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Why Your Recruiting Strategy Should Target Military Veterans



Deanna Ritchie

Today’s job market is ever-changing. Unfortunately, as the market adjusts to numerous recent setbacks, companies often lose sight of recruiting military veterans.

Despite talk of a looming recession, the U.S. unemployment rate in October 2022 remained near record lows. For talent acquisition teams, high-quality, dependable, and enthusiastic candidates can seem as elusive as the Holy Grail. But there’s a hidden-in-plain-sight talent market that can provide hiring managers with a robust list of stellar applicants, and that’s our military veterans.

Recruiting military veterans bring a wealth of benefits to organizations in nearly any industry. The training grounds of the military’s branches weed out those who aren’t up to the challenge of defending the country. After basic training or officer training and their tours of duty, veterans are eager to make an impact stateside.

Connect with this untapped talent pool to fill your next open role and see firsthand the benefits of hiring veterans.

The ongoing economic trend of The Great Resignation has made it increasingly difficult to find dependable, skilled employees. However, you will likely find that your new military veterans don’t just walk off the job. Instead, you will find willing, reliable, and hard-working individuals.

1. Veterans are world-class leaders.

There’s no better training program for emerging leaders than America’s military.

Whether soldiers or sailors enlist or enter through National Guard programs or Officer Training School, all acquire leadership skills. And if they’ve passed basic training and maintained a military career, they’ve exited with honors — chances are they’ll make highly valued employees.

Coming from all walks of life, military members learn discipline, strategy, and how to motivate themselves and others. When it’s time to enter the next phase of their careers, their leadership training can prove invaluable to their employers.

Military life demands teamwork, no matter the branch of service or seniority level. Their lives and mission are at risk without collaboration, understanding, and respect. This loyalty and commitment to excellence is an asset any veteran offers to employers, company contacts, and clients.

Identify transferable leadership skills earned during military service to bolster your organization with veteran talent. Military personnel has been taught to “learn how to learn” — a skill that takes time and money to teach in your organization. Broaden your criteria to include more than just officers or squadron leaders.

Veterans whose service includes multiple missions, awards of honor, and other achievements will be significant contributors. Of course, not all military members are leaders in an official capacity, nor should they be. However, their contributions to projects and teams beyond the battlefield make veterans well deserving of recruitment.

2. Ambiguity and shifting priorities don’t throw veterans.

If there’s one thing military service teaches a person, it’s how to flex and be flexible when plans change.

Variables run rampant on the battlefield, in a strategy session, or while testing high-tech equipment. Not every person does well with ambiguity, but veterans become accustomed to making fluid decisions in difficult situations with imperfect information.

After a stint in the service, most veterans have forward-thinking plans running through their heads and at the ready. Likewise, a vet’s years of service prepare them for quick thinking and the ability to execute a strategy.

In the civilian workspace, their calm, cool demeanors can improve outcomes in the face of evolving challenges. Crises can spread panic within teams, even when a team constitutes a broad cross-section of individuals chosen for talent and cultural fit. Battle-tested veterans can lead by example, even without a leadership title.

Consider positions within your organization that could benefit from an employee comfortable with variability. Craft updated job descriptions that reflect these skills so job-seeking vets can easily find a match. And once they’re on staff, ensure their contribution is leveraged on teams where their unique perspective is a value-add.

3. Vets are masters at managing deadlines and deliverables.

Everything else seems less challenging when you’re trained to handle life-and-death situations daily.

And while the stakes aren’t quite so high in most post-military employment opportunities, a veteran’s sensitivity to urgency is priceless. So keep recruiting military veterans top of mind as you proceed in your search for employees.

Deadlines for troop movements, cybersecurity response, and other high-stakes situations train vets to plan accordingly. And while reality will shift demands, such rigorous training results in a strong appreciation for fulfilled commitments.

For employers whose results and profit margins hinge on promises kept and schedules managed, vets will add consistent value.

In the tech space, for example, time-sensitive development and testing schedules must be well estimated and managed to keep pace. Moreover, as project managers, veterans’ understanding of contingencies, risks, and variables surpasses that acquired through traditional PM training.

In your deadline-driven environment, recruit veterans whose military experience meshes well with sensitivity to schedule commitments. Former officers and training leaders who’ve mastered large teams and battle plans can quickly deploy their service experience.

Keep an open mind to their fresh perspective and military approach — they may have wide-reaching insights to enable business transformation.

