Employer FAQ

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Who is Bradley-Morris?

Bradley-Morris, Inc. (BMI), the largest military-focused recruiting firm in the U.S., matches the top management, engineering, sales, operations, technical and diversity candidates who are leaving the military with the leading job opportunities in the Fortune 1000.

In addition, Bradley-Morris is the parent company of RecruitMilitary, the top producer of military-to-civilian job fairs, with more than 100 events nationwide. RecruitMilitary also operates a job board; publishes Search & Employ®, a print and digital magazine; and conducts targeted veteran recruitment campaigns for employers, franchisors and educational institutions. Bradley-Morris and RecruitMilitary offer organizations access to the largest database of military job seekers with more than 1,000,000 veteran candidates.

Who are our clients?

Fortune 1000 companies from all across the U.S. Our client points of contact range from CEOs and human resource VPs to corporate recruiters and plant managers.

Who are our candidates?

Military members who are transitioning into new careers within key industries, such as: healthcare, energy, infrastructure, logistics, automotive, food and beverage, aerospace/defense, retail and more. They represent both officer and enlisted personnel and possess the leadership and technical skills that are the most sought-after by our client companies.

Bradley-Morris typically begins working with military officers two years prior to their military transition, and enlisted personnel six months prior to transition. Bradley-Morris also works with veterans who have already transitioned into a role outside of the military. The ideal profile for these candidates includes those who have been in the workforce for five years or less.

Why should I use Bradley-Morris to help me solve my hiring needs for management, engineering, sales, operations, technical or diversity candidates?

Bradley-Morris is an expert in accessing the highly valuable, perpetual talent pool of transitioning military and matching them with opportunities that will best leverage their military training and skill set.

Bradley-Morris has worked with a range of clients from Fortune 100 enterprises to manufacturing facilities and emerging companies to design recruiting programs that fill specific job openings, build bench strength and improve overall talent levels.

In addition, nearly one-third of our placements are diversity candidates.

Bradley-Morris is proud that our client customer service satisfaction rating is 96%.

Why should I target former military officers for my company?

  • In the military, the officer corps is tasked with leading teams and delivering results. As such, these job seekers bring a greater level of leadership skills and accountability to the corporate world when compared to civilian peers of a similar age.
  • Officers have attained a high level of academic achievement, either via the U.S. Service Academies (West Point, Annapolis, etc.) or through an ROTC program at a leading university. A large percentage of officers have degrees in engineering or engineering-related fields resulting in a valuable analytical and technical foundation.
  • They have subscribed to an honor code during their time in service and will uphold an employer’s standards in regards to conduct and dedication. For those who have been stationed overseas, they have developed a firsthand sensitivity to diverse cultures and populations.
  • No relocation costs – this is covered by the military for most transitioning candidates.

Why should I target former military enlisted personnel for my company?

  • Enlisted personnel gain training and supervisory experience through the military that is directly applicable to the civilian workplace.
  • Military supervisors (non-commissioned officers) focus on delivering tactical results via their teams, whether on the shop floor or in the field.
  • Military technicians are graduates of the military’s top electronics, mechanical and electro-mechanical vocational schools.
  • They are trained to produce in intense environments and are accustomed to the expectation of “getting it done” – not simply punching a clock 9-5.
  • They are comfortable with wide varieties of social and education levels.
  • No relocation costs – this is covered by the military for most transitioning candidates.

How much will Bradley-Morris recruiting services cost?

The cost to you will vary based on several factors including hiring volume and which recruiting solution is selected. Bradley-Morris is committed to providing quality employees to your company at a competitive price and a positive return on investment.

What is the process for finding employees through Bradley-Morris?

Our search and recruitment efforts begin immediately. Bradley-Morris will discover the details of the position from you, and will deliver the most qualified applicants for your needs. By clearly understanding your requirements and the essentials of the position, we will be able to match the best candidates.

How long will it take to have an employee in our company?

The time frame for successfully finding an employee varies based on your specific needs and how quickly client feedback occurs. We encourage our clients to act decisively on talent they want, as many of our job seekers receive multiple offers.

What if I am not satisfied with an employee placed by Bradley-Morris?

We realize that not every job is a fit for every person, and sometimes that is not clear until the person is contributing in their position. Bradley-Morris extends a 100% replacement guarantee on all placed candidates.

Full guarantee terms listed in fee schedule.

Do you have more questions?

Contact us directly at 1-800-330-4950 or online.