs we partner with are tied closely to their communities & local employers. They introduce V&B to local leaders desiring to hire Veterans or their families in the future.

Ongoing: Employer Military Culture Analysis: Long before hiring conversations start, V&B must fully understand desired changes to people, processes, and technology for employers. Identifying existing assumptions related to people, processes, and technology is critical for long term success and reduced turnover. We also gain understanding of a company's internal certification intent.

24 Months Out: Retirees apply for retirement: This is a great moment to celebrate because you've made it! Now comes the challenging part, really figuring out what you want to do when you grow up. This moment also represents a time where you and your family have the most planning flexibility, and there is usually the temptation to over plan or under plan.

18-6 Months Out: Transition Orders Received: A time of excitement for some and sadness for others. Timelines usually range between 6 and 18 months. Long before you received these orders, V&B was at work setting the conditions for success with non-profit and employer relationship building. As the Vine and Branch Founder, I believe that your ETS or Retirement journey should feel like a PCS if done well!

18-6 Months Out: Desired Move Location Identification: V&B recommends that military families prioritize final move locations as early as possible. Identifying move locations 12+ months from transition strengthens efforts. Note: we know that making 12+ month choice is not always possible, but it helps!

18-6 Months Out: Desired Industry Chosen: Choosing a desired industry early is not always easy for many reasons, but industry choice is critical for skill alignment, compensation, location choice, and happiness!

18-6 Months Out: Veteran & Family Skill Analysis & Alignment: Our V&B Career Counselors will not only assist Veterans and their families with choosing a desired industry and location, but our Counselors will also help analyze your skills and align them to potential employers of your choice. We really care about a company's actual intended use for certifications. This helps us position parallel military related certifications in a manner that presents a strong case for Hiring Managers.

18-6 Months Out: Veteran & Family Cultural Fit Matching: We take insights gained from our Employer Military Cultural Analysis and match your strengths and beliefs to those of potential employers. This goal is critical for proactively understanding cultural and structural differences that are not readily apparent for transitioning military families.

6-3 Months Out: Informational and Formal Interviews: Veterans, military spouses, and employers often struggle with conducting "get to know you" informational interviews for many reasons. V&B will provide foundational / data driven starting points for everyone before any informational interview. Sometimes these interviews might occur even before sending a resume!

12-6 Months Out: Veteran & Family Coaching & Analysis Verification: At this step, we will verify cultural matches, target resumes, and practice interview approaches for potential employers. We will also make a determination if existing military certifications fulfill a company's intent. If not, we will explore avenues for attaining needed certifications when possible.

12-6 Months Out: Desired Employers Identified & Employer Relationship Building: By now, our work together will have identified the strongest employer matches that meet your transition needs. Instead of looking at a job board, feeling like an outsider, you will begin to feel like an internally referenced candidate. This time frame also allows us to establish networking relationships through our Non-profit partners if we don't have a relationship with your desired employers.

6-3 Months Out: Compensation Requirements Identified and Confirmed: Military families are generally not familiar or comfortable with having compensation discussions, and employers are often guarded about the information they provide. V&B will help negotiate your compensation early, helping you understand the future market environment.

3 Months Out: Selection & Offer: This is a joyous time for military families, and our goal is to receive offer letters no later than 90 days prior to leaving the military. Our 90 day goal is bold but possible because we do the hard work of building relationships very early and maintain an internal hire mentality. We do not ever want transitioning families to feel forced into a quick decision!

On Start Date: Employer Pays V&B for Services: Like any "headhunter" or "talent agency," employers pay us well for our services. They pay us well because turnover is always costly! We operate off of a sliding scale and believe that no employer of any size desiring to hire military families should be overlooked.

First Week: V&B Pays Non-Profits and Other Partners for Assistance: V&B will donate no less than 10% of our earnings to non-profit organizations assisting us during local networking efforts. The potential for earning residual income represents a unique game changer for traditional NFP financing.

