SOAR Consulting, Inc. specializes in matching transitioning Junior Military Officers (JMOs), Enlisted Leaders, and skilled Military Technicians with some of America's fastest growing companies. Our expertise lies in the personalized service that all of our customers receive from our leadership team. We are a company that is committed to exceeding the expectations of our candidates and our client companies.
To provide American business with its future leaders.
To become the single trusted source for our clients in attaining a successful Leadership Development Program.
To develop lifelong partnerships with our candidates and strategic partnerships with our client companies.
Industry Knowledge – Our team has extensive experience in recruiting former military leaders into the IT/Telecommunications workforce. Extensive knowledge of:
New business development
Customer Service & Account Management
P&L center management
Engineering & Project Management
Our Unique Structure - SOAR differentiates itself from other resources because our leadership team works personally with both candidates and client companies. This simple concept enables us to keep focused on the best interests of all parties involved to ensure your strategic staffing goals are met.
Value After a Successful Hire - We keep in continued communications after the hire has been made. The SOAR team provides our client with feedback by keeping in touch with the placed candidate in order to assist in the furtherance of the individual's professional development track and in the company's Leadership Development Program.
Transitioning military members bring a unique set of skills to industry:
Front-line leadership – Real world experience in diverse environments well beyond their peer group
High ethical and moral standards – Attributes rarely seen in today’s business environment are not just learned skills but core values
Realistic earnings expectations – Candidates are more focused on career growth potential than on initial starting salary
Teamwork – The military is structured around small teams working toward common objectives that fit into the parent unit’s clearly defined goals and vision
Hands on technical experience – Technically proficient in latest technology, operating systems, and field use/desktop applications
A strong work ethic – Accustomed to 12-15 hour work days in field environment without comforts of an office setting
Free relocation - Government Permanent Change of Station (PCS) move at end of service commitment for most candidates
Diverse work force – The military community is more diverse than the population at large. All military members are accustomed to working in diverse environments
BENEFITS OF OUR SERVICE Applicant Tracking Capability: As Hiring Managers, you recognize the importance of a proven system to account for all applicants to any particular position. Our state of the art system not only provides you with the comfort that every applicant is tracked; but we can also customize detailed management reports to assure you are meeting diversity goals. Just-In-Time Time Delivery: With over 17,000 military members transitioning from active duty each month we are able to select candidates that can start employment at very specific dates. Our candidate recruiters are all former military leaders themselves and know how to recognize the top performers in their fields. Replacement Guarantee: We stand behind our candidates by backing them with a 90 day full replacement should their employment result in a termination for any reason.
Before we ever present you with a candidate we make sure we know what you need through our 5 step process: Once we have identified your requirements, we will then begin an aggressive search to find the human capital that will lead you towards the accomplishment of your business objectives. THE SOAR SOLUTION TO STAFFING
Conduct Initial Company Review
Review Company Growth Plan
Determine Human Capital Needs Required to Achieve Growth Plan
Focused Hiring Events™: Candidates brought to your facility for on-site interviews and location tours. The perfect opportunity to conduct all necessary interviewing, complete testing, and administer any drug/background tests.
Individual Presentations: Candidates presented to you as needed via phone, fax, or e-mail. Ideal for higher skilled positions where initial interviews may be done over the phone prior to incurring travel expenses.
We present candidates to you through two methods designed around minimizing your time spent out of the office and away from your core duties:
Solid Corporate Reputation – A strong financial backing and a focused leadership team will attract the top candidates. A company that has a reputation for developing former military members will receive positive exposure to the military community.
Growth Potential – Transitioning military members want to be compensated for performance. The first 2-3 promotions for former military members are typically non-selective and are awarded regardless of performance against their peers.
Compatible Culture to Military – The military has a culture based on teamwork and mission accomplishment. The most common response to what former military members miss most about their time in service is “Camaraderie.”
Leadership Development Program – The best candidates want to see their career path mapped out from the start. Everyone in the recruiting process should understand and be capable of communicating how the candidate’s career will progress.
Preconceptions – Many business people have the misconception that all former military members are “Rigid” or lead with a “My way or the highway” drill instructor mentality. Our target candidate is a college graduate with 4-7 years of active duty experience that has learned that leadership is first about building trust, and then working towards common goals.
Mixed Signals – Often times individuals that do not understand the goals of the program will be involved in the interview process. These interviewers could turn the candidate away if they contradict the program or set false expectations.
Lack of Operations Involvement – Military candidates like to tour the operation and talk to the key players that make it move. Engage the candidates to the operations team early in the hiring process.
Undefined Hiring Process – The process time for a candidate should be swift. To reduce cycle time establish an interview process before it begins. The best candidates use multiple resources and court 8-12 companies at a time. Make sure the candidates are kept informed as to where they are in the process and what steps remain.
“ Most junior military officer placement companies force you to interview with several filler candidates that are not qualified for the positions you have open. SOAR presented us with candidates that matched our hiring profiles, understood our business, and were excited about our company. I would highly recommend SOAR to any business looking to streamline its JMO recruiting process.” “ SOAR did all the screening, leaving us free to concentrate on our business. Our representative ensured that the candidate was qualified, sincerely interested in the position and the company, and fit into our budgetary requirements. We only had to interview one person to hire for the first position that we needed to fill. The service that SOAR provides is head and shoulders above other junior military officer placement firms, many of whom force you to travel to conferences, interview multiple candidates who are unsuited for the position, and basically take you away from your primary work. I would recommend SOAR to anyone interested in hiring JMOs and to any JMO getting ready to transition out of the service.” Here is what just a few of our current clients have had to say about our service.. OUR SERVICE “ We came to SOAR looking for assistance in creating and implementing a Sales Leadership Program for our field sales representatives. Their expertise in initiating this type of program has proved invaluable. We could not have achieved the results we were looking for without SOAR and consider them an integral part of our continued human capital recruitment and development efforts.”