Labor Shortage? Hire Military Veterans Through SkillBridge.

[00:00] 🎙️ Introduction to The Roofer Report Podcast

00:12 | You're listening to The Roofer Report the ultimate podcast
00:15 | for roofing professionals business owners and entrepreneurs
00:18 | Get insider access and hear about the highs lows
00:21 | and tales of triumphs from thriving business owners
00:24 | Brought to you by Roofer hosted by Pete McKendrick
00:27 | Today's guest Dan Cherry from PE Assist
00:30 | Appreciate you being on
00:31 | Thanks Pete
00:32 | Thank you

[00:32] 🪖 Dan Cherry's Background and Military Transition

00:32 | One of the things that we find is probably top of conversation
00:36 | everywhere we go with contractors is labor right
00:40 | And uh you know y- it's so funny
00:43 | I mean even as a as a software company when we're
00:46 | You know if I ask a contractor at a you know
00:49 | at an event you know "What can I help you with?"
00:51 | Most of the time they're gonna jokingly say
00:53 | "You got any employees for me?" And so you know
00:56 | so this is uh- Yeah this is something
00:57 | that comes up you know- Yeah even jokingly in conversation quite often so
01:01 | Uh and you guys have taken a pretty interesting um approach
01:05 | to that um and so excited to to kinda get into it
01:08 | If you can just kinda give us a little bit of background on yourself
01:11 | and uh you know and then maybe dive into PE Assist
01:13 | a little bit and explain what you guys do
01:15 | Yeah
01:16 | Um a little bit of background on me and today
01:19 | we're gonna be talking about a lot about skill bridge or military transition
01:23 | Uh as myself as a United States Marine uh
01:27 | I actually went to into boot camp less than 2 weeks
01:31 | after the Twin Towers fell
01:34 | Uh so this is back in '01
01:36 | And so back in '01 um you know I I was off
01:40 | to go do something
01:41 | I didn't know what I was gonna be doing
01:43 | You know at the age of 18 didn't know what
01:45 | I was really gonna be training for
01:46 | I signed up to be an aircraft electrician
01:49 | Um we had people that were trying to get out of the military
01:53 | As I was going in people were trying to get out
01:55 | and they weren't allowed to get out 'cause you know you're you're actually committed
01:58 | up to 8 years of service if they need you
02:01 | Um so we had a lot of people
02:03 | that were on a stop-loss situation
02:05 | Um but I I got through my service
02:08 | I'll touch on that a little bit later as
02:09 | we kinda talk about me transitioning out
02:12 | Um but but since then you know I I've been always trying to find
02:16 | you know what you know how can I show people
02:19 | that you know my peers you know my fellow uh military people
02:24 | when they get out what's gonna be a great opportunity
02:26 | What's a great opportunity that I know that they'll be looking for
02:29 | Uh it took me a while to find construction and construction sales
02:33 | Uh but love construction sales
02:35 | A lot of money in it
02:37 | It's an outside sales position
02:39 | You know there's there's so many benefits and I've been in it
02:42 | for over 11 years and I I feel like
02:44 | I've only scratched the surface as what I could do for customers and
02:49 | and know uh to help customers out
02:51 | So you know we we we know
02:55 | You know
02:55 | We know what it is to do to to do roofing
02:57 | You know to do roofing here in the industry
02:59 | what types of people it takes and it takes humans and those humans
03:03 | aren't gonna get replaced by AI
03:05 | So by me helping people get out of the military
03:08 | get into a job not only that's gonna
03:11 | you know get 'em a job and a good paycheck for a while
03:13 | but a you know a a career that that's gonna stand for a long
03:17 | long time 'cause we need food shelter and water and and and roofing's
03:21 | gonna be involved in that
03:22 | Over the years that I've been in this you know
03:24 | I've run into so many guys that are uh have a military background
03:28 | that are either running a company or working in this industry