4. Former military members bring meaningful perspectives forward.

Increasingly, the conversation about culture fit is on the lips of recruiters, business leaders, and job candidates. As companies adjust their recruitment practices to ensure an ethnically diverse workforce, contrasting thoughts and varied life experiences come to the forefront.

The military experience places individuals across the globe, giving them a front-row view of varying cultures and ideals.

Sometimes, our military personnel performs duties in a densely populated city center; other times, soldiers are stationed in remote, underdeveloped communities. While immersed in these surroundings and fulfilling their military duty — they’re picking up global perspectives. We want these viewpoints and philosophies in our businesses.

The life experiences that veterans have lived add to their way of existing in and contributing to the world. Take note if a candidate’s service includes time spent outside of the country where your organization is based. Their overseas assignment likely informs how they work with others, especially when considering cultural and language differences.

Pay attention to resumes submitted for open roles and look for global experience and indications of greater cultural understanding. Consider how a veteran’s broad experience can enhance the makeup of your team and benefit the clients you serve.

If your company has expansion goals in its strategic plan, hiring people with global experience will be advantageous. In addition, a broader understanding of the human condition and global environment often comes with military service, improving teams, and companies.

Hiring Veterans Has Wide-Ranging Benefits

Adding veterans to your roster can enhance your organization’s effectiveness, but the benefits of recruiting military veterans don’t stop there.

Employing the nation’s finest helps communities thrive, especially as many veterans complete their service well before the traditional retirement age. With many more productive working years ahead, veterans give senior-level contributions, and world-class perspectives rarely found elsewhere.

Veterans elevate the quality of work and service your organization provides, and you’ll have an advantage over the competition.

Image Credit: RODNAE Productions; Pexels; Thank you!

Deanna Ritchie

Managing Editor at ReadWrite

Deanna is the Managing Editor at ReadWrite. Previously she worked as the Editor in Chief for Startup Grind and has over 20+ years of experience in content management and content development.


Fintech Kennek raises $12.5M seed round to digitize lending



Google eyed for $2 billion Anthropic deal after major Amazon play

London-based fintech startup Kennek has raised $12.5 million in seed funding to expand its lending operating system.

According to an Oct. 10 report, the round was led by HV Capital and included participation from Dutch Founders Fund, AlbionVC, FFVC, Plug & Play Ventures, and Syndicate One. Kennek offers software-as-a-service tools to help non-bank lenders streamline their operations using open banking, open finance, and payments.

The platform aims to automate time-consuming manual tasks and consolidate fragmented data to simplify lending. Xavier De Pauw, founder of Kennek said:

“Until kennek, lenders had to devote countless hours to menial operational tasks and deal with jumbled and hard-coded data – which makes every other part of lending a headache. As former lenders ourselves, we lived and breathed these frustrations, and built kennek to make them a thing of the past.”

The company said the latest funding round was oversubscribed and closed quickly despite the challenging fundraising environment. The new capital will be used to expand Kennek’s engineering team and strengthen its market position in the UK while exploring expansion into other European markets. Barbod Namini, Partner at lead investor HV Capital, commented on the investment:

“Kennek has developed an ambitious and genuinely unique proposition which we think can be the foundation of the entire alternative lending space. […] It is a complicated market and a solution that brings together all information and stakeholders onto a single platform is highly compelling for both lenders & the ecosystem as a whole.”

The fintech lending space has grown rapidly in recent years, but many lenders still rely on legacy systems and manual processes that limit efficiency and scalability. Kennek aims to leverage open banking and data integration to provide lenders with a more streamlined, automated lending experience.

The seed funding will allow the London-based startup to continue developing its platform and expanding its team to meet demand from non-bank lenders looking to digitize operations. Kennek’s focus on the UK and Europe also comes amid rising adoption of open banking and open finance in the regions.

Featured Image Credit: Photo from; Thank you!

Radek Zielinski

Radek Zielinski is an experienced technology and financial journalist with a passion for cybersecurity and futurology.

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Fortune 500’s race for generative AI breakthroughs



Deanna Ritchie

As excitement around generative AI grows, Fortune 500 companies, including Goldman Sachs, are carefully examining the possible applications of this technology. A recent survey of U.S. executives indicated that 60% believe generative AI will substantially impact their businesses in the long term. However, they anticipate a one to two-year timeframe before implementing their initial solutions. This optimism stems from the potential of generative AI to revolutionize various aspects of businesses, from enhancing customer experiences to optimizing internal processes. In the short term, companies will likely focus on pilot projects and experimentation, gradually integrating generative AI into their operations as they witness its positive influence on efficiency and profitability.

