Every conversation between a private equity firm and a portfolio CEO comes down to one question: how can we create more value? Whether the focus is margin, growth, or workforce stability, CEOs are under pressure to deliver results quickly and efficiently. 

One lever that too often gets overlooked in those conversations is talent—specifically, the opportunity to tap into the veteran workforce. Veterans are more than a values-based hire; they’re a proven talent pool with measurable impact on execution, retention, and leadership. 

For portfolio leaders, the real challenge isn’t understanding that veterans are valuable—it’s figuring out how to tap into that talent pool without creating extra work or complexity. That’s where PE firms can step in as a value-added partner, connecting CEOs with this untapped talent and helping them unlock opportunities they might not even know exist. 

For CEOs juggling growth targets, operational challenges, and day-to-day fires, veteran hiring might feel like “just another initiative.” But when framed correctly, it’s an opportunity for achieving results faster and more efficiently. 

That’s why it belongs in the CEO conversation. 

Why Veteran Hiring Belongs in the CEO Conversation 

Veterans bring skills that translate directly into business performance: leadership, adaptability, and the ability to execute under pressure. Studies show they: 

• Ramp up faster than their civilian peers. 
• Deliver higher retention and loyalty. 
• Contribute diverse perspectives that strengthen organizational culture. 

For CEOs, this isn’t abstract theory. It means shorter hiring timelines, fewer gaps in critical roles, and a stronger leadership bench. Veteran hiring is more than just another social program; it’s a practical tool for execution and value creation. 

How to Position Veteran Hiring with CEOs 

Lead with the Business Case 
Talk about talent in terms of performance and execution. Veterans can help fill gaps quickly, boost retention, and strengthen teams. 

Connect to Their Growth Goals 
Ask where the biggest talent gaps are—and highlight how veterans can step into operations, management, and technical roles right away. 

Emphasize Support, Not Direction 
PE firms aren’t there to tell CEOs what to do—they’re there to make it easier. Centralized resources, templates, and recruiting playbooks give portfolio leaders the tools to reach this talent pool efficiently. 

Share Success Stories 
Point to examples of portfolio companies that have benefitted from veteran hiring. Real-world cases demonstrate the results without imposing any process on the portfolio CEO. 

Address Concerns Upfront 
Some CEOs may worry about translating military experience into civilian roles. Acknowledge this challenge and explain how tools, training, and partnerships make integration seamless for recruiting teams. 

Making Veteran Hiring Scalable 

Private equity firms are uniquely positioned to turn veteran hiring into a repeatable, portfolio-wide advantage. By providing centralized resources, guidance, and partnerships, CEOs can plug into a proven framework instead of building from scratch. 

It’s a classic case of centralized leadership, decentralized execution—and it drives results across the portfolio. 

The Bottom Line 

Veteran hiring isn’t just about filling roles. It’s about giving portfolio CEOs a competitive edge in today’s tight labor market while demonstrating the PE firm’s value-add across its portfolio. 

Join us for VetSuccess: Opportunity in Private Equity on October 15, the informative webinar hosted by American Veterans Group. You’ll hear directly from industry leaders and veteran talent experts about how to help your portfolio companies connect with this unique talent pool—and unlock real value in the process.