Military Accelerators presentation on how we help businesses employ Veterans

1. Veteran
Sourcing
Review

2. Our Leadership Team
2
Mark Biga | President & CEO
Mark has over 15 years of experience in global
workforce, project solutions, and staffing initiatives.
Mark uses his unique skillset to assist veterans and
military associated personnel in their transition into the
civilian workforce. Mark has specialized experience in
Information Technology, Engineering, F&A, Sales,
Manufacturing and other related industries.
Darren Johnson | Managing Partner & VP Finance
Darren recently retired after 36 years in the
Telecommunications Industry, primarily in staff
leadership roles in IT and Business Operations. Areas
of expertise encompass Operations, Finance,
Governance, Risk and Compliance as well as Vendor
Relationship Management and Staff Augmentation.
Jaime Page | Lead Recruiter
Jaime has always respected the commitment and
service our military personnel have given to our
country. Having family members and close friends
serve in the military and seeing the struggles they’ve
experienced transitioning, she has a desire to help as
many veterans as possible. Jaime‘s prior experience
was focused in management, business development,
client relationships and finance.
Scott Schroeder | Military Advisor
Scott retired as a Command Sergeant Major in the
U.S. Army after 34 years of service both in garrison
and deployed. Scott brings his passion for taking care
of Soldiers, Marines, Airmen, Sailors, and their families
and his understanding of what it takes to transition, to
help Veterans reach their personal and professional
goals.
Mark Delaney | Director, Mil & Gov Programs
Mark is deeply passionate about providing service
members and veterans the tools they need to succeed
in post-military life. He served 8 years in the Army, in
Airborne and Special Operations units. Beyond
working with MHA, Mark runs The Veteran
Professional website and podcast for veterans
interested in higher education, entrepreneurship, and
professional careers.
Brian Arrington | Director, Mil Programs & Recruiting
Brian is a 20-year Air Force veteran whose devoted
service has taken him to 90 countries. Brian has a
passion for disseminating knowledge about the
45,000+ free services and support agencies available
to our nation’s heroes and their families. In addition to
his service with MHA, Brian is the President/Founder
of the global nonprofit VETS2INDUSTRY Foundation,
Inc and CEO/Founder of VETS2INDUSTRY LLC.

3. MHA Organization
3
Mark
Biga
President &
CEO
Darren
Johnson
Managing
Partner & VP
Finance
COVID Teams
Mooresville NC
Salisbury NC
Responsibilities
• Human Resources
• Client Relations
• Finance
• Payroll
• Contracts/Legal
Brian Arrington
Director, Military
Programs and
Recruiting
Jaime Page
Lead
Recruiter
Responsibilities
• Recruiting
• RecruitMilitary
• Bullhorn
Mark Delaney
Director, Military
Government
Programs
Responsibilities
• Account Executive
• Information
Technology
• GSE/GSA
• FAMR
Scott Schroeder
Military Advisor
Responsibilities
• Vets2Industry
• Military Relations
• Social Media
• Recruiting
Scout Program
Skillbridge
• Devin Biller
• Darren Kimura
• Jason Bretz
• Open - Recruiter 4
Open
• Recruiter
Open
• Recruiter

4. Executive Summary
MHA is committed to translating the specialized skillset
that each veteran possesses, removing the need to rely on
HR departments
Market
Underemployment has risen to alarming levels over
the 250K transitioning service members.
Problem
Create a platform tailored to Veterans, Military Spouses, and Gold
Star Families - accelerating their transition into meaningful
employment
Solution
Revolutionize how Corporations hire
Veterans
Mission
4

