Highr1 - Recruiting Navy Nukes

??Attention Former Navy Nukes!?? Highr1 has open opportunities across the US and we're looking to fill these positions with YOUR unique skill set! Our current openings include the following roles: -EPT Technicians NETA or NICET Level 3/4 -Senior Crane Technicians (Not Operators) -Sr. Solar Power Team Manager -Data Center Valve-Heavy Mechanic -Data Center Operations Technician -Human Resource Manager -Industrial Maintenance Mechanic -Lead Critical Facilities Technician -Sr Maintenance Planner/Scheduler -Welder/Fabricator If you are on the job market or are open to hearing about new opportunities, please reach out to [email protected] to schedule a FREE one-on-one session. Even if we aren't currently hiring for a role that matches what you're looking for, we can help you get in contact with someone who is! #highr1 #hiring #recruiter #navynuke #veteranjobs #joinourteam #technician #mechanic #boilermaker #workwithus

Experience on a resume isn’t always black and white—it often lies between the lines. Your interview process needs to go deeper to uncover a candidate’s true potential, especially for mission-critical roles. Here’s a proven 3-step approach: 1?? Behavioral Interview Questions Start with “Tell me about a time when…” questions. These force candidates to pull from past experiences, showing how they’ve applied their skills to solve real challenges. Don’t skip these—they’re a goldmine for insight. 2?? Hypothetical Scenarios Once you’ve tackled behavioral questions, present them with a future, real-world scenario. This engages their problem-solving abilities and lets you see how they approach challenges on the fly. 3?? Peer-to-Peer Interviews If your company already hires veterans, pair candidates with someone who’s in the role they’re applying for. This provides incredible feedback and ensures they’re a good cultural and functional fit for your team. Behavioral questions, hypothetical scenarios, and peer interviews—these three steps will transform your hiring process and ensure you find candidates who are truly mission-critical ready. Let me know your thoughts below! #HiringTips #VeteranRecruiting #InterviewStrategy #MissionCriticalRoles #TeamBuilding

If you’re a Navy Nuke looking for employment, your LinkedIn tagline is more powerful than you think. → It’s your digital elevator pitch → It can grab the attention of recruiters and employers instantly. Here’s how to make it work for you, especially if you’re a Navy Nuke: 1?? Include "Navy Nuke" in your tagline. This is your unique identifier. It sets you apart and highlights your expertise. Examples: Navy Nuke Seeking Transition Former Submarine Navy Nuke Transitioning Navy Nuke 2?? Make it future-focused. Clearly state the type of role you’re seeking. Include your preferred location or work setup (e.g., remote). Examples: Former Navy Nuke Seeking Data Center Roles in Dallas, TX – Available for Interviews Transitioning Navy Nuke Aspiring Critical Facilities Technician – Open to Opportunities in Austin, TX Navy Nuke Pursuing Project Management Roles – Ready for Remote Work This advice is specifically for US Navy Nukes who are actively seeking new work. Your tagline isn’t just a title—it’s a way to bridge the knowledge gap and connect with decision-makers faster. Make it count. #NavyNuke #LinkedInTips #TransitioningVeterans #JobSearch #CareerAdvice

From the Navy to entrepreneurship—my journey has been anything but traditional. I co-founded Highr1 to bridge the gap between veterans and the civilian workforce. Our mission? To empower veterans with the tools, resources, and connections they need to thrive in their careers. Let’s build a future where veterans and civilians understand each other better. ???? #VeteranEmployment #Leadership #CareerTransition #Highr1 #NavyNuke

Pay ranges on job descriptions are no longer optional. If your job postings don’t include compensation details, you’re already losing out on top-tier candidates—like Navy Nukes and other elite-level talent. Here’s why: ?? Elite talent expects clarity. They clearly envision their future careers, and compensation is a key part of it. If you can’t answer “What will I make?”, they’ll find a company that can. ?? Transparency attracts quality. Candidates don’t want to waste time guessing, and neither should you. Including pay ranges leads to better applicants aligned with your expectations. ?? Misinformation turns candidates away. Withholding pay details until the 2nd, 3rd, or even 4th interview isn’t just frustrating—it’s a trust killer. Lack of information is viewed as misinformation by the best candidates. Don’t let this be a blind spot in your hiring process. Try this: run a test with one job posting that includes pay ranges and one that doesn’t. You’ll see that transparency wins every time. If you’re unsure what your roles should pay, we’re here to help. At Highr1, we help companies forecast competitive pay ranges and attract elite technical talent—nationwide. ?? The future of hiring is transparent. Are you ready? #PayTransparency #VeteranHiring #NavyNukes #EliteTalent #JobPostings #CompensationTransparency #HiringTips #Highr1

