Through this process, employers gain access to a natural recruitment pipeline of the best and brightest transitioning military talent, while gaining a deeper understanding of the veteran labor market. This week, he completed his Fellowship with Standard Energy Solutions , where his experience coordinating and ensuring personnel and operational readiness has proved highly transferable to managing inventory and tracking project completion, and leading a cohesive and highly effective team.
He will continue to apply his extensive operational management experience as Branch Manager in Richmond, VA, as the company continues to grow and expand across the region.
He supports a range of development and pre-construction activities including site selection, due diligence, environmental permitting, site assessments, and preliminary budget development. Rob hopes to leverage his military experience and eventually transition into a leadership role in the solar industry. With the solar industry growing by leaps and bounds, Rob looks forward to what lies ahead for his career. He joined the fellowship program after a long and successful career in the U.
Air Force. The fellowship allowed him to move back home with his family near Saratoga, New York and take on a leadership role at Core Development Group, a turnkey solar developer that manages commercial and utility-scale projects. The Program Manager will then share candidate resumes for your review. Interview fellowship candidates. Companies should independently set up interviews with fellowship candidates for roles where they have an open requisition by the deadline provided by the program managers.
Candidates typically interview with several employers. Remember that you are competing with other employers and other industries for talent, so it is best to complete your interviews early! Fellowship matching process. Recruiting, retaining and developing human capital, while imbuing the expanding workforce with the mindset that it is still day one, is no simple task in the technology space.
Within the tech industry, specialists in the science, technology, engineering and mathematics fields are scarce and in high demand. Attracting the best in the human resources, marketing, program management and procurement disciplines is also fiercely competitive. Dialogue with my director touched on tasks related to each. Amazon seeks to draw and develop employees who share these principles:.
If these leadership principles seem a lot like the core values of military personnel, they are. The parallels are not lost on Amazon recruiters, either, as they develop comprehensive initiatives to attract, recruit and develop military talent. Our culture is fast-paced, and our leaders are given a lot of ownership to make business decisions.
This makes for a natural fit for military leaders, where they can also find a strong sense of belonging with their peers. In response, DOD and its branches of service developed relationships with companies in the military-industrial complex that could help fill the void that military and civilian curricula could not fill, and could host officers for training assignments. Ideally, these cohorts will be strategically placed in follow-on assignments that make the most of their newly acquired higher-level managerial techniques and in-depth understanding of private-sector business methods to help the government collaborate and conduct business with industry more effectively.
For a U. For example, military fellows assigned to Amazon are exposed to a commercial business culture that shuns PowerPoint presentations in favor of narrative white papers.
This approach enables near-real-time informed decisions and cuts out unnecessary information that slows down decisions. The content of white papers is often dense, heavy on business analytics and light on anecdotal material. Consequently, military fellows assigned to Amazon tend to return to the government with expertise in presenting actionable information.
These mutually beneficial exchanges are expanding and evolving as both officers and enlisted personnel participate in fellowships with corporations in the world of technology beyond the confines of the military-industrial complex. The intent is that the fellowships be exchanges, with industry partners scheduled to send participants to government agencies.
Application Requirements Applicants are evaluated on their technical and professional excellence, character, commitment to public service and academic achievement. Skip to main content Press Enter. John S. The Hudson Fellowship will begin in August In addition to the U. Navy's Selection Board, a final screening and approval by the University of Oxford is required. Applicants for the Hudson Fellowship must include a 2-page research proposal with their application.
Service Obligation: Per reference a , Hudson fellows incur a service obligation that is three times 3x the number of months of the Fellowship. Hudson Fellowship tours are normally months. The URL Hudson Fellow will serve at least one utilization tour in a validated naval strategist billet on a major N5 or J5 staff as soon as possible, but not later than the second subsequent shore tour.
Secretary of Defense Executive Fellows SDEF : This program provides a venue for exceptional officers to experience innovative business practices within the nation's leading business enterprises. Military fellows from each of the Services are paired with senior executives in various companies known for their willingness to challenge and adapt their business practices.
A successful SDEF tour, combined with any previous or future master's degree from an accredited university, will satisfy the in-residence graduate education requirement for future unrestricted line flag officers.
Fellowships will begin in July Service Obligation: Per reference b , SDEF graduates incur a service obligation that is three times 3x the number of months of the fellowship.
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