HIRE HEROES USA

Transforming Military Service into Civilian Success

Alpharetta, GA   |  www.hireheroesusa.org

Mission

Hire Heroes USA empowers US military members, veterans and military spouses to succeed in the civilian workforce.

Ruling year info

1992

CEO

Mr. Andrew Sandoe

Main address

1360 Union Hill Road Suite 2-A

Alpharetta, GA 30004 USA

Show more contact info

Formerly known as

Health Careers Foundation

EIN

43-1562688

NTEE code info

Employment Training (J22)

Human Service Organizations (P20)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

Sign in or create an account to view Form(s) 990 for 2019, 2018 and 2017.
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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Our target population of transitioning military members, veterans, and military spouses are unemployed, underemployed, or about to enter the civilian workforce. Transitioning Service Members: Each year the military discharges 160,000 Active service members and 110,000 Reserve and Guard members (US DOL), 80% of whom don't have a job lined up (USC, 2014). Military Spouses: The Department of Defense reports over 1.1 million U.S. military spouses, 85% of whom want or need to work (DOD Military Spouse Employment Partnership, 2011). In 2016, military spouses nationwide had an overall unemployment rate of 18%, more than five times higher than the 3.6% national average (Sorenson Impact Center, 2016). Veterans: A 2017 RAND study of Massachusetts veterans revealed that 40% of Post-9/11 veterans and current National Guard/Reserve members worked part-time because they could not find full-time work.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Career Transition Workshops

Career Transition Workshops are full-day workshops where military members, veterans, and military spouses develop a strategic plan, learn how to create a resumé that conveys experience and value to employers, gain job search skills, and practice interview techniques with hiring professionals.

Population(s) Served
Veterans
Military personnel

Partnered Career Transition (PACT)℠ is Hire Heroes’ hallmark program, annually serving more than 12,000 new clients and thousands of legacy clients. It is typically a 3-month process of assessment, training, and ongoing mentorship that pairs clients with Transition Specialists to ensure clients understand their transferable skills, learn effective job search techniques, and create professionally-revised resumés. PACT clients have access to Hire Heroes’ full spectrum of career products and services.

Population(s) Served
Veterans
Military personnel

The Hire Heroes USA Job Board is a free, online forum for Hire Heroes USA’s pool of veterans and transitioning military members to access jobs posted by military-friendly companies. Veteran candidates are able to post their resumes and apply for jobs directly through the Hire Heroes USA Job Board. For a nominal fee, companies can create profiles, post open positions and search for potential candidates with guaranteed military experience.

Population(s) Served
Veterans
Military personnel

Virtual Career Transition Workshops cover the same material as our in-person workshops, but without the resumé work and practice interviews. Clients who attend a Virtual Career Transition Workshop are encouraged to remain engaged with Hire Heroes through our PACT program.

Population(s) Served
Veterans
Military personnel

Serving Spouses℠ is Hire Heroes’ military spouse program, with instruction tailored to the unique challenges faced by military spouses and delivered primarily by military spouses on our team.

Population(s) Served
Caregivers
Women and girls

Our Federal Sector Team works with more than a hundred new clients each month to ensure their resumés meet rigorous federal hiring standards.

Population(s) Served
Military personnel
Veterans

Employment Partnerships and Opportunities Team members connect clients to employment partner positions for interviews, creating a connection between veterans and the companies that want to hire them.

Population(s) Served
Military personnel
Veterans

Our Mentoring Program connects clients to a pool of 750 trained volunteers for industry-specific career counseling, networking, and interview practice. Volunteers represent a diversity of experience and include military veterans, Hire Heroes alumni, military spouses, and business professionals with a passion for helping veterans succeed in the civilian workforce.

Population(s) Served
Military personnel
Veterans

Virtual Career Fairs eliminate much of the inconvenience, expense, and wasted effort associated with standard job fairs. Hire Heroes Virtual Career Fairs enable hundreds of veterans and military spouses to check out employment opportunities and interview virtually with dozens of hiring representatives from companies seeking military talent. On the employer side, recruiters are able to review resumes from verified veterans and military spouses in advance of the Virtual Career Fair and target the talent best suited for company opportunities.