Do NOT hire veterans unless you know these 3 tips for retention. Veterans bring an incredible skill set, but only if you know how to retain them. Here’s what they need to thrive in your company: 1. Transparency & Mission Alignment Veterans are mission-driven. Attach them to your core mission from day one. Make sure they understand your company’s values and feel truly connected to the bigger picture. 2. Long-Term Growth Path Veterans value growth and advancement. Paint a clear picture of internal advancement, showing where they could be in two years and what’s possible in five. Having a plan laid out for them reduces the chances of them seeking it elsewhere. 3. Sense of Community Veterans thrive in supportive teams. Build internal peer support networks and connect them with other veterans and mentors. Retention is about integration. Onboard them with purpose, show them a future, and keep them connected to your mission and team. #VeteranHiring #Retention #CompanyCulture #Leadership #NavyNuke #Highr1 #VeteranSupport

Most HR departments suck at qualifying technical talent. There, I said it. ?? They’re overworked. ?? They have many responsibilities. ?? They do all of hiring, onboarding, employee relations. ?? AND it’s unrealistic to expect them to verify complex technical skills they’ve never used. Screening unqualified candidates WASTES time. And kills morale. Interviewing unqualified candidate after unqualified candidate drains your team's energy and enthusiasm. ?? That's where Highr1 comes in. We understand the nuances of your technical roles. We speak the language. And we'll make sure you only interview candidates who are the PERFECT fit. Imagine never wasting time on another unqualified technical interview again. If that sounds pretty good to you, let’s connect! #Hiring #TechnicalTalent #HR #HiringSolutions #VeteranTalent #NavyNuke #Highr1 #VeteranSupport #CareerGrowth

You’re out of the military and thinking, “What’s next?" I get it. I’ve been there. Since leaving the Navy in 2017, I’ve spoken to thousands of veterans, and many of them are in the same place. They feel a sense of purpose, but they don’t have a clear picture of what that looks like on the outside. Here’s what I tell them: Define your personal vision. What does a fulfilling life REALLY look like for you? ? Work-life balance? ? Financial freedom? ? Career growth? ? Making a difference? Talk to your spouse, partner, family, and friends. Have honest conversations about your values and what truly matters. Without a clear vision, you're wandering aimlessly. ?? But when you crystallize your vision, every decision becomes more powerful. You'll align your choices with what truly matters to you and those you care about. Take the time to define your vision. It's the compass that will guide you towards a fulfilling future. #Veterans #CareerGrowth #PersonalVision #Clarity #NextSteps #NavyNukes #Highr1 #VeteranSupport #CareerGrowth

Your Hiring Process Might Be Driving Away Elite Talent. Here’s How to Fix It. This is going to sound simple, but if you want to turn hiring into a competitive advantage, there’s one thing you need to do: Be transparent. Be transparent. Be transparent. It’s unbelievable how many veterans struggle to get a clear picture of the roles they’re applying for. Instead of answers, they’re left with more questions. If you want to attract top veteran talent, you need to be able to answer these questions upfront: ?? Compensation & benefits ?? Career progression opportunities ?? Day-to-day responsibilities ?? Work-life balance & company culture ?? Management style & leadership expectations ?? Long-term job security & stability ?? Training & professional development ?? Travel requirements ?? Access to tools, technology, and resources And here’s the key: Every elite candidate wants a different combination of that information. It’s on you to make sure they get the details they need—quickly, clearly, and efficiently. The companies that do this well? They don’t just hire great talent—they earn trust and build teams that last. If you’re hiring in the mission-critical space and not sure where to start, let’s talk. #VeteranHiring #Recruiting #HiringTips #TalentAcquisition #NavyNuke #JobSearch #Highr1

If You’re Hiring in Mission-Critical Industries, You NEED to Look at These Candidates. Veterans—specifically Navy Nukes—excel in technical roles for a reason. Actually, several reasons: ?? We know how to learn. The Navy’s training pipeline forces us to absorb complex information fast, apply it under pressure, and continuously improve. We don’t just learn—we adapt and execute. ?? We thrive in unpredictable environments. Mission-critical roles don’t allow for panic. Veterans stay cool, calm, and collected when things don’t go as planned. Adaptability isn’t just a skill—it’s a mindset. ?? Procedural compliance is second nature. We live inside technical manuals. We know how to find, reference, and apply information accurately. Precision and attention to detail aren’t optional—they’re expected. ?? We’re team players. The military builds tight-knit teams that focus on the mission, not individual egos. Whether on an aircraft carrier or in a data center, we put we before me. If you’re in data centers, energy, industrial, or defense, and you’re NOT looking at veteran talent—you’re missing out on some of the best technical candidates available. I’ve built Highr1 to bridge that gap between elite veteran talent and the industries that need them most. Let’s talk. #VeteranHiring #MissionCritical #NavyNuke #TechnicalTalent #Hiring #Recruiting #Highr1