Use Case:
Military-To-Civilian Transition
Military-To-Civilian Transition
PowerTechs turns the untapped potential of 240,000+ U.S. military veterans into a dependable, safety-first pipeline for skilled roles. By translating their military experience into employable competencies, we cut time-to-fill, improve safety, and stabilize production.
Michael Chen, XO / S3 Ops | U.S. Army
Served in dual-hat capacity as BN XO / S3, integrating MDMP (FM 6-0), TLP (ATP 3-21.8), and JOPP processes across MTOE/TDA formations, OCONUS deployments, and JTF/coalition environments. Directed COA DEV, WARNORD/FRAGO/OPORD publication, and execution via digital C2 systems (CPOF, JCR, AFATDS, DCGS-A, FBCB2/BFT). Managed LOGSTAT roll-ups, RSOI ops, and CSS synchronization with BSB/SPO and higher S4 channels, ensuring uninterrupted Class I–IX flow, convoy clearance, and MHE utilization. Executed 100% property accountability IAW AR 735-5 / DA PAM 710-2-1 using GCSS-Army (ZPBOWE, ZCOST, ZLINV), zero FLIPL initiations, and flawless CSDP / AAA-249 reconciliations.
Exceptional performance in practical power system simulation
Demonstrated leadership abilities in high-pressure scenarios
Demonstrated leadership abilities in high-pressure scenarios
Assessment Insights
Technical problem-solving
Crisis management under pressure
Safety protocol adherence
Crisis management under pressure
Safety protocol adherence
SCADA Systems
Power Grid Design
PLC Programming
Power Grid Design
PLC Programming
Relevant Skills and Abilities
$ 160,000
Houston, TX
8 years
Available in 2 weeks
Soft Skills
74%
Cultural Fit
78%
83% Match
Senior Power Engineer
Michael Chen
Military jargon, difficult to understand
Employable Skills, aligned to business goals
Location
100%
Hard Skills
90%
Success Metrics & Targets
30–45
Time-to-Fill reduced (days)
≥90%
90-day retention
≥80%
12-month retention
10X
Recruitment Costs Reduced
Troubleshooting
100%
Critical Thinking
90%
Communication
74%
Safety Compliance
78%
Technical Knowledge
94%
It looks like a computer game that measures people's skills and abilities that they already have and can apply to Critical Industries.
Uncovering True Skills beyond Resumes.
Looks like a video-game.
Looks like a video-game.
Technology
Real-world skill validation replaces traditional resumes and identifies the transferable skills and abilities.
Approved and backed by
Step by step
How it works
PowerTechs' Assessments are based on Employers' Job Descriptions and measure not only Hard/Soft Skills and Abilities, but also Cultural Fit.
Leveraging AI, XR, and Cognitive Technology, we replace traditional resumes with real-world skill validation, helping veterans and skilled workers showcase their transferable talents and enabling companies to hire skilled, job-ready talent 10x faster.
01
Assessment
With job profiles fully customized to the Employer's needs, PowerTechs delivers highly accurate Candidate Matches. Our matching engine goes beyond keywords to connect the right talent to the right role with precision, increasing both hiring quality and retention.
02
Matching
When individual skill gaps are identified, PowerTechs creates personalized adaptive training paths to close them quickly and effectively. This targeted approach increases learning impact, reduces training time, and ensures candidates are fully prepared for the role.
03
Upskilling and Reskilling
Once candidates are job-ready, PowerTechs streamlines the final steps — from coordinating interviews to confirming offers — ensuring a smooth transition into the workplace. Our integrated platform keeps employers and candidates connected at every stage, leading to faster, more successful hires.
04
Placement
The US Department of Labour funds a limited number of military veteran skills assessments for participating employers. Funding is available on a first-come, first-served basis while spots last.
Fill out the Form below to secure your spot.
Fill out the Form below to secure your spot.
Funding
External Funding
Roadmap
Standard Pilot Proposal
Demand intake (roles, lines, shifts, pay bands, must-have skills).
Week 0–2
12-16 weeks, 40 hires
Integrations: ATS/HRIS (requisitions, onboarding), LMS (training records), CMMS (work orders/MTTR), EHS (safety training & incidents).
Candidate sourcing & skills translation; assessment sprint.
Week 2–4
Bridge training aligned to the SOPs/equipment.
Pre-boarding, site safety & compliance.
Week 6–10
Cohort start, 90-day ramp; performance checks.
Week 10–16
Week 4–8
Faq
Illustrative Financials (per 40-Hire Pilot)
Baseline 12-month turnover 28% → with PowerTechs 15% (Δ = 13 pts).
Early bad-hire rate (0–120 days) baseline 12% → with PowerTechs 6% (Δ = 6 pts).
Cost per separation (turnover) = $50,000 each.
Cost per bad hire = $65,000 each.
Avoided turnover: 13% × 40 = 5.2 → $260,000 savings.
Fewer bad hires: 6% × 40 = 2.4 → $156,000 savings.
Total gross benefit: $1,836,000 + $416,000 = $2,252,000.
Early bad-hire rate (0–120 days) baseline 12% → with PowerTechs 6% (Δ = 6 pts).
Cost per separation (turnover) = $50,000 each.
Cost per bad hire = $65,000 each.
Avoided turnover: 13% × 40 = 5.2 → $260,000 savings.
Fewer bad hires: 6% × 40 = 2.4 → $156,000 savings.
Total gross benefit: $1,836,000 + $416,000 = $2,252,000.
Assumptions:
Customizable and refined with your economics, wage rates, and job descriptions
Customizable and refined with your economics, wage rates, and job descriptions
Risks & Mitigations
- Certification/SOP variance: Align curriculum to site and state requirements pre-launch; verify with EHS.
- Shift/geography fit: Source within commuting radius; relocation/shift differentials planned up front.
- Union environments: Engage stewards early; formalize mentorship and progression ladders.
- Culture & retention: Military-aware supervisor training; buddy system; clear skill ladders.
Why do Veterans Succeed?
- Checklist discipline, safety mindset, and high-reliability teamwork.
- Hands-on experience with complex electromechanical systems under time pressure.
- Mission focus and adaptability that shortens ramp-to-productivity.
What's next? 2 Weeks to Kickoff
- Pick 3–4 target roles per site.
- Share SOP outlines, top failure modes, and compliance must-haves.
- Approve pilot KPIs and cohort start dates.
- Launch sourcing + assessment sprint.