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As long as their internal success metrics align with civilian interest, I am ok with that. But some can't integrate back especially when jobs require creativity

As long as their internal success metrics align with civilian interest, I am ok with that. But some can't integrate back especially when jobs require creativity, extensive domain knowledge and experience, and multi-tasking with multi-roles. It is that later that most veterans can't function well. In their previous life, things are predefined and roles are limited to just 1 or 2. Civilians have to juggle a lot and has no clear cut directions how things work out. Employers also won't tolerate your disabilities if that can be taken over by any other normal persons.

wolverine876 5y ago
> But some can't integrate back ... It's more than a few; it's a widespread problem. It's always a challenge for people from the military to not only adjust to civilian life, but to build up the networks of contacts, etc. that deliver us jobs and many other resources.
- jacobr1 5y ago
  As a practical matter, what I've seen in SV companies, is that there are networks from folks that new each other in the service. Once one gets a role in a company, many other skilled veterans are sure to follow. The same thing happens to group from other prior companies that get hired in a waves, often following a particular senior leader brought in for a new initiative, or a new startup. I guess this doesn't scale to veterans as a whole, but it does show how even a little support can go a long way.
  - wolverine876 5y ago
    This applies to many excluded groups. People hire from networks; if you don't make any effort, your network will be the status quo, which last from generation to generation. With a little effort, you can expand your network to excluded groups. From even a purely self-interested perspective, access to more talent and a more diverse set of ideas and experiences is never a bad thing, and being exluded means there is more undiscovered talent. One simple method is to tell the recruiter that you want at least N serious candidates from excluded groups for each job. This causes the recruiter to also expand their network.

wolverine876 5y ago

> But some can't integrate back ... It's more than a few; it's a widespread problem. It's always a challenge for people from the military to not only adjust to civilian life, but to build up the networks of contacts, etc. that deliver us jobs and many other resources.

jacobr1 5y ago
As a practical matter, what I've seen in SV companies, is that there are networks from folks that new each other in the service. Once one gets a role in a company, many other skilled veterans are sure to follow. The same thing happens to group from other prior companies that get hired in a waves, often following a particular senior leader brought in for a new initiative, or a new startup. I guess this doesn't scale to veterans as a whole, but it does show how even a little support can go a long way.
- wolverine876 5y ago
  This applies to many excluded groups. People hire from networks; if you don't make any effort, your network will be the status quo, which last from generation to generation. With a little effort, you can expand your network to excluded groups. From even a purely self-interested perspective, access to more talent and a more diverse set of ideas and experiences is never a bad thing, and being exluded means there is more undiscovered talent. One simple method is to tell the recruiter that you want at least N serious candidates from excluded groups for each job. This causes the recruiter to also expand their network.