Population(s) Served
Military personnel
Veterans

The Hire Heroes USA® Alumni Program is open to all veterans and military spouses who benefitted from Hire Heroes’ programs and services to secure employment. The purpose of the Alumni Program is to connect Hire Heroes alumni with networking and career development opportunities; provide interesting updates about Hire Heroes; and give alumni ways to engage with our mission of empowering veterans and military spouses to succeed in the civilian workforce.

Population(s) Served
Veterans
Caregivers

Where we work

Awards

Seal of Distinction 2013

Call of Duty Endowment

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of clients served

This metric is no longer tracked.
Totals By Year
Population(s) Served

Military personnel, Veterans

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Clients served equals the number of registered clients that were assessed into our system by a Transition Specialist or who utilized one of our online programs and services.

Number of participants who gain employment

This metric is no longer tracked.
Totals By Year
Population(s) Served

Military personnel, Veterans

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

The number who gained employment only includes those clients we can confirm into positions.

Number of participants who would recommend program to others

This metric is no longer tracked.
Totals By Year
Population(s) Served

Military personnel, Veterans

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

In 2019, the number "95" represents the PERCENT of surveyed respondents that agreed or strongly agreed to the statement that they would recommend us to others.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Successful employment is our focus because it provides transitioning military members, veterans, and military spouses with a sense of self-worth and purpose, financial health, and community involvement during their – or their spouse’s - time in service and subsequent transition into civilian life.

A growing body of literature points to the correlation between mental health concerns and unemployment (Paul & Moser, 2009) . Unemployment and underemployment can cause a host of issues from financial stressors to doubts about self-worth for transitioning military members. Conversely, as Nelson et al (2016) explains, “Employment and the associated benefits that come with it are likely important buffers for the transitional or readjustment stresses faced by military personnel post- deployment or post-discharge” (p. 242). The Hire Heroes program eases the readjustment some military members and veterans face transitioning into civilian life by supporting them in their employment search.

Military spouses face unique issues as they support their spouses’ military careers. Frequent moves, licensing and certification requirements, and the assumption that “they are only passing through” result in employment gaps and lost wages amongst military spouses who are educated at a rate greater than their civilian peers according to a 2016 Blue Star Families report. Further, the misperceptions that spouses “knew what they signed up for,” “don’t need to work,” and should “settle for what’s available” leave spouses underemployed and often questioning their professional value. Hire Heroes assists these spouses in highlighting their skills and finding career opportunities to grow their professional identities and support their families.

Hiring veterans, transitioning service members, and military spouses makes good business sense for companies looking for skilled and dedicated professionals. In March 2018, the Department of Labor reported that there were 6.6 million unfilled jobs in the United States. At a time when employers are waiving educational and experience requirements to recruit employees, the veteran and military spouse community offers a skilled and educated workforce to fill those positions. Our program connects companies that need and want to hire from this pool of candidates to the qualified job seekers we serve.

Highly-trained Transition Specialists are the core of Hire Heroes--they expertly provide services that empower even the most challenging clients to achieve civilian employment. The typical process begins when a client registers for service through our website; she or he is assigned to an individual Transition Specialist, who schedules an intake assessment by telephone within twenty-four hours.

During the assessment, the client shares his or her professional experience, education, new career desires and goals, and concerns or perceived barriers. The Transition Specialist then determines the client’s need for services (providing referrals to other trusted organizations for non-employment related needs as required--i.e. financial counseling, VA benefits, mental wellness), gathers key information for a draft resume, and sets client expectations for the program. One particularly important expectation to manage is to ensure clients understand Hire Heroes USA is not a job placement agency; instead, we provide the necessary training to arm clients with professional resumes, job-search skills, value proposition creation, and industry-specific networking and interview practice so that they are confident job seekers postured for long-term success.

Each client’s Transition Specialist tailors their assistance to fit that client’s individual needs, and often augments their service delivery with relevant resources from one of our outstanding ancillary programs. If the client is a military spouse, he or she likely needs a functional resume and will benefit from our Serving Spouses program resources. A client looking for government work will likely receive a federal resume review from our Federal Sector team of credentialed professionals. Nearly any client will benefit from a mock interview or industry-specific networking from one of our seven hundred and fifty volunteers. These services, of course, are free to the client; but the cost to manage them contributes to Hire Heroes’ overall cost per hire. Clearly, what we do is more than just writing resumes.