5. Why MHA Is The Right Partner
How do I take advantage of the tax credits associated with hiring a veteran?
As an outsourced entity of Hendrick, we will teach you how to receive the WOTC tax incentives for not only the veterans you hire from us, but for any other
hires going forward.
Unique Qualifications Cost Savings
Local Industry & Recruiting Expertise including dedicated recruiting
focused on all aspects of local talent acquisition and development
Technical Screening Program Project Solution SME’s perform rigorous
technical and functional screening to ensure candidates are specifically
qualified
Proven, Exhaustive Sourcing Strategies that include contract, contract to
hire and full-time employees
Engagement Management Program to maximize the quality of delivery
and consultant support
Reduce Corporate On-boarding Costs – by reducing talent acquisition
and hiring costs by outsourcing these functions
MHA Represents Your Organization – at Military hiring events reducing
your travel time and expense
Tax Incentives – WOTC tax credit of up to $9600 per hire, per year.
Monthly Retainer Fee significantly reduces recruiting fees while
outsourcing military recruiting expertise that works. (see next slide for cost
breakdown).
5

6. The MHA Advantage
Our approach is tailor-made to each Veteran’s needs to ensure a successful transition while
simultaneously helping companies secure the best talent
Quality Partnership Self-Reliance
Speed Cost
As professionals, we will meet all
compliance standards and
provide absolute satisfaction to
our clients.
No cost to Veterans
Tax incentives and lower
attrition rates for
corporations
Accelerates Veterans into
civilian workforce in a
seamless effort
We partner with various private
and non-profit organizations to
ensure customized delivery and
support to our clients
Demonstrated initiative,
ownership, and personal
responsibility while leveraging
all available assets and team
members to ensure success.
6

7. Hiring Veterans Improves Your Company
Specialized Training &
Certifications
= Better employee retention rates
= Increased productivity
7
Daniel, Former (11A)
Army Infantry Officer
= Limits new employee training
expenses
Experience Overseeing 300+
Personnel
3-5+ Years of Previous Project
Management Experience
Ability to Perform Well in High-
Stress Work Environments

8. Hiring Veterans Improves Your Company
8
Retention Rates
Veterans stay with their
initial company 8.3%
longer than nonveterans Promotions
Veterans are 39% more
likely to be promoted
earlier than nonveterans
Education
Veterans are 160%
more likely than non
veterans to have a
graduate degree or
higher
Seniority
Veterans with
bachelor’s degrees
have 2.9x more work
experience than
nonveterans

9. Career Tracks
Supply
Chain &
Logistics
IT &
InfoSec
PM / CM /
Risk
Management
Healthcare
Operations
Engineerin
g / Skilled
Trades
Human
Resourc
es
MHA
9
Army
Navy
Air Force
Marine Corps
• 35F Intelligence Analyst
• 1N211A Signals Intelligence
Analyst
• 001090 Intelligence Specialist
• 9031 Electronic Intelligence
Officer
• 42A Human Resources Specialist
• 3SO Personnel Specialist
• 3408 Financial Management
Specialist
• 11A Infantry Officer
• 3E971 Emergency
Management
• 8640 Requirements Manager
• 68W Combat Medical
• Operational Medical
Technician
• G000 Hospital Corpsman
• 18Z Special Ops Sr
Sergeant
• 0311 Plans, Operations &
Medical Intelligence
• 4501 Communication
Strategy
and Operations Officer
• 12B Combat Engineer
• CWO Engineer
Technician
• 1835 Engineer
Equipment Operator
• 92A Automated Logistical
Specialist
• 3042 Supply Chain & Material
Management Specialist

10. MHA Channel Partners
https://learn.guidestar.org/hubfs/Docs/us-veterans-orgs-by-the-numbers.pdf
10
We have partnered with multiple Veteran non-profits in order to provide our veterans with successful transitions into the
workforce
This resourcing allows us to help companies secure the best talent anywhere in the country
Whether you’re looking for specific hire or wanting to build a consistent pipeline
of candidates, we are the solution to finding top-quality Veterans to work with
your company.

