Veterans Are the Business Cheat Code You’re Ignoring

Every Veterans Day, the internet fills up with two things: flags and gratitude.

We see the “thank you for your service” posts, the parades, and the discounts on coffee. And all of that is great — appreciation matters.

But here’s the thing: if you’re a business owner, leader, or operator, the best way to thank a veteran isn’t with a social post or a handshake. It’s by hiring them.

Hiring veterans isn’t a patriotic gesture. It’s a strategic one.

In fact, it’s one of the biggest cheat codes in business that too few people are using.

Veterans are wired differently. They’ve learned to make decisions with incomplete information, to lead under pressure, and to keep moving when everything is breaking around them. They bring a level of resourcefulness, independence, and mission focus that you just can’t train into people — it’s been forged into them through experience.

Let’s break down what makes them different — and why they might just be the best investment your company could make.

1. Resourcefulness: Making Magic with Limited Resources

Veterans are masters of making things work.

They’re used to constraints — not enough time, not enough people, not enough gear. They learn early on that success isn’t about the resources you have; it’s about how creative you get with what’s in front of you.

In the military, you don’t get to say “we’ll wait until finance approves the new tool.” You make do. You find a way. You solve the problem with duct tape, grit, and a plan B (and C, and D).

Sound familiar? That’s exactly what growing businesses need — people who thrive amid chaos and constraints.

Veterans bring that same scrappy energy into civilian life. They can navigate change, ambiguity, and resource shortages without slowing down. And that attitude tends to spread. When someone on your team figures out how to fix a broken process instead of waiting for permission, others follow suit.

That’s how resilient cultures are built — one resourceful person at a time.

2. Problem-Solving: They Don’t Wait for Orders

In the military, the mission is clear, but the path to get there rarely is. Leaders don’t hand out step-by-step checklists — they set intent and trust their people to figure out the how.

That’s why veterans thrive in dynamic environments. They’re used to thinking for themselves, making decisions fast, and acting with conviction even when the data is messy.

They’re not waiting for direction; they’re finding solutions.

In business, that kind of autonomy is gold. Most employees can execute. Veterans operate. They’re used to owning outcomes, not just tasks.

If you’re running a startup, scaling a division, or managing a team that’s constantly evolving, you need people who can move without constant supervision. Veterans get this instinctively. They’re comfortable in the grey areas where most people freeze up.

Give them the mission, and they’ll build the map.

3. Mission-Driven: They Don’t Clock In — They Buy In

Veterans aren’t looking for a job — they’re looking for a purpose.

They’ve already been part of something bigger than themselves, and they crave that same sense of meaning and alignment in their next chapter.

That’s why they’re so powerful in business environments where culture actually matters. They bring a sense of duty, accountability, and collective ownership that raises the standard for everyone around them.

They don’t just ask, “What’s in it for me?” They ask, “What are we trying to accomplish?”

Every company talks about wanting “mission-driven employees.” Veterans already are that.

And when you combine that sense of purpose with civilian opportunities — whether it’s improving healthcare, building products, or serving communities — the results can be transformative.

Big Businesses Have Already Figured It Out

If you look closely, many of the world’s most admired companies have quietly been building veteran pipelines for years.

Take Johnson & Johnson. Former CEO Alex Gorsky — himself a veteran — made it a personal mission to integrate service members into leadership and management roles. Under his leadership, J&J created programs that helped veterans translate military skills into civilian careers and built mentorship structures that accelerated their growth.

Or look at BNSF Railway, where over 20% of the workforce has a military background. Their internal UP VETS network provides mentorship, connection, and community for veterans. They even offer a military skills translator, an online tool that helps veterans identify where their experience fits into BNSF’s vast network of roles — from logistics to operations to management.

Then there’s Penske, which might be the gold standard. Penske doesn’t just hire veterans — they build programs around them. They offer military apprenticeships, fellowship opportunities for logistics roles, and dedicated mentorship groups. Their Veterans Business Resource Group connects service members across the company, and they actively support the Guard and Reserve with flexible policies and recognition.

Even better, they extend their impact into the community — from fundraising for the Paralyzed Veterans of America through their #OneWay4PVA campaign to volunteer work and discounted truck rentals for military families.

That’s not marketing fluff — that’s what long-term, strategic culture-building looks like.

Small and Medium Businesses Are Catching On Too

You don’t need a billion-dollar brand to make veterans part of your DNA.

Take Power Home Remodeling, for example — a fast-growing company that’s become a model for how to integrate veterans into every part of the organization. Their Power Veterans Initiative (PVI) focuses on leadership development and community.

They offer a $3,000 sign-on bonus for veterans and military spouses, host nationwide “Vet Expeditions” that mix volunteering with networking, and match new hires with veteran mentors. Their retention rates for those who go through the program? Twenty percent higher.

That’s culture in action — not a poster on the wall, but a system that rewards loyalty, teamwork, and growth.

You Don’t Need a Program — Just a Plan

Even if you’re a small business, you can start today.

Post your jobs on veteran boards. Add military experience as a search filter in your hiring process. Partner with local veteran organizations or nonprofits.

Or, better yet, look inside your own network. Chances are, you already know a veteran who would thrive in your company — someone who brings structure, calm under pressure, and zero tolerance for mediocrity.

Veterans make companies better. They elevate culture, strengthen teams, and bring a kind of stability that allows others to take smart risks.

You can’t teach those traits in a training module. But you can hire them.

The Bottom Line

So this Veterans Day, by all means, say thank you. Post the flag emoji. Show your support.

But then — follow through.

If you’re serious about building a strong business, improving culture, and finding people who execute with heart, hire a veteran.

You’ll get resourcefulness without excuses. Leadership without ego. Commitment without conditions.

And your business will be better for it.

TL;DR:

Veterans don’t just make good employees — they make better teams, stronger leaders, and more resilient companies.

This Veterans Day, don’t just thank one. Hire one.

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Matt Piety is a U.S. Navy veteran, entrepreneur, and business transformation leader who has spent his career helping organizations grow, innovate, and operate with purpose. As CEO of Summit Managed Solutions, he partners with leaders across the healthcare ecosystem to drive strategic growth, improve member experience, and reduce the cost of care without sacrificing quality.

Before launching Summit, Matt held growth leadership roles across both large corporations and startups, leading healthcare innovation and commercialization efforts for Fortune 500 companies, venture-backed organizations, and private equity platforms.

A graduate of the U.S. Naval Academy with a B.S. in Political Science and an MBA from Norwich University, Matt began his career serving as an officer in the U.S. Navy. Today, he remains passionate about mentoring veteran founders, building mission-driven teams, and designing healthcare solutions that align incentives between patients and their care teams.

Outside of work, Matt enjoys spending time with family, exploring the outdoors, and supporting Indiana’s local business and sports communities.

Summit Managed Solutions is a management consulting and professional services firm that partners with healthcare organizations across the private, public, and social sectors to create value. By providing comprehensive solution management and inclusive business operation services, Summit helps deliver specific, transformative outcomes. With consulting and managed service offerings, Summit helps partners overcome the critical challenges associated with people, process, and technology, while providing partners with flexibility, reliability, and innovation that will propel growth.