[03:31] 🏗️ Military Backgrounds in the Roofing Industry

03:31 | And so why do you think that is Dan that so many
03:33 | that this industry is such a uh a good transition
03:38 | for someone with a military background
03:41 | Um it kinda has everything that we want
03:45 | Um the the the I'd say a massive difference
03:49 | that I've been able to reflect on over the years though is uh
03:53 | the Marines is the smallest other than I'm not sure the Coast Guard numbers
03:57 | um as far as how big of an operation it
04:00 | that is but that's 185,000 people
04:03 | You know
04:04 | So structure scale you know the opportunity
04:08 | to work with a lot of you know the the the camaraderie
04:12 | of working with the right people and working hard
04:15 | you know those are all stuff that we have there but we also was
04:18 | like "I want freedom." You know
04:21 | "I want the ability to you know not be told
04:24 | where I need to be
04:24 | I wanna be around my family
04:26 | I need to you know build a career for my family."
04:30 | Um but in the in the military
04:32 | the I I never saw any roofing MOSs
04:36 | or jobs- by them
04:37 | Um you know there was some construction stuff here
04:41 | and there but even a lot of the construction work was hired out
04:43 | by to civilians
04:45 | You know to civilians are building this stuff
04:47 | Um I mean I was on security in Iraq and we had um Iraq
04:52 | you know civilians building us stuff as well
04:55 | You know
04:55 | So um and then the opportunity as far as if if
04:59 | you're looking on as far as money-wise um you know again
05:03 | the skilled labor the people that know how to get these skilled things done
05:07 | are gonna continue to hold you know their salaries or their opportunity
05:11 | And then if you get into sales um obviously with sales
05:15 | the more more you can turn in right
05:17 | the more opportunity you have to make a pretty good share
05:20 | of that um which is gonna for a lot of people
05:23 | getting out of the military it'd be more money than
05:26 | they're used to seeing or their family
05:28 | You know a lot of people that are in the military
05:30 | are looking for a reason um
05:34 | You know they're looking for a better opportunity
05:37 | even if it's giving them a gun and sending them into another country
05:40 | You know but that a- opportunity when you get out afterwards
05:43 | is probably gonna put them in a better opportunity than if
05:47 | they would've just went to community college or they would've just taken
05:50 | the the wrong job you know and had to work their way up
05:53 | or anything kinda like that
05:55 | So um and then hands-on stuff being outside working as a team
06:01 | uh are also things that that um I think
06:05 | people getting out of the military appreciate
06:07 | Uh what's funny though is as big as the construction companies
06:10 | are they're still way smaller and especially if we're talking about a company
06:14 | with just 5 10 employees or 3 employees it's a much
06:18 | smaller type of uh company for them to maybe get used to
06:22 | and see where they fit in
06:25 | Yeah
06:25 | Yeah no it's interesting
06:26 | You know a- and we often talk about
06:28 | and I've had this conversation with a number of people
06:30 | in the industry about hiring athletes right
06:33 | Like athletes that have performed at a high level guys
06:35 | that have played college or professional sports and and they always seem
06:39 | to do fairly well in this industry as well right
06:42 | And I think a lot of the same attributes
06:45 | kind of apply here right
06:46 | You know the the discipline and the teamwork aspect of it
06:51 | you know I think are what make those folks successful
06:54 | Would you say it's very similar with the military folks
06:57 | and that's why you find them to be uh g- great additions
07:02 | to teams you know in the home improvement space
07:06 | Uh uh uh probably at least 2 things there
07:08 | Number one if you have somebody that's on your team
07:11 | that served in the military you know that was active
07:14 | that that that served their conversation with the homeowners
07:19 | I seems like it goes better right
07:21 | They wanna support a veteran
07:23 | Um- Yeah if you're actively doing stuff
07:26 | like the SkillBridge program or working with Hiring Our Heroes
07:30 | you know those are all stuff that you can put on your marketing
07:33 | You know that that we are people that support the military
07:36 | Not only that we we give them jobs
07:38 | We train them
07:39 | We show them how to do stuff
07:40 | So uh marketing wise if I'm looking at two companies
07:44 | and one says "Military," blah blah you know s- information
07:48 | the other one's looks like the other five companies
07:51 | you could have glanced at on Google y-
07:53 | m- maybe there's an extra reason you're gonna make that phone call
07:56 | you know
07:56 | Um and um so that that being one as far as what
08:01 | it comes to like sports like I'm in recruiting
08:05 | I love sports athletes as well
08:07 | Why