Once the client has been thoroughly trained to begin a targeted job search, we take our assistance one step further by teaching the client how to tailor his new resume to specifically fit position descriptions for attractive jobs. We will continue working with each client, contacting them at least once every fourteen days and bringing more resources to bear as needed, until they find the right job. This multi-layered approach, on average lasting two to three months in duration, is not practiced at scale by any other veteran service organization in the country. The results speak for themselves: more than seventy percent of clients who worked with their Transition Specialist to craft a new resume credit their new jobs to the assistance received from Hire Heroes. Starting salaries for our hired clients average $57,000 per year; for underemployed clients, the average salary increase exceeds $20,000.

Hire Heroes USA is uniquely qualified to serve veterans and military spouses because of our capacity to understand and define the veteran and military spouse value proposition and because of our personalized training approach. For more than a decade, Hire Heroes USA has helped veterans and military spouses succeed in civilian employment – more than 30,000 to date.

The preponderance of our team works directly with clients every day, while the rest of the team supports their efforts. More than fifty full time Transition Specialists—augmented by an Employment Partnerships and Opportunities team, Federal Sector Team, Volunteer Coordinators and more than 750 industry experts—coach, mentor, job source and conduct practice interviews with more than three hundred new clients every week.

Hire Heroes USA’s transparency and proven success have led to best-in-class recognition by the Call of Duty Endowment and the George W. Bush Institute, as well as recognition in The Philanthropy Roundtable’s guidebooks on veteran philanthropy: Serving Those Who Served and Uniform Champions. Hire Heroes USA’s fourth consecutive, 4-Star rating for sound fiscal management and commitment to accountability and transparency from Charity Navigator in 2018 made us the highest rated veteran employment nonprofit in the country.

Major partnerships include Onward to Opportunity (O2O) and Mission 43.

In 2018, Hire Heroes USA reached a major milestone when we confirmed our 30,000th hire since our founding in 2007. The average starting salary for clients in 2018 was $57,000; underemployed clients realized an average salary increase of $20,000 after completing our program. We formalized our services to military spouses under a new program titled "Serving Spouses", and grew that program to help nearly 600 military spouses in 2018. Our Federal Sector program also expanded, with more than 1,200 clients benefitting from federal resume reviews. We also saw tremendous growth in our Job Board (with job postings increasing by 70% year over year) and the addition of employer training tools focused on improving veteran recruitment with top companies.

2019 will see growth in every Hire Heroes program, with particular emphasis on improved online offerings, and an ultimate goal of helping 10,000 clients find jobs by year end.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.),

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve,

  • What significant change resulted from feedback?

    Hire Heroes USA was concerned about volume of communication with clients. Through surveying, Hire Heroes USA was able to identify that clients were interested in receiving more messaging from the organization. Hire Heroes USA now shares more information with clients regarding job and traning opportunities, along with events.

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, Staff find it hard to prioritize feedback collection and review due to lack of time,

Financials

HIRE HEROES USA
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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lock

Connect with nonprofit leaders

Subscribe

Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

HIRE HEROES USA

Board of directors
as of 12/4/2020
SOURCE: Self-reported by organization
Board co-chair

Mr. John Bardis

The Cooler

Term: 2018 -


Board co-chair

Mr. Brian Stann

MGen Keith Thurgood

Thayer Leader Development Group

Lauren Condoluci

Latham & Watkins

Brian Stann

FirstKey Homes

Joshua Wientraub

Cerberus Capital Management

Val Nicholas

NBC News

Jeff Goldstern

New York Wine Warehouse

Charles Macintosh

Finance of America

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes

Organizational demographics

SOURCE: Self-reported; last updated 12/4/2020,

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Decline to state
Sexual orientation
Decline to state
Disability status
Decline to state

Race & ethnicity

No data

Gender identity

No data

 

No data

Sexual orientation

No data

Disability

No data

Equity strategies

Last updated: 12/04/2020

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.