For ARMA manufacturers · Central Texas · Funded through Sept 30, 2026
The résumé is the problem, not the candidate.
Military-connected applicants arrive with experience written in a language keyword screening can’t rank. PowerTechs puts them through a hands-on simulation, scores what they actually do, and returns a ranked shortlist mapped to your job description — with military experience translated into your competencies.
Standard pricing is $1,000 per candidate for linear roles and up to $5,000 for complex roles. Funding ends September 30, 2026.
What employers tell us
Access to military talent and a usable pipeline are two different things.
Access isn’t a pipeline
Bases provide access to separating service members. What doesn’t come with that access is an accurate match between a specific person and a specific role, or a reliable separation date. Headcount, onboarding, and budget planning need both.
Keywords don’t translate
Experience written in MOS language doesn’t survive keyword screening. A maintainer who has kept generators, avionics, or air-defense electronics running describes it in terminology no ATS is built to rank — so trained electro-mechanical talent is filtered out before a hiring manager sees the file.
The translation
One candidate. Two very different documents.
Left is what lands in the ATS. Right is what PowerTechs returns after the assessment.
The assessment
Uncovering true skills beyond résumés.
The candidate works a live scenario — diagnosing faults, sequencing repairs, coordinating a team under time pressure. The skill profile builds while they work, from what they do rather than what they wrote down.
Two ways to start
One for each problem. Pick either, or run both.
We bring the candidates
We source military-connected candidates, assess them against your open role, and deliver a ranked shortlist with availability and gap plans attached — a pipeline with dates on it.
You bring the candidates
Send the military-connected résumés already in your ATS from career fairs and inbound applications. They run through the same assessment and come back as ranked, readable skill profiles.
Ranked shortlist
JD-aligned and decision-ready, not raw scores.
Skill profile + gap plan
Per candidate, mapped to the competencies your role demands.
ATS-ready export
Flows straight into your existing hiring stack.
How it’s measured
Behavior, not self-report.
Trace data, not claims
Every decision, retry, and recovery inside the simulation is captured and scored against the competencies your role demands. Nothing depends on how well the candidate describes themselves.
Psychometric, not a badge
Bayesian Knowledge Tracing turns those actions into a probability of mastery per competency that sharpens as the candidate performs. MOS crosswalk in, role-competency profile out.
Six validated skills
Timeline to September 30
One role. One site. One agreed success metric.
You send one open job description and the competencies that matter most.
We configure the simulation and scoring to that role, including your safety and equipment priorities.
Candidates perform. Trace data is captured and skill profiles build.
You receive the ranked shortlist, gap plans, and a readout against the metric.
Finishing inside the funded window means a job description by August 21. Later starts still work — the readout simply lands after the funding date.
The funded offer
Free for five ARMA member companies.
Current workforce funding covers candidate assessments at no cost to the employer — through September 30, 2026, subject to program availability and eligibility.
5 employer companies. First come, allocated as job descriptions arrive.
Up to 5 assessed candidates per company for linear roles. Up to 2 for complex, multi-skill roles.
$1,000 per candidate for linear roles, up to $5,000 for complex roles. Volume-tiered — the more roles, the lower the rate.
For comparison: staffing agencies and headhunters typically charge up to 30% of first-year salary. This is an assessment cost, not a placement fee.
Start with one job description.
Send a role you are hiring for right now — Maintenance Technician, Automation / Controls, or whichever is hardest to fill — and we’ll scope the pilot around it. One role, one site, one success metric agreed up front.