90-Day Managed Military Recruiting Campaign

When a Job Posting Is Not Enough

90-Day Managed Military Recruiting Campaign is for employers that need active Military Loop recruiting support for hard-to-fill or strategically important roles.

This is the step beyond visibility. Military Loop works with the employer to define priority roles, map relevant military-developed capability, position those opportunities for the military-connected audience, conduct targeted outreach within the agreed scope, route candidates into the employer’s official application process, and review campaign performance throughout the engagement.

The initial engagement covers 90 days and up to two active priority roles at a time.

What Is Included

• Employer intake and role-priority alignment to establish hiring needs, geography, timing, constraints, and the official application process.
• Military-background and capability mapping for up to two active priority roles at a time.
• Military-focused job campaign setup and agreed Military Loop placement/promotion for the priority roles.
• Targeted military-connected sourcing and outreach within the agreed scope and available Military Loop channels.
• Candidate routing into the employer’s official application or ATS process.
• Candidate-preparation coordination where appropriate so qualified military-connected candidates can better understand and communicate how their experience fits the opportunity.
• Monthly employer strategy and campaign review during the 90-day term.
• Attributable campaign and funnel reporting based on the data available to Military Loop and the employer.
• Hiring-to-onboarding handoff recommendations where campaign activity identifies preventable transition, onboarding, or early-retention risks.

Who This Is For

This campaign is designed for employers with one or more meaningful openings that require more than passive job-board visibility.

It is especially useful for hard-to-fill skilled trades, technical, operations, maintenance, logistics, manufacturing, leadership, field-service, and other roles where military-developed experience may be highly relevant but is not always obvious in a conventional civilian recruiting process.

The Military Loop Standard

Military Loop does not simply publish the civilian job title and wait. Our approach starts with the employer requirement and asks which military-developed capabilities may actually fit the work.

The Military Loop Standard connects role requirements, military experience, candidate communication, employer understanding, and recruiting execution so both sides have a clearer path to a successful hire.

This is a Military Loop service methodology. It is not a government, Department of Defense, military-branch, or third-party certification.

From Recruiting Through Retention

The campaign is recruiting-focused, but the objective is not merely to generate clicks. A successful military-talent program ultimately needs to support the full employer lifecycle:

Attract / Recruit → Recognize / Translate → Hire → Onboard → Retain → Develop

During the campaign, Military Loop can identify handoff or onboarding concerns that may affect a new hire’s early experience and flag those issues for the employer. Ongoing retention consulting or workforce-program work beyond the campaign scope is handled separately.

How It Works

1. Establish the recruiting mission. We confirm the priority roles, locations, hiring needs, official application process, and campaign goals.
2. Map the opportunity. Military Loop identifies relevant military backgrounds, capabilities, terminology, and potential translation barriers.
3. Launch and recruit. We build the agreed campaign presence and conduct targeted outreach within scope.
4. Route and coordinate. Candidates are directed into the employer’s official process, with candidate-preparation coordination where appropriate.
5. Review and adjust. We meet monthly to review activity, available funnel data, obstacles, and campaign adjustments.
6. Complete the 90-day assessment. At the end of the term, the employer receives a campaign summary and recommendations for continuation, internal execution, or a larger strategic partnership.

Important Scope Boundaries

• No guarantee of applicant volume, interviews, offers, hires, retention, or business outcomes.
• The employer retains control of applications, screening, interviews, selection, compliance, and hiring decisions.
• Paid third-party media, advertising spend, travel, event fees, or outside platform costs are separate unless expressly included in a written scope with a defined cap.
• Candidate Services are not unlimited; any included or sponsored candidate-preparation work must be specifically defined, approved, or separately funded.
• Purchasing this campaign does not provide unrestricted access to private candidate information or resume databases.
• This standard engagement covers up to two active priority roles at a time. Additional roles, locations, or materially expanded scope require a revised agreement.

Vanguard Relationship

Vanguard membership remains separate. Employers that already hold Vanguard membership retain their applicable recognition and Standard Job Campaign entitlements. This managed campaign does not erase or duplicate those benefits.

After 90 Days

The campaign ends with a review of what happened, what the available data shows, what obstacles remain, and what the employer should do next. Continuation is not automatic.

The next step may be another defined campaign, internal execution, a Military Talent Strategic Partnership, or no additional Military Loop engagement if the employer has what it needs.

We Take Care of Our Own

Military-connected talent deserves more than a generic keyword match, and employers deserve more than unqualified traffic. Military Loop works to close the language and process gap so the right capability has a better chance to be recognized, hired, onboarded, and retained.

We Take Care of Our Own.