[08:08] 🎖️ Transitioning from Military to Civilian Careers

08:08 | Mm-hmm
08:08 | 'Cause their goal y- you can teach them
08:10 | about goals
08:11 | You can teach them um you know you do these things
08:15 | you're gonna get that kind of result
08:16 | So they're still coachable
08:17 | They're hard workers
08:18 | Maybe they're gonna run through a wall
08:20 | What I will tell you that I think you're gonna continue
08:23 | to notice a big difference as to where these people
08:26 | getting out of the military compared to these um athletes go
08:31 | is these these guys that are getting out of the military
08:35 | have spent 4 to 20 to 25 years at the same company
08:42 | doing following orders not looking here there
08:47 | and around the square
08:48 | If these athletes are getting out do you think they have Instagram
08:52 | Do you think they have any
08:53 | Do
08:53 | They might not stay there
08:54 | There was a- Yeah
08:55 | I think it was an Aiko rep the other day that told me
08:58 | 87% of Gen Z people that join their company
09:04 | uh are not there a year later
09:06 | Hmm
09:07 | With people getting out of the military and if
09:09 | and kind of what we're what we're as far as P Assist focuses
09:14 | on is trying to get information in front of these military people
09:18 | 6 months a year plus in front of them
09:21 | Like they're they're planning on moving to Savannah Georgia
09:24 | Great
09:25 | Here's the 2 companies in this area that have SkillBridge
09:28 | Here's 2 companies here's 3 companies actually that wanna hire vets you know
09:34 | So giving them an opportunity uh this this program especially SkillBridge
09:39 | which we'll get into it wasn't around when I got out
09:42 | You know I wanted to
09:43 | I had no clue as to what I was gonna go do
09:47 | Uh but I had my GI Bill you know I was like "I'm gonna
09:50 | go get a degree no matter what and I'm gonna enjoy my college days,"
09:54 | and I did
09:55 | Played rugby for Iowa State
09:57 | Um- Nice got my degree
09:59 | Um and b- when I got my degree
10:01 | is actually right around the time uh it's actually luckily
10:05 | right after the time that that caused a lot of reasons
10:08 | for the military needing to come up with solutions
10:12 | for transitioning military people so
10:15 | Um I'll get into that here next but d- does that answer your question
10:19 | as far as you know- Yeah these people are getting out
10:21 | very highly trained have had a lot of responsibility
10:24 | on a you know at a young age
10:26 | all the way up and now they're just looking
10:29 | for somebody to give them the answer as to how to get through the
10:32 | you know get to that next step
10:33 | Well and I think you make a very interesting point right
10:36 | Because I think in today's day and age one of the things
10:38 | you find I mean we even find it right like a-
10:41 | at our company is stability right
10:43 | And the the guy these people coming in wanting to be long-term employees
10:48 | and wanting to build a career it's gotten rarer and rarer right
10:51 | And so to have someone like you said
10:54 | that maybe has put in 8 years 10 years 20 years
10:59 | at the same company right
11:00 | Like they they obviously understand the long term being with a
11:05 | a company long term you know in the military and also that stability
11:09 | of being in the same place right
11:11 | And and helping to grow that and work in that environment
11:14 | uh long term
11:15 | So definitely a different mindset obviously than like you said
11:19 | the you know some of the newer people
11:20 | some of the younger people may be much more willing
11:23 | to bounce around

[11:24] 🔧 Understanding the SkillBridge Program

11:24 | And so let's dive into SkillBridge a little bit just for those
11:27 | that don't know it
11:29 | Yeah
11:29 | Um you know and let's talk a little bit
11:31 | about what SkillBridge is and uh you know a-
11:34 | and how you guys are working with that that program
11:38 | Yeah
11:38 | And and where SkillBridge originated from which I was s- slightly getting into there
11:43 | um the housing market crashed 2008
11:46 | 2009 had some after effects of course
11:50 | But we were also getting d- you know we were doing operations
11:54 | in Iraq finishing operations supposedly in Afghanistan you know
11:59 | And so we've got people that are coming out
12:01 | I mean you talk to guys back then that that I run
12:04 | into doing 2 to 3 tours in an area
12:06 | where people are shooting at them rockets hitting them et cetera et cetera
12:10 | They they're like "I gotta get out of this
12:11 | just to save my life." And there was
12:14 | a period in 2009 to 2010 where 30% of these people getting out
12:20 | could not find a job
12:22 | So if you could imagine not only getting you know getting out
12:25 | maybe to feel like you need to save your life
12:27 | but then also not even finding a the right opportunity
12:31 | maybe a little messed up in the head
12:33 | um that led to you know obviously bad things can happen
12:37 | when those happen
12:38 | And um a a bill came out called VOW
12:42 | um and a big part of that was kicking off SkillBridge
12:45 | And what SkillBridge is it's an opportunity for somebody to uh
12:50 | ask their command 6 s- uh within their last 12 months of service
12:56 | if they can get out and go do an unpaid internship
13:00 | while the military's still paying them with a company
13:04 | So currently right now there's less than 100 companies per state
13:10 | on average that have set themself up to allow somebody
13:14 | to get out of the military to go learn
13:18 | how to do a job so maybe at they at
13:20 | least get their foot in the door you know with the right company
13:23 | And where I find like with sales if if I could get a guy
13:27 | getting out of the military and as we know with roofing especially
13:32 | if you're on the insurance side it's gonna take 2 3
13:35 | plus months to to kinda build up that pipeline
13:39 | to where you know you can live off you know
13:41 | And and you know you get into month 4 6
13:44 | you know a year later obviously you know
13:46 | you've got quite a few customers um that
13:49 | and you're you're able to pay your bills
13:51 | But for a lot of people when I do recruiting
13:53 | it's like how do we get you through the first 90 days
13:56 | You know what's that first 90 days look like
13:58 | So if you could imagine what they have the opportunity to do here
14:02 | is if if an employer's set up with the military that allows them
14:07 | uh to get out early they can go work for
14:11 | uh pretty much as little as two months
14:13 | up to six months with with a company
14:16 | um and the and and the military's paying them
14:20 | the whole time and the employer's actually not allowed
14:23 | to pay them one penny
14:24 | Mm
14:25 | They do have to supply them like shirts if if people have iPads
14:28 | or something you know check that out
14:30 | If a ladder's needed check that out or whatever
14:33 | But it really gives them the opportunity to get out
14:36 | go to a job uh for a while
14:38 | get to know a company the company get to know them
14:42 | and then at the end of the internship decide you know
14:45 | That company might say you know "You're not quite the right fit."
14:48 | So it's not something where like they have to hire them afterwards
14:52 | Um but at the same time uh at the same time
14:56 | they should be if it's a good person
14:57 | trying to make sure that they do stay with us
15:00 | you know make sure that they do have a great opportunity
15:02 | So I've seen in roofing I've seen in realty like if
15:06 | they help get uh what would've been $30,000 in commissions be-
15:12 | but they weren't able to pay them that then sometimes
15:15 | they're able to get a bonus if they sign on as an employee
15:18 | or get some kind of residual
15:19 | But on the roofing side if I became if
15:22 | I got out of SkillBridge on Monday or my my military internship
15:27 | ended on Monday and I'm offered a job
15:30 | and start on Tuesday I could go meet an adjuster
15:33 | later that that day
15:35 | I could pick up a final check the next day
15:37 | and already I have that income pipeline that's coming in
15:41 | Um so it g- it it got put together uh in 2011
15:47 | they did a pilot program
15:48 | 2014 they they had 5,000 people going through this
15:53 | Um and right now to this day there's a little
15:56 | about 22 to 24,000 people a year that are going through that
16:01 | Um a big reason more people can't do that is there's not enough employers
16:05 | that are set up to to make this happen
16:08 | Mm
16:08 | 'Cause the pipeline's 200,000 people a year are getting- Right out of the military
16:13 | and right now roughly 10 to 12% of them
16:17 | uh have an opportunity to do this because there's enough employers
16:21 | that are they're offering that opportunity

