Tim Best’s Post

Leaders don’t wait for promotions to start leading. It's common to hear frustrations about not climbing the corporate ladder fast enough, especially from those who haven't yet demonstrated leadership in their current roles. The reality is that people who wait to be recognized often get passed over by individuals who take the initiative on their own. Employers aren't just seeking to fill a role. They want to promote individuals who exemplify leadership, uplift their teams, and positively influence the workplace culture. The true standouts are already leaders. They solve problems, embody the company’s values, and take proactive steps to support their colleagues. At RecruitMilitary, recognizing and nurturing such talent is a priority. Our leadership team actively identifies these proactive contributors, discussing strategies to develop their skills and prepare them for greater responsibilities. Each year, we focus on which rising stars are ready to take on more and how we can facilitate their growth. If you want to be a leader, don’t wait for a title - start leading now. Show your value through your actions, and you won’t just be noticed - you’ll be indispensable.

I recall the tension I felt as a young service member whenever a colonel entered the room - not from dislike, but from the assumption that their presence meant something was amiss. Fast forward to today, as a CEO, I sometimes forget how my role as a leader might color the interactions I have with my team. For instance, I make it a point to call every team member on their birthday - a practice meant to show care despite our geographical distances (90% of our team works remotely across the country). Recently, when I called to wish a colleague a happy birthday, she admitted to a moment of panic before realizing the reason for my call. She joked, "You nearly gave me a heart attack. I assumed if you're calling, something must be wrong." This lighthearted exchange was a powerful reminder of two key insights: 1️⃣ Our roles as leaders can inadvertently influence how our gestures are perceived, turning well-meaning actions into sources of stress 2️⃣ It's crucial to normalize everyday interactions with all team members to foster an environment where no one feels apprehensive when the leader reaches out Leaders, let's use our positions thoughtfully to ensure our attempts to connect do not become a source of tension but rather reinforce a culture of comfort and connection.

The first 12 months in a new role is a honeymoon phase—for both new hires and employers. It’s when there’s the most positive energy and goodwill on both sides. That’s why everyone must make the most of it. Job seekers, this is your moment to bring your A-game. You’re not just learning a role - you’re building your brand within the organization. First impressions matter, and how you show up now will position you for future opportunities. Employers, the responsibility goes both ways. How you onboard and invest in new hires shapes their perception of your company. Your training, support, and development efforts aren’t just about employee performance; they also build loyalty and commitment. No matter how thorough the hiring process is, neither side has a full picture on day one. The first year is the chance to capitalize on that honeymoon phase. You can either fuel the fire and build momentum—or let it burn out. Make the most of it, and everyone benefits.

There are heroes among us - and we might not even know it. Many of us work alongside incredible individuals who have served our country or communities in remarkable ways, yet their stories often go unrecognized. I was recently reflecting on my colleague, Joe Bertagna, our Senior Vice President of Sales. Like many veterans, Joe doesn’t boast about himself. What many people don’t know is that Joe, a former Marine Harrier pilot, was awarded the Distinguished Flying Cross for his heroic actions in Afghanistan. Learning about Joe’s bravery and leadership during the Global War on Terrorism not only deepened my respect for him but also made me prouder of the team we’ve built. It's uplifting to know I work alongside someone of such character and courage. It got me thinking - how many more extraordinary stories are hidden on our teams? These stories are not limited to military achievements but include all forms of outstanding community service and personal accomplishments. This is a call to action for organizations: we need better systems in place to uncover and celebrate these stories. It’s not just about uplifting individuals - it’s about fostering a culture that makes everyone proud to be part of the team. Let’s make it a priority to celebrate the inspiring histories and accomplishments of our colleagues. When we honor the people we work with, we elevate the entire organization. Dave Rittgers, Kevin Whalen, Geoff Warlock

Employers, are you as ready for the MBA Veterans Career Conference and Expo as the job seekers are? I regularly advise job seekers to research employers, reflect on their goals, and arrive ready for open-minded conversations. In my observation, the most successful employers bring the same mindset and level of preparation. Employers who want to attract the right talent, need to go beyond just showing up. My advice: ➡️ Identify career pathways that are appealing to MBA veterans ➡️ Bring compelling materials that showcase your brand and why MBA veterans should want to work for you ➡️ Have a plan to follow up with candidates after the event - don’t let great talent slip through the cracks ➡️ Engage with as many candidates as possible - you never know when a conversation will spark mutual interest Whether it's the MBA Veterans Career Conference and Expo or any other job fair, everyone wins when employers and job seekers both arrive prepared and open-minded. See the link in the comments for more details about the upcoming event.