Goldman Sachs’ Cautious Approach to Implementing Generative AI

In a recent interview, Goldman Sachs CIO Marco Argenti revealed that the firm has not yet implemented any generative AI use cases. Instead, the company focuses on experimentation and setting high standards before adopting the technology. Argenti recognized the desire for outcomes in areas like developer and operational efficiency but emphasized ensuring precision before putting experimental AI use cases into production.

According to Argenti, striking the right balance between driving innovation and maintaining accuracy is crucial for successfully integrating generative AI within the firm. Goldman Sachs intends to continue exploring this emerging technology’s potential benefits and applications while diligently assessing risks to ensure it meets the company’s stringent quality standards.

One possible application for Goldman Sachs is in software development, where the company has observed a 20-40% productivity increase during its trials. The goal is for 1,000 developers to utilize generative AI tools by year’s end. However, Argenti emphasized that a well-defined expectation of return on investment is necessary before fully integrating generative AI into production.

To achieve this, the company plans to implement a systematic and strategic approach to adopting generative AI, ensuring that it complements and enhances the skills of its developers. Additionally, Goldman Sachs intends to evaluate the long-term impact of generative AI on their software development processes and the overall quality of the applications being developed.

Goldman Sachs’ approach to AI implementation goes beyond merely executing models. The firm has created a platform encompassing technical, legal, and compliance assessments to filter out improper content and keep track of all interactions. This comprehensive system ensures seamless integration of artificial intelligence in operations while adhering to regulatory standards and maintaining client confidentiality. Moreover, the platform continuously improves and adapts its algorithms, allowing Goldman Sachs to stay at the forefront of technology and offer its clients the most efficient and secure services.

Featured Image Credit: Photo by Google DeepMind; Pexels; Thank you!

Deanna Ritchie

Managing Editor at ReadWrite

Deanna is the Managing Editor at ReadWrite. Previously she worked as the Editor in Chief for Startup Grind and has over 20+ years of experience in content management and content development.

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UK seizes web3 opportunity simplifying crypto regulations



Deanna Ritchie

As Web3 companies increasingly consider leaving the United States due to regulatory ambiguity, the United Kingdom must simplify its cryptocurrency regulations to attract these businesses. The conservative think tank Policy Exchange recently released a report detailing ten suggestions for improving Web3 regulation in the country. Among the recommendations are reducing liability for token holders in decentralized autonomous organizations (DAOs) and encouraging the Financial Conduct Authority (FCA) to adopt alternative Know Your Customer (KYC) methodologies, such as digital identities and blockchain analytics tools. These suggestions aim to position the UK as a hub for Web3 innovation and attract blockchain-based businesses looking for a more conducive regulatory environment.

Streamlining Cryptocurrency Regulations for Innovation

To make it easier for emerging Web3 companies to navigate existing legal frameworks and contribute to the UK’s digital economy growth, the government must streamline cryptocurrency regulations and adopt forward-looking approaches. By making the regulatory landscape clear and straightforward, the UK can create an environment that fosters innovation, growth, and competitiveness in the global fintech industry.

The Policy Exchange report also recommends not weakening self-hosted wallets or treating proof-of-stake (PoS) services as financial services. This approach aims to protect the fundamental principles of decentralization and user autonomy while strongly emphasizing security and regulatory compliance. By doing so, the UK can nurture an environment that encourages innovation and the continued growth of blockchain technology.

Despite recent strict measures by UK authorities, such as His Majesty’s Treasury and the FCA, toward the digital assets sector, the proposed changes in the Policy Exchange report strive to make the UK a more attractive location for Web3 enterprises. By adopting these suggestions, the UK can demonstrate its commitment to fostering innovation in the rapidly evolving blockchain and cryptocurrency industries while ensuring a robust and transparent regulatory environment.

The ongoing uncertainty surrounding cryptocurrency regulations in various countries has prompted Web3 companies to explore alternative jurisdictions with more precise legal frameworks. As the United States grapples with regulatory ambiguity, the United Kingdom can position itself as a hub for Web3 innovation by simplifying and streamlining its cryptocurrency regulations.

Featured Image Credit: Photo by Jonathan Borba; Pexels; Thank you!

Deanna Ritchie

Managing Editor at ReadWrite

Deanna is the Managing Editor at ReadWrite. Previously she worked as the Editor in Chief for Startup Grind and has over 20+ years of experience in content management and content development.

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