We need to dispel the myths about veterans; they are not just robots but individuals with diverse skills and emotional intelligence, capable of contributing significantly in civilian roles.

Hiring should prioritize passion for the mission and the ability to connect with the company's goals over traditional qualifications.

The military does a great job of training individuals for their roles, but it fails to prepare them for transitioning into civilian jobs, often outsourcing this process to the Department of Labor.

In the military, there are many people who are far superior in skill sets than I ever had, and I'm excited to connect those talented individuals with companies that want to hire them.

Companies need to educate themselves on hiring based on skills rather than pedigree, which is a significant shift in the hiring process.

I believe that leaders should focus on competence and passion when hiring, as these traits are essential for success.

The U.S. needs to ensure that its most senior defense leaders are technically proficient to compete effectively with adversaries.

Hiring non-traditionally qualified executives can lead to a more effective team in a rapidly scaling company.

The military struggles to attract top software engineers because they want to build rapidly and not be constrained by outdated requirements.