How SOTF empowers America’s elite veterans to strengthen the construction workforce
BY ELSBETH RUSSELL
When U.S. Army veteran Gareth Gorman made the leap from a decorated military career into civilian life, he knew the transition wouldn’t be easy.
What he didn’t expect was that the organization guiding him through that transformation — the Special Operators Transition Foundation (SOTF) — would eventually become his new professional home.
A 21-year retired Green Beret, Gorman went through the program as a fellow before becoming SOTF’s partner engagement specialist and working to engage with potential donors.
Gorman’s story is emblematic of what makes SOTF a powerful force in workforce development. Their mission? To walk with members of the U.S. Special Operations Forces — SEALs, Rangers, Green Berets, Delta Force and others — through the daunting journey from elite military service into purpose-driven civilian careers, including construction.
And in doing so, they’re helping to fill a critical labor gap in one of America’s most essential industries.
A Sector in Crisis
It’s no secret: The construction industry is facing a workforce crisis. As AGC of America has long advocated, recruiting and retaining talent is one of the top challenges facing contractors nationwide. This shortage is intensified by an aging workforce, rapidly evolving technologies and a pressing need for leaders who can adapt, problem-solve and deliver results under pressure.
That’s where SOTF comes in.
“We have a whole pool of talent that has done some amazing things and needs just a little bit of tweaking to get into the construction field,” said Gorman. “We have engineer Green Berets who have built giant facilities quickly and with precision. They’d love to do it again; this time in the private sector.”
What Makes SOTF Different
Founded in 2013, SOTF is uniquely tailored to elite service members. Entry into the program is exclusive — only open to those who have served in U.S. Special Operations — and participation is capped to ensure individualized attention.
According to SOTF Director Kerry Black, “Every single fellow we work with receives executive coaching, personalized career strategy and an average of $6,500 in services. And it’s completely free for them.”
The program unfolds in four comprehensive phases:
- Phase One involves behavioral and psychometric assessments to help fellows understand their own leadership style and potential outside the military.
- Phase Two focuses on skill translation — refining resumes, crafting LinkedIn profiles (often their first) and preparing for corporate language and expectations.
- Phase Three is about narrowing career targets and preparing for specific opportunities through mock interviews and direct coaching.
- Phase Four — perhaps most critical — ensures placement and continued support, including “100 days of first-day support,” which often extends well beyond.
SOTF isn’t just a career pipeline — it’s a mentorship ecosystem.
“Even after they land a job, we’re there,” Black emphasized. “Sometimes a year later, a fellow might say, ‘I’m struggling to find my next step,’ and we reopen the network for them.”
The results speak volumes. In 2024, the average starting salary for SOTF fellows was $143,000. For Q1 of 2025, that figure had risen to $151,000.
Real Impact in Construction
One standout story of SOTF’s impact in construction comes from New Jersey-based Maven Roofing and Exteriors, a residential roofing contractor. Founder Amanda Veinott, a seasoned entrepreneur with deep roots in veteran transition programs, was looking for the right person to help her launch her newest company. That’s when she came across the resume of TJ Hopkins.
“I’ve seen hundreds, if not thousands, of resumes of transitioning people,” Veinott said. “Within five seconds of reading TJ’s, I knew I’d found the person I needed to be my right hand. He could take a high-level concept and execute it flawlessly.”
Hopkins, a recently retired First Sergeant and Special Forces Operations NCO, had also gone through SOTF. Initially skeptical about joining the construction world — “I told her, ‘No, I don’t like construction,’” he recalled with a laugh.
Hopkins ultimately became Maven’s chief operating officer, a role Veinott describes as production leadership, where Hopkins oversees everything after the contract is signed.
“I feel like the only thing he hasn’t done is bookkeeping,” Veinott said with a laugh.
Their collaboration is a case study in cooperation. “I wish more guys from SOTF wanted to move to New Jersey,” Veinott said. “I’d hire them all.”
More Than Just a Job
The core of SOTF’s philosophy is that a meaningful postmilitary life shouldn’t be about just landing a job — it should be about launching a career.
“These individuals aren’t just great soldiers,” said Black. “They’re complex problem solvers, proven leaders and elite decision makers. The only thing they often lack is the business acumen or the civilian vocabulary — and that’s where we come in.”
That sentiment was echoed by Hopkins. “I didn’t necessarily know how my skill sets were going to translate to the civilian community. When I put my resume down, it doesn’t exactly mirror up with what [businesses are] looking for, for certain jobs, but they understood more about how skills translate.”
Hopkins’ story isn’t unique. Fellow alumni are working across sectors: construction, technology, finance, logistics, even sales.
“It helps that they’re trained in negotiations,” Veinott added. “I joke all the time that I would love to have a sales team of special forces guys because it would be unmatched, but it’s true.”
A Call to the Construction Industry
As the construction world looks to diversify its workforce, improve leadership pipelines and meet increasing demand, tapping into veteran talent isn’t just patriotic — it’s pragmatic.
Gorman put it plainly: “If you’re having a hard time finding the talent you want, we may have it. Chances are, we do.”
Best of all, there are no strings attached. SOTF receives no commission from employers and never pressures companies or candidates into placements.
“If you get someone through the SOTF program, you can bet they wanted to be there,” Gorman said. “That goes a long way.”
Black agreed. “We’ve had so many success stories — especially in construction. From roofing companies like Maven to modular construction firms in Alabama and stabilization companies in North Carolina — our fellows thrive in these roles.”
Whether it’s a SEAL team veteran managing multimilliondollar logistics in a disaster zone or a Green Beret orchestrating timelines on a complex build, the transition from battlefield to building site is not only possible — it’s a powerful win-win.
How to Get Involved
SOTF is always looking for new partners in construction.
“If you are looking for top-tier talented leaders, give us a call or contact us at SOTF.org,” Gorman advised. “We can easily link them in, and we have fellows that want to go everywhere throughout the country.”
Even if there isn’t a fellow in your area today, SOTF maintains a nationwide network of candidates eager to contribute. “
Just open up the relationship,” Gorman advised, “because even if you don’t have somebody right now in their area, just knowing that they’re looking for people, you guys can stay in touch.”
TO LEARN MORE OR BECOME A HIRING PARTNER, VISIT WWW.SOTF.ORG.