Transitioning service members, approach your first year in a civilian job as if you’re on deployment. Be all-in on the mission. The first year in any role is critical - it sets the stage for your future with the company and shapes how you’re perceived by your colleagues. This isn't just about first impressions; it's about laying a robust foundation for your career. This initial year is your chance to build your personal brand. The version of you that shows up now will likely stick in people’s minds for a long time. It’s much harder to alter perceptions later than to set them positively from the start. So, what’s your strategy? Start by understanding clearly what's expected of you. Don’t let your first week finish without knowing what success looks like in your new role. Be proactive in your own development. Identify the skills you need to master and the people within the organization who can help elevate you. Avoid the complainers at the water cooler and align yourself with the achievers. Bring your military-honed leadership to bear, regardless of your role. Leading doesn’t always mean managing others - it means setting the right example and being a proactive part of the solution. Think of this year as a mission where your objective is not just to succeed, but to excel. The reputation you build now can influence not just your trajectory at this company but your entire career. Make your first year in a role count - deploy yourself into this new mission with all the commitment and enthusiasm you can muster.

Growing leaders isn't just a retention strategy - it's a long-term investment in the future of your organization. At RecruitMilitary, we promote most of our managers from within, but that doesn’t happen by chance. Our ‘green and growing’ philosophy embeds professional development into our culture, starting with leadership training that empowers our team to guide us toward our mission and vision. Our Leadership Development Program (LDP) is one of the ways we build that foundation, starting with a 14-month leadership fundamentals curriculum and continuing with quarterly leadership sessions. Recently, 26 members of our team "graduated" from the LDP, showcasing their dedication to both personal growth and our company's success. Their commitment to learning and development will strengthen our culture of excellence and help them lead with greater impact. Promoting from within doesn't just happen. It requires a deliberate investment in developing the potential of team members well before leadership roles open up. Invest in your team's development now, so they're ready to lead your organization tomorrow. Congratulations to our "graduates" - you’ve developed the tools to lead with purpose and influence, and I’m confident your leadership will help us continue to achieve great things. Ashley Conners, Adam B., John Heck, JT Blum, Joe Bertagna, Clark Marx, Kinsey Duke, Renea Ramirez, Veronica Sarantes, PMP, MSA, Renee Garrett-Storrs, Karen J., Shawn Simmons MA, MPA, Alexis Marione, Karli-Ann Reidenbach, Stephen Varanko, Garrett Reed, Adam O'Toole, Valarie H., Erin King, Lisa Wynn, Agata Kubik-Montes, Chris Newsome, Ann Aragon, Kelly Wagner, Chris Stevens, and Jenny Marx.

An incomplete digital profile is an invitation for SPAM. Last month, RecruitMilitary hosted a LinkedIn session with Chris Miles from Sonepar USA and Christie Music from Lineage - companies at the forefront of effective military recruiting. They highlighted a critical issue: too many job seekers set up digital profiles on job boards without completing them fully. Their take: simply filling out the basics does more harm than good. An incomplete profile not only floods your inbox with irrelevant job postings but also prevents you from catching the eye of employers looking for someone with your specific skills. Chris and Christy rave about the fully detailed profiles they encounter in the RecruitMilitary system. These comprehensive profiles drastically improve how recruiters perceive and interact with potential candidates. That's the rationale behind our Candidate Success program, a collaborative initiative with DAV (Disabled American Veterans). We reach out to every job seeker who registers on our job board to guide them in completing and optimizing their profiles. This extra step dramatically boosts their visibility and relevance in the eyes of potential employers, ensuring that their profile travels efficiently through recruitment channels. Military community job seekers - A fully detailed profile isn’t just a formality - it’s a powerful tool for cutting through the noise and drawing attention to the opportunities best suited for you.

Founder mode vs. top-down leadership isn't really about which is better. It's about what the company needs at any given phase. The debate often paints founders as more hands-on and hired leaders as more traditional, top-down managers. But in my experience, it’s less about personality and more about the circumstances and stage of the business. I've seen it firsthand through my @Vistage leadership group, where I’m surrounded by both founders and hired CEOs. Early on, founders may need to be involved in every detail because the knowledge and resources simply aren’t there yet. Founder mode makes sense in those early phases - it’s often a necessity, not a flaw. But as the business grows, the same hands-on style that once fueled growth can start to limit it. There comes a point where the company outgrows the founder's capacity, and scaling demands a shift in leadership style. So, rather than seeing this as a “founder vs. traditional leader” debate, consider it a matter of phases. Great leaders recognize when it’s time to adapt their style for the good of the company’s growth. It’s not about choosing one approach - it's about knowing when to evolve.

MBA Veterans: Know what you bring to the table, but keep your options open. As you gear up for the MBA Veterans Career Conference and Expo on October 10th-11th, take time to reflect on your skills and experiences. Ask yourself: What kind of work excites you? What responsibilities and challenges do you want to take on next? Once you’ve gained that clarity, head into the expo with an open mind. Remember, many industries—tech, finance, healthcare—have roles that align with your leadership, problem-solving, and systems-thinking skills, even if they weren’t on your radar before. Don’t limit yourself to just the employers you already know. Use this opportunity not only to seek jobs but also to explore careers you may have never considered. The more conversations you have, the better your chances of finding a role that’s a perfect fit. Keep an open mind, and you might discover the career path you didn’t even know you were looking for.