[16:23] 🚀 Challenges and Expansion of SkillBridge

16:23 | No it's interesting right
16:24 | So it's not necessarily a lack of people interested in using the program
16:28 | it's a lack of employers that is essentially limiting
16:32 | the number of people that can flow through the program
16:35 | 'cause you guys just don't have enough employers
16:36 | that are actively using the program
16:39 | Yeah and you can do a ton of research
16:41 | on on trying to you know anything on SkillBridge
16:44 | What mostly that you're gonna see is you're gonna see
16:47 | people telling peop- uh military people how to sign up for it
16:51 | But but you just can't find anything as far as
16:53 | how do I build my own program
16:55 | How do I set that up
16:56 | And so uh you know that's a big need
16:58 | So PE Assist that's one of our main causes
17:02 | you know that's one of our main connections
17:04 | is you know bringing that to the front line as
17:07 | far as on the exterior sales side is is the current side
17:10 | that we focus on
17:11 | Um but I'm helping realtors get set up with this mortgage companies
17:16 | get set up with this
17:17 | Uh Andersen Windows is down the street from where I live
17:21 | So you know having conversations more and more conversations get as many people
17:26 | involved in this as we can

[17:28] 🔗 SkillBridge Program and Employment Opportunities

17:28 | And if you c- by going to our website
17:30 | you'll you'll be able to see all the locations currently
17:33 | If somebody's getting out of the military we have active people that
17:36 | we're partnered with in those locations
17:39 | So um yeah we're just trying to continue to build that network
17:42 | and uh help people get set up
17:45 | 'Cause if they're not set up I can't help them with SkillBridge
17:48 | And what kind of uh
17:50 | So if uh s- let's say I'm a contractor right
17:52 | What kind of employees could I technically hire through SkillBridge
17:57 | I know we mentioned sales right
17:59 | Like you guys are focusing big on sales
18:01 | That's a good pipeline
18:02 | What other opportunities are there
18:04 | So really you can do anything
18:06 | Um so the internship the the main thing
18:08 | the few main things for you to qualify is number one
18:11 | the business has to be in place for three years
18:13 | It has to be at least been in business for 3 years
18:16 | There has to be a W-2 position to offer
18:19 | at the end of the job Now what that could mean is
18:23 | you have an estimator production manager you know your typical W2 stuff
18:29 | but that person might wanna do sales instead
18:32 | And if that's set up as a 1099 or
18:34 | you gotta have your own S corp or whatever the case is um
18:38 | they can get it transitioned into that and be involved in that
18:41 | But you know these are kind of the main ones
18:43 | that we're seeing out there
18:44 | So exterior sales estimating production coordination operations um and and also just leadership
18:53 | building up leaders that are that are that are in your company