0 + 24 Months: Onboarding & Professional Support at no Cost: Like many other headhunters or talent agencies, we do not simply forget about you after your start date. We provide tailored support to you, your family, and your employer. Please reach out for specifics or visit our Counselor Page.

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Nonprofit Partner Introductions

Reputable local nonprofit organizations and VSOs serve as trusted community bridges — introducing V&B to local business leaders who are ready to hire veterans and military families
These partnerships are built on existing community trust, opening doors that cold outreach cannot
Each nonprofit introduction extends V&B's reach without adding overhead to the organization.

Alignment & Cultural Fit Assessments

V&B decodes veteran experience using industry-validated assessments — DISC, Clifton Strengths, O*NET, Holland Code, and MBTI — translating military skills into civilian business language employers understand.
We utilize Prosci Change Management tools to uncover potential or desired changes to people, processes, and technology
A thorough analysis of the company's cultural environment is conducted before any candidate is introduced — identifying values, team dynamics, leadership expectations, and certification intent
The result is a precision match between the veteran's strengths and beliefs and the employer's actual cultural needs — not just a skills match on paper

Hiring Forecast Window Identification

V&B identifies employer hiring forecast windows early — understanding which roles are needed, when they need to be filled, and what skills and credentials are required
This forward-looking approach allows V&B to begin reaching out to transitioning military families months or years before a vacancy opens — building a pipeline that is ready when the employer is
Rather than reacting to open positions, V&B proactively aligns transitioning veterans to upcoming opportunities — creating a seamless handoff that feels like an internal hire for both parties

Military Transition Treated Like a Permanent Change of Station (PCS)

V&B treats military transition the way veterans already understand it — like a Permanent Change of Station — bringing the same structured, step-by-step process to civilian career placement that military families rely on during every move
Just as a PCS comes with orders, timelines, and support systems, V&B builds a clear roadmap so transitioning families never feel like they are navigating an unfamiliar civilian world alone
The goal is simple — by the time a veteran reaches their start date, the transition should feel as organized, supported, and purposeful as any military move they have made before

Realtor Assistance

V&B goes beyond employment placement — connecting transitioning military families with reputable, vetted local Realtors who understand the unique needs and timelines of military relocations
Finding the right home in the right location at the right time is critical to a successful transition — V&B ensures families are not navigating the housing market alone while simultaneously managing a career change
This whole-family approach reflects V&B's belief that a successful placement is not just about the job — it is about the entire family landing well in their new community

Salary Negotiation & Support

V&B provides experienced salary negotiation assistance — ensuring veterans and military spouses understand their full market value and are not underselling years of elite training and leadership experience
Military families are often unfamiliar and uncomfortable with civilian compensation conversations — V&B bridges that gap by aligning expectations between the veteran and the employer well before an offer is extended
The result is a fair, transparent compensation agreement that reflects the veteran's true worth — eliminating the most common source of post-placement dissatisfaction and early departure

V&B is Paid by Companies - Not Military Families

V&B is paid exclusively by employer partners upon successful placement — meaning veterans and military families receive the full benefit of V&B's services at absolutely no cost to them
This employer-funded model ensures V&B's incentives are always aligned with quality — companies pay for great placements, not for activity, creating accountability for every match made
Veterans never have to choose between accessing professional placement support and managing the financial pressures of transition — V&B removes that barrier entirely

V&B Donates 10%+ to Our Nonprofit Partners

V&B donates no less than 10% of its earnings from every successful placement to the nonprofit organizations that partner with V&B in serving the veteran community
This giving model creates a self-sustaining ecosystem — every veteran placed strengthens the nonprofit partners whose community relationships made that placement possible
For nonprofit organizations, this represents a meaningful and reliable residual income stream that grows alongside V&B's placement volume — turning every successful hire into a community investment

THE V&B WAY

Timelines that support communities

We start the work early, well before hiring initiatives begin and military families transition!