11. Veteran Roadmap
11
5 MHA Veteran
Transition
Development
Program
1 Take assessments
2
Determine career
interests,
aptitude, and
skills
4
Identify programs to get
education or certification
through O2O, CSP,
VocREHAB, etc., to prepare
for industry
7
MHA sends
potential jobs, sets
up interviews, and
provides visibility
with employers to
land the right job
3 Complete resume
using trusted non-
profit resources
6
Practice interviews with Candorful.com
then record video answers to common
interview questions

12. Veteran Screening
Recruiting Lead sends all
potential team members to one or
more of these practitioners for
detailed in-depth
interviews.
Interviewers work from a standard set
of criteria by skill set and add
questions unique to the specific
engagement.
Results are posted to a central
system using a standard 1 to 10
scoring method.
Interviewers perform a “stress
test” of capabilities to determine
the full depth of skill. This can go
beyond the requirements for the
role itself.
Results are reported to the
Program Technical Lead who
makes the final assessment and
determines team assignment.
Custom built screening tailored to
the Client’s needs
12

13. U.S. Military Base Locations
MONTAN
A
NORTH
DAKOTA
WASHINGTO
N
OREGO
N
NEVAD
A
SOUTH
DAKOTA
MINNESOT
A
13

14. Top Veteran Work Locations
14
~ 21M Veterans in the United States
~ 6M
Veterans
Are Work Eligible ~6% of the US
Population
~200K Military Members Separate from the
Service Every Year
General Veteran Demographic Data

15. Veteran Underemployment Risk
15
15.6%
33%
33% of veterans are
underemployed
Veterans are 15.6%
more likely to be
underemployed than
nonveterans

16. MHA Total Solutions Cost Breakdown
Comparison Salary Exp Fee % Cost
Traditional Solution 1 $70,000 20% $14,000
5 Placements ($70K per) 5 $350,000 20% $70,000
MHA Retainer Option ($70K per) 5 $350,000 - $17,000
Savings $53,000
Total Solutions Analysis Military Hiring Event Cost
A Single Military Hiring Event:
Monthly Retainer Fee significantly reduces acquisition cost vs
traditional high cost recruiting fee.
Build a partnership to find the right military talent for the existing job
opportunities while engaging in future resource planning strategy.
$17K Monthly Retainer Fee for a minimum of 5 placements per month
Flight, hotel, cost of booth, 1-2 representatives from Hendrick salary over a
minimum of 2 days = Minimum $5K
Speak with 100 candidates with the intention of getting placements because
you really want to hire from the military but understand now that you don't
know how
$5K down the drain and a stack of resumes you don't know what to do with
MOS vernacular is difficult to decipher and challenging to align with job
requirements
MHA currently attends these events and will represent Hendrick going
forward
16

17. 2022 Implementation Timeline
Six-month engagement
Phase 1 Phase 3
Phase 2 Phase 4
Phase 5
Requirements
Stakeholder Alignment
Define objectives and success
factors
Establish timeline and
resource requirements
Conduct assessments with
key stakeholders
Identify strategy and roadmap
scope
Gather requirements for
veteran screening
Partner evaluation
Military event
strategy
MOS alignment with
Job requirements
Tax incentive
Tactical national sourcing
and recruiting rollout
Military event engagement
Recruiting and Scout
program engagement
Performance review
Process management
Financial Performance against
Business Objectives
Identify
Collect
Analyze
Implement
Operate & Improve
17

18. MHA Corporate Partners
18
Fortune 15
Banking &
Finance
Specialty &
Alternative Auto
Parts
Corporate
Relocation
Pittsburgh
Steel
Manufacturing
Corporate Retail
Operations
Brentwood
Electrical/Lighting
COVID19
Testing/Laborator
y Consulting
Charlotte, NC Chicago, IL Pittsburgh, PA Charlotte, NC Brentwood, TN Coopersburg, PA Charlotte, NC

19. Email Address:
Mark.Biga@MilitaryAccelerator.com
Darren.Johnson@MilitaryAccelerator.com
Questions?
Website:
www.MilitaryAccelertor.com
Contact Numbers:
Mark Biga – 1 (704) 877-6942
Darren Johnson– 1 (501) 804-6478