[18:55] 📈 Impact of SkillBridge on Business Growth

18:55 | So any thoughts on that Pete
18:58 | Yeah I mean this is a great list
19:00 | I mean obviously companies that I've been involved
19:04 | with you know a lot of times as you know we deal with-
19:06 | a lot of smaller companies that are in the process of growing
19:09 | and usually big first hires for them are
19:12 | some type of an operations manager or a production manager
19:16 | um you know or potentially like a project manager out the field
19:20 | to handle you know running the crews and things like that
19:23 | So it kind of falls right in line
19:25 | with what you guys are are doing and the people you know
19:28 | the programs that people are are doing coming out of Skill Bridge
19:31 | So it it is an an interesting fit
19:33 | you know
19:33 | I think those a lot of times are some of the uh
19:37 | big initial hires for companies
19:39 | You know like we deal with a lot of companies
19:41 | that are transitioning to hiring employees for the first time
19:45 | uh at Roofr because of you know
19:47 | just the size of their company and their stage of growth
19:49 | And uh you know it's always interesting I always ask the question
19:53 | when I do these Roofr of the Month podcasts of like "What
19:56 | what was your most impactful hire?" Right
19:59 | And you'll always hear them say things like um you know "That operations person,"
20:04 | you know "That person that's running my office," uh
20:08 | or "That production person who's out you know now like running my production
20:11 | so that I don't have to and I can focus on sales."
20:15 | Or "Or I added a salesperson who allowed
20:18 | me to then go run production," right
20:20 | So it's always that person you know getting that skilled person
20:24 | that they can put in that position to kinda take some of the weight
20:27 | off them as the owner and allow them to focus
20:29 | where the things that they do best
20:31 | And so uh you know really interesting I think here it's uh you know
20:36 | obviously a a very appropriate list you know
20:39 | for a lot of our listeners and for uh you know what
20:42 | they're looking for as they as they grow their business
20:45 | Yeah
20:46 | Uh for sure
20:47 | I'm
20:47 | The most recent guy uh that that just uh finished up his internship
20:54 | uh finished 22 years in the military
20:57 | Wow
20:57 | So not only
20:59 | He also was getting out with retirement so and he was t- uh
21:02 | just turned 40 years old
21:04 | So at 4- 40 years old he came in on the sales side
21:08 | So number one he has a retirement plan
21:12 | so he's already getting paid
21:13 | He already has quote unquote "residuals," you know that that are in there
21:17 | and he's able to build up this opportunity
21:20 | Uh he was able to go spend not just weeks but months
21:24 | working with the top sales reps learning exactly you know shadowing
21:28 | then going out on his own building up stuff shadowing
21:31 | you know
21:32 | Constantly going back and forth and the and the employer felt
21:36 | didn't feel the pressure that they had to spend all their time
21:38 | you know bringing in customers that they could spend more time
21:41 | in the field that they could go to job sites
21:43 | that they could look at certain things
21:46 | And what's pretty neat that that company's gonna continue
21:49 | to do is how do we make the next internship even better
21:53 | How can we get them to understand how that chimney needs to get flashed
21:57 | How could we even get that information to this um intern
22:01 | that we accepted for the internship
22:03 | How can we get that to them even before they show up
22:05 | on day one
22:08 | You know there's so
22:08 | Like when I got out I I got
22:10 | I was I knew I was done about a year and a half
22:13 | I had a year and a half left um
22:15 | that they knew I was done they knew I was leaving
22:19 | That nobody tried to talk me into staying
22:21 | Um but I couldn't find any you know
22:24 | I couldn't find anything that really made any s- types of sense
22:28 | Um but an opportunity like this if I would've signed up with some company
22:32 | and my command said "You can have you can get out 4 months early
22:37 | and do this internship," um you know
22:41 | I would've been studying my tail off before that
22:43 | 'Cause in the military they just prepare you to be ready you know
22:46 | "What can I do to be ready for this next step
22:48 | What can I be do that for that?"
22:50 | Um the other neat thing that uh that that same company's looking at
22:54 | is I got multiple companies now that they have sales leadership right
23:00 | So how can I have a sales leader
23:02 | How can I give them people
23:04 | Well here's 3 interns
23:06 | You get 3 interns- and you have one normal sales rep
23:09 | 'cause we need you to manage somebody
23:10 | That's giving them an opportunity to train to teach to guide
23:15 | Um and then also probably an opportunity to pay them more because
23:20 | they can't pay the sales reps
23:22 | So there's a you know there's money that's getting stowed away
23:25 | stored away not being used that was normally in their budget
23:29 | to pay some sales rep whatever they normally pay them
23:33 | Um so I also think of it on the leadership team
23:35 | Or you got a production manager who can handle as much business
23:40 | as you have what if you gave him an assistant
23:43 | an intern you know and you're teaching him
23:46 | I've doing this this long if I've s- got somebody next to me
23:50 | I'm teaching I do it even better
23:52 | I do it better 'cause I don't want that person
23:54 | to do worse you know
23:56 | Um it is is one of the philosophies
23:58 | that I see out there
23:59 | So even bringing it in for production types of stuff
24:03 | I think is pretty interesting
24:04 | On the estimating side too I mean these people can also do this
24:09 | virtually so there's internships that this could all be 100% virtual
24:13 | I I'm not dealing with anybody that's doing it yet but
24:16 | it's right there and people do it um that do it
24:21 | quite a bit
24:22 | The other thing that I that PE Assist digs in
24:25 | on a little bit is like if it was a production coordinator operator
24:29 | There's jobs in the military that are very similar to what
24:32 | they're looking for
24:34 | Probably logistics
24:35 | Yeah
24:36 | You know who-- this isn't here we need this
24:39 | Where are we gonna get it from
24:41 | This form isn't right need it to be right
24:43 | You know execution at the end
24:45 | Those are all great easy little fits that that we can find
24:50 | in my opinion
24:52 | Yeah