Months 24-13

Discovery

6–0 Months

Selection

Hiring Forecast Alignment

Companies align their hiring forecasts directly to project timelines — ensuring veteran candidates are positioned and ready before critical roles open, not after
V&B works alongside employer partners to map workforce needs to upcoming project milestones, contract awards, and organizational growth windows
This proactive alignment eliminates the rushed, reactive hiring that leads to poor fits, missed onboarding windows, and early turnover

Informational Interviews

Once all assessments are completed and cultural fit is confirmed, V&B facilitates informational interviews — structured conversations that allow veterans and employers to build genuine relationships before formal hiring begins
These interviews are data-driven and purposeful — V&B provides foundational starting points for both the veteran and the employer so neither party walks in blind
Informational interviews often occur before a resume is ever submitted — establishing the veteran as an internally referenced candidate rather than a cold applicant

Tailored Resume Support & Interview Coaching

V&B provides personalized resume support that translates military experience into civilian-readable language — converting MOS codes, rank titles, and operational language into competency-based profiles employers immediately understand
Practice interview sessions are conducted to build confidence, reduce imposter syndrome, and prepare veterans to present their military experience in ways that resonate with civilian hiring managers
Coaching is tailored to the specific employer and role — so veterans walk into every conversation prepared, confident, and positioned as the strongest candidate in the room

Facilitated Interviews With Hiring Managers

V&B facilitates direct interviews between veteran candidates and the actual hiring managers and team members they will work alongside — not just HR gatekeepers
This peer-level introduction builds immediate trust and authentic connection — allowing both sides to evaluate the real working relationship before a commitment is made
By connecting veterans directly with the people they will work for, V&B ensures every placement is built on genuine alignment — reducing cultural friction and accelerating the veteran's integration into the team

Free Career Consulting Services

V&B provides comprehensive career consulting services to veterans and military families completely free of charge — removing the financial barrier that prevents too many transitioning service members from accessing the professional guidance they deserve
From initial assessments and skills translation through resume coaching, interview preparation, and salary negotiation, every consulting service V&B offers is delivered at no cost to the veteran or their family
Veterans have already given enough — V&B believes world-class career support should never come with a price tag for those who served

Locally Certified Counselor Network

V&B is building an active network of locally certified counselors — providing veterans and military families with access to licensed professional support that goes beyond career placement and addresses the full spectrum of transition challenges
Whether a veteran needs mental health support, financial counseling, family therapy, or vocational rehabilitation guidance, V&B connects them to the right certified professional in their local community
Our emerging counselor network reflects V&B's belief that a successful transition is not just about finding a job — it is about the whole person and the whole family landing well in every dimension of civilian life.

Counselor Fees Funded Automatically

A dedicated percentage of V&B's revenue is automatically set aside to fund counselor fees — ensuring that access to certified professional support is never dependent on a veteran's ability to pay
This built-in funding model means veterans and families can access licensed counselors without financial stress, paperwork burdens, or delays — the support is simply there when they need it
By building counselor funding directly into its revenue structure, V&B creates a sustainable, predictable resource that grows as the organization grows — serving more families with every successful placement

Free Mediation Services

V&B offers professional mediation services free of charge to any stakeholder who requests them — including veterans, military spouses, employers, and nonprofit partners
Whether a workplace conflict arises, a placement adjustment is needed, or a communication breakdown occurs between a veteran and their new employer, V&B steps in as a neutral, trusted mediator to preserve the relationship and protect the placement
This no-cost mediation commitment reflects V&B's long-term investment in every placement it makes — the relationship does not end on the start date, and neither does V&B's support

Months 12–7

Matching

Months 0+24

John 15:5

Helping Military Families Transition the New Way.

Old Way vs the V&B Way.

Imposter syndrome, short hiring windows

Confident relationships first, early start

Family left behind

Family included in transition process

Non-profit organization fragmented supprort

Non-profit organization unified support

External hire mentality

Internal hire mentality

Certification trap

Certification escape

Our Vine & Branch (V&B) Strategy

V&B's model for lasting transition success.

Timelines that support communities

Discovery

Selection

Matching

Retention