[24:52] 🪖 Challenges and Opportunities for Military Transition

24:52 | I-- one of the questions that came to my mind
24:54 | while you were talking about this stuff and you were kind of talking
24:57 | about your own experience why do you think it is
25:00 | that military folks have had-- traditionally have had such a hard time
25:04 | finding something when they come out of the military
25:08 | They're pretty scared you know
25:10 | They don't know you know
25:12 | They're they're getting recommendations from their friends and family
25:16 | Um the biggest the biggest people that I see
25:20 | going after military people right now are like cybersecurity types of people
25:25 | So they want security clearances
25:27 | There's there's people- Yeah that are going after
25:29 | like security clearance and stuff so they'll send them out random stuff
25:33 | But I think for them getting out again
25:39 | kinda what's the smart thing to do right now
25:41 | And uh I think there's a lot of people out there
25:44 | right now too due to AI and other stuff that say you know
25:47 | maybe that 4-year degree isn't as important as a skill degree you know
25:51 | or a tech school degree or something like that
25:54 | Um so yeah they j- they just don't know
25:57 | You know I I I uh was connected with a pretty affluent group
26:03 | uh a few years back
26:05 | Um and I gave some military talk
26:08 | and and I asked how many people they knew were in the military
26:11 | It was like 0 of them
26:13 | Yeah
26:13 | And what what I'm saying by that is uh you know people
26:17 | that have a lot a lot of money
26:18 | don't let their kids go to the military
26:20 | Um and so the-- imagine the people that are getting out a lot
26:24 | of the times they don't have the best introductions or the best idea
26:29 | that's getting out
26:29 | The military doesn't have much to offer 'em that except you know
26:32 | they started diving in with VOW in 2011
26:35 | and SkillBridge you can go through and find as many people
26:40 | talking about it online as you possible and all I keep hearing is
26:43 | it's the number one program for transitioning military people
26:48 | If I'm a contractor how can I-- what would be the best way
26:52 | for me to potentially get involved right
26:54 | Like like you said obviously you guys are in need
26:56 | SkillBridge is in need of more folks to to you know
27:01 | uh allow these internships to happen and potentially take on some more employees
27:06 | so that we can offer it to more and more military folks
27:09 | Um how-- if I was a contractor how could I get involved
27:13 | Um by going to our website
27:15 | You can see a bunch of reasons as to and and some great resources
27:20 | So it's pe-assist.com
27:22 | Um calling me phone number's on there

[27:25] 📝 Introduction to SkillBridge and Military Approval

27:25 | Sending an email
27:27 | But what I pretty much do is do 20 minutes virtual
27:31 | where I'll show you as much stuff as I as I can
27:33 | Um give you the information help see if it's--
27:38 | you know answer some questions see if it's a good fit
27:40 | If it's a good fit we-- I can talk about
27:43 | how we can help 'em get approved by the military
27:46 | That's step one is they gotta get approved so
27:49 | that the commander you know knows that you have some sort of internship
27:53 | that that this person's going to the right place and so that
27:56 | it can be posted
27:58 | Um skillbridge.mil is where um there's a bunch of extra information
28:05 | on that type of stuff

[28:06] 💼 Challenges and Opportunities in Hiring Military Personnel

28:06 | But I th- again I think that's the reason that
28:10 | I'm I'm happy Pete that you allowed you know me to get on here
28:14 | and talk more about this because it's just more about the awareness
28:17 | But you gotta have those conversations you gotta have those conversations with people
28:21 | Um if if we're gonna help people out we
28:24 | a- ask for some sort of sponsorship because this takes humans you know
28:28 | It takes humans to do what we're doing
28:31 | People can come-- keep coming up with cool apps
28:33 | and apps to do this and that but how does
28:36 | that relate with people you know
28:39 | Who's gonna also contact the people getting out of the military
28:42 | Um that's another reason
28:44 | So you know I've worked with multiple companies that have nearly
28:48 | or have tripled in size in roofing and then um
28:53 | then all of a sudden they feel like they've grown enough
28:56 | And so they never really did focus on hey the military
29:00 | we'd love to hire military people
29:02 | Like they get excited
29:03 | I talk to contractors they're like "Yeah we should hire military people."
29:06 | Like the sports kind of thing- Yeah where people like "Ooh sportspeople
29:09 | We love those
29:10 | Try to find sportspeople." Even the even the companies
29:13 | that say "Try to find sportspeople," they don't spend the time
29:16 | looking for 'em
29:16 | Why
29:17 | 'Cause they're doing their job
29:19 | Yeah
29:19 | They're making sure the roofs are built they're making sure
29:22 | their people are paid you know they're making sure their marketing's correctly
29:26 | They're not worried about you know where is the next talent
29:30 | gonna come from
29:31 | Um so those are cool conversations that I enjoy having with people
29:36 | So that's that's the number one recommendation is is sending me over an email
29:41 | making a phone call
29:42 | Let's do a 20-minute call

[29:44] 🌉 Bridging the Gap for Military Employment

29:44 | Um to sign up for SkillBridge though this year
29:48 | you only have until December 1st
29:50 | So there's only a 2-month window to sign up for this
29:54 | Um and my employers that I've helped get signed up for it
29:59 | so far it feels daunting
30:00 | It's actually not the most difficult thing in the world
30:04 | but it's just daunting
30:04 | You're you're partnering yourself with a trillion trillion-dollar industry-
30:09 | you know Department of Defense um and wanting to make sure you get
30:12 | it done right um are things that I think it's worth sponsoring a company
30:17 | like PE Assist uh to help you through that process
30:20 | to give you tips throughout that process
30:23 | And then um one of our services then moving forward is if you'd like
30:27 | us to keep an ear on to the ground
30:29 | if you'd like us to tell people getting out of the military
30:32 | about you stuff that we wanna grow
30:35 | and continue to do but- Obviously to do that we need more manpower
30:39 | We need more cash flow so we can pay our people
30:43 | uh and have great employers to send these people to
30:46 | Um what's really neat that I have access to
30:49 | because we've gone down this road is uh I know right now
30:53 | where over 1,000 people I know when they're getting out I know
30:58 | what job they've done I have their resume uh
31:02 | I know where they wanna live
31:04 | So if you're in if you're in Kansas City
31:07 | you probably don't know about this guy that's in Tampa Bay
31:11 | that's getting out of the Coast Guard that wants to move back
31:13 | to Kansas City um- Very who's been a recruiter down there
31:17 | as well recruiting sales to me um at in one point
31:21 | of his career
31:22 | Um and so yeah that's a long long answer
31:28 | there for you
31:28 | Yeah no that makes it it's an interesting point right is that
31:31 | And I think it's funny you know like I think about who
31:35 | I know in the industry who has hired military folks
31:38 | and most of the time it's veteran owners right
31:42 | It's people who are veterans that own roofing companies
31:45 | that try to hire military first
31:48 | Um you know and I think a lot of it
31:50 | like you said it's just awareness
31:51 | It's just other people not knowing "Hey where do I start
31:54 | How do I find these people?" You know
31:56 | "How do I get access to them?" Um so it is really interesting
32:00 | I think
32:00 | Like obviously you guys are kinda bridging that gap uh
32:03 | so if they are interested they can get in touch with you
32:06 | But uh you make a great point there right
32:08 | Like you you guys obviously have a look
32:10 | under the hood there and can say you know "Hey I know this guy
32:14 | six months from now is gonna be in your backyard
32:17 | and more than capable of filling that position even though right now
32:21 | he's 1,000 miles away stationed someplace else," right
32:24 | And so I think that that's something obviously that you're not
32:28 | gonna fi- probably find if you're looking you know on your your normal
32:33 | uh you know job boards you know type of things
32:37 | And so you know it gives you guys
32:38 | a definitely a leg up in helping them locate these employees
32:42 | and uh or these interns and I think it's
32:45 | that's a that's a big piece right
32:47 | Like that's a a big asset
32:48 | And I I think like you said I think lots of people
32:50 | are interested you know or or like you said they get excited
32:54 | Like "Yeah I'd love to hire vets," but I just think
32:57 | a lot of it comes down to not really knowing
32:59 | how to do it right
33:00 | And uh so so it's uh you know a great deal that you
33:03 | guys are doing that for the industry and uh kinda bridging that gap
33:07 | And so excited to to see about like what you guys can do there
33:10 | But yeah hopefully if we have some folks listening in
33:13 | hopefully we've got some people here that uh are interested in the program
33:16 | and would love to to be a part of it
33:18 | and uh help continue to to push the mission forward here
33:22 | for you guys and and uh you know offer some more opportunities
33:26 | Um so obviously there's your number and and it's email there if you if
33:31 | you're interested in dan@pe-assist.com and then Dan's number is there as well
33:37 | And uh obviously you can go to the website
33:38 | as well at pe-assist.com uh to see
33:43 | uh what steps you need to take
33:45 | Um I can think of some companies right off the top of my head
33:47 | that probably would benefit from this
33:49 | So um man this has been awesome
33:52 | This is good stuff
33:53 | Well appreciate your time
33:54 | You know we're coming up on Veterans Day
33:56 | We're about 20 days out right now and people only have about
34:01 | 40 days if they wanna be if they wanna be set up
34:04 | for next year into SkillBridge they they gotta get it
34:08 | they gotta get after this before
34:09 | They got 40 days left to have-
34:11 | everything turned into the military
34:13 | Um so we got a pretty big push right now
34:16 | Anybody that's interested we'd like to have we'd like to know that
34:19 | before November 11th so that we can which is Veterans Day so
34:24 | that we can uh make sure we've got everything they need
34:27 | so that we can get them approved before the end of the month
34:29 | in November
34:30 | Now you mentioned one last thing here I just wanted to bring up

[34:32] 🎓 Discussion on SkillBridge and Terminal Leave

34:32 | It is y- obviously we've talked a lot about SkillBridge
34:35 | Are there other programs like this too or is SkillBridge just one of many
34:39 | or is it the only one
34:40 | One thing that hasn't been mentioned is number um
34:43 | that people are are getting out early because they have leave
34:47 | so it's called terminal leave
34:48 | So they might have 30 60 90 days
34:52 | of where they're still essentially I don't wanna call it paid vacation
34:56 | but it's- get out early paid vacation
34:58 | So they've got again an opportunity to get out and maybe not need
35:02 | to make killer money month one month two you know month three
35:06 | as they're kinda learning the ropes
35:08 | Um but other stuff like that we're just not I don't
35:13 | I don't see a big diff- big spot other than uh SkillBridge-
35:17 | that's out there for people to take advantage

[35:20] 🤝 PE Assist and Other Support Programs

35:20 | Um working with PE Assist w- well we're out there
35:24 | talking to military people anyways so they might not even get a
35:27 | One thing that can happen is their commander says "We need you
35:31 | I need you till day o- till your last day." But now
35:35 | they've at least heard about the company they wanna go work for
35:38 | They they've done the research
35:39 | They they they know they're out in 6 months
35:41 | so they're studying you know what a sales pitch is
35:45 | We've got 'em on D2D or we got
35:47 | 'em on some kind of training program you know um that we can
35:51 | that we can share with them and get get them prepared
35:53 | and get them excited
35:54 | So other than SkillBridge I'd say PE Assist
35:59 | is the o- the best program
36:02 | But no I can't I can't claim that yet but I hope to someday
36:05 | I hope to be on their top 10
36:06 | uh companies that that that are having people come out
36:10 | uh of the industry
36:12 | Uh we're partnered up with a few of the nonprofits
36:15 | that help people get out but they're not employers- Yeah
36:19 | um that have a program
36:21 | They're just partnering with the SkillBridge opportunity um to get out the information
36:26 | um to to supply extra support mostly for the the military people
36:31 | And it does- doesn't seem like there's a lot that helps employers
36:36 | you know how to capitalize on that opportunity

[36:38] 👏 Appreciation and Call to Action

36:38 | Well man Dan I really wanna thank you
36:40 | for coming on
36:41 | I think this is a a great topic
36:43 | And like I said you know uh at the beginning labor
36:46 | is always something that comes up and I think is a challenge
36:49 | especially for you know we deal with a lot
36:51 | of small to mid-size companies at Roofr and I think that growth stage
36:56 | for a lot of companies one of the biggest challenges
36:59 | is finding good people right
37:00 | It tends to be a revolving door for a little while
37:04 | till you find the right people and get them in the right places
37:06 | And so uh you know a great opportunity here I think to
37:11 | to get some really capable people um you know working with with you guys
37:16 | And uh love that you guys are kinda bridging that gap and
37:20 | and allowing you know helping contractors get access to the program and helping
37:25 | you know with the placement of of some of these military folks
37:27 | So really appreciate uh everything you guys are doing
37:30 | and uh hats off to you guys for all the hard work
37:33 | And hopefully we've got some contractors listening that wanna join the program here
37:38 | and and be part of this
37:39 | And uh you know with Ve- like you said with Veterans Day
37:42 | coming up a great opportunity to kinda jump on this
37:44 | and and get ready to go for next year
37:46 | and maybe grab some interns and help grow your business
37:49 | So uh again thanks again J- uh Dan for jumping on
37:52 | If you guys need to get in touch with Dan again
37:54 | remember it's pe-assist.com dan@pe-assist.com
38:00 | His number's on there as well uh if you guys wanna shoot him
38:02 | a phone call
38:03 | So uh thanks Dan I appreciate you coming on man
38:06 | Thank you so much Pete
38:07 | I appreciate you too
38:08 | All right
38:09 | Well thank you everybody for listening and uh hopefully
38:11 | you guys got some good stuff out of this
38:13 | and we will see you next time on The Roofr Report
38:16 | Thanks everybody
38:17 | Hey everybody thank you for listening
38:19 | Check us out next time on The Roofr Podcast
38:21 | But until then be sure to like us subscribe to us
38:25 | and check out all our other episodes on YouTube and Spotify

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