A Skills-Gap Solution Hiding in Plain Sight

When most pest management companies consider their hiring challenges, they focus on familiar solutions: job boards, referral programs, increased wages. But there’s a talent pool perfectly suited for this industry that many companies overlook: military veterans and their spouses. 

The hands-on, problem-solving nature of pest control work can be fulfilling and aligns well with the skills developed in military service. And that includes military spouses, whose adaptability, management skills, and ability to handle pressure are traits our industry is looking for. 

We know that military experience offers skills that align remarkably well with pest management needs. Yet many companies haven’t developed systematic approaches to attract this talent. That’s a missed opportunity that forward-thinking competitors are already seizing through programs like NPMA’s Military Hiring Program and PestVets. 

Skills That Matter Most 

Problem-solving under pressure becomes second nature when you’ve been trained to assess threats, develop action plans, and execute solutions in high-stakes environments. A technician identifying entry points, determining pest pressure levels, and recommending treatment protocols uses the same analytical framework a service member applies to mission planning.  

When Lt. Col. (Ret.) Jacob Kulzer completed his 21-year military career, including service as a field artillery officer and civil military operations leader in Iraq, he brought these problem-solving skills to Ecolab. Today, he is the vice president of operations for North America, leading 3,000 associates across 200,000 locations. His success demonstrates what veterans can achieve in pest management. His recent recognition as the 2025 David Cooksey PestVet of the Year by NPMA’s PestVets Council acknowledges both individual excellence and the broader value veterans bring to the industry. 

Attention to detail separates adequate pest control from exceptional service. Military training emphasizes precision in everything from equipment maintenance to mission execution. Veterans understand that thoroughness isn’t perfectionism—it’s professionalism. They conduct complete inspections, follow treatment protocols exactly, and document work accurately because cutting corners isn’t in their vocabulary.  

Reliability and accountability matter profoundly in an industry where missed appointments damage reputations and cost revenue. Military culture emphasizes punctuality, follow-through, and mission completion. Veterans understand that showing up on time isn’t just a professional courtesy; it’s fundamental to success. This reliability extends to following safety protocols, maintaining equipment properly, and completing documentation thoroughly.  

Trent Kucherka, board-certified entomologist with Veseris, understands this firsthand as a military intelligence officer.  

“As a service member myself, I know how important it is to have resources and support to prepare for life after the military,” he explains.  

Customer service excellence surprises many employers who don’t associate military service with interpersonal skills. Yet veterans have extensive experience working with diverse populations in stressful situations, often crossing cultural and language barriers. They’ve learned to maintain professionalism under pressure, communicate effectively with people from all backgrounds, and de-escalate tense situations. When a customer is upset about a pest problem, these skills prove invaluable.  

Leadership capability accelerates career advancement. Veterans often move quickly into supervisory and management positions because they’ve already proven their ability to lead teams, manage resources, and accomplish objectives under challenging conditions. They understand how to motivate diverse teams, delegate effectively, and maintain accountability. For growing companies, this leadership pipeline is invaluable. You’re not just hiring technicians; you’re hiring future managers and executives. 

Adaptability and learning agility define military experience. Service members constantly face new challenges, environments, and technologies. They’ve mastered the art of learning quickly and applying new knowledge immediately. This adaptability means veterans excel during training periods and continue developing throughout their careers.  

The Military Spouse Advantage 

Military spouses bring equally valuable but often overlooked capabilities. Years of managing households during deployments, navigating frequent relocations, and maintaining careers across multiple states develop exceptional organizational skills, resourcefulness, and emotional intelligence. 

Flexibility and resilience define the military spouse experience. Spouses have mastered working effectively despite disrupted routines, unexpected challenges, and changing circumstances. In pest management—where weather affects schedules, customer emergencies arise unexpectedly, and seasonal demands fluctuate—this flexibility is essential. 

Communication and relationship-building skills develop through years of creating new professional networks, establishing household services in unfamiliar locations, and advocating effectively across various systems. These skills translate directly to customer relationship management, team collaboration, and business development. 

Strong work ethic and commitment characterize military spouses who’ve maintained career progression despite geographic instability. When they find employers who value their contributions, they demonstrate exceptional loyalty and dedication. They understand what supportive employment means and reciprocate accordingly. 

The Business Case Beyond Skills 

Individual capabilities tell only part of the story. Veterans and military spouses also bring operational benefits that can improve your bottom line, including: 

Lower turnover rates: Veterans typically demonstrate higher job retention than average hires. They understand commitment, appreciate stable employment, and seek long-term career opportunities rather than temporary positions. Military spouses, once they find supportive employers, show similar loyalty. Reduced turnover means lower recruitment costs, preserved institutional knowledge, and consistent customer service quality. 

Faster training curves: Military personnel learn quickly and follow procedures precisely. They’re accustomed to technical training, understand the importance of compliance, and take certification requirements seriously. What might take civilian hires weeks to master, veterans often grasp in days. This efficiency reduces training costs and accelerates productivity.

Safety consciousness: Veterans bring ingrained safety awareness from military service. They understand that proper protective equipment isn’t optional, that shortcuts create hazards, and that safety protocols exist for critical reasons. This mindset reduces workplace accidents, workers’ compensation claims, and associated costs.

Technology adoption: Modern military service involves sophisticated technology, from GPS navigation to complex information systems. Veterans typically adapt comfortably to the digital tools transforming pest management, such as routing software, mobile reporting applications, and data analytics platforms. They view technology as enabling rather than threatening, facilitating smoother implementation of new systems.

Values alignment: Both military service and pest management share a fundamental mission: protecting people and communities. Public health officials attribute much of our modern quality of life to better sanitation, better pharmaceuticals, and better pest control. For veterans accustomed to serving a higher purpose, this mission-driven work provides the same sense of meaningful contribution they experienced while in uniform. This values alignment drives engagement, performance, and retention. 

The hands-on, problem-solving nature of pest control work can be fulfilling and aligns well with the skills developed in military service. And that includes military spouses, whose adaptability, management skills, and ability to handle pressure are traits ourindustry is looking for.

Practical Steps to Build Recruitment 

Success in veteran recruitment doesn’t happen by accident. It requires intentional strategy and consistent execution. Here’s how to build an effective program. 

Start by looking inward. Your best recruiting assets may already be on your payroll. Conduct an internal audit to identify veterans and military spouses currently employed by your company. Many companies are surprised to discover they already employ military-connected individuals who never mentioned their background because they weren’t asked or didn’t think it was relevant. 

Create opportunities for these employees to self-identify through voluntary surveys, in casual conversations during team meetings, or by adding optional military service fields to human resources (HR) records. Make it clear you’re asking because you value their experience and want to leverage it for recruitment, not for any compliance or tracking purpose that might make them uncomfortable. 

Turn veterans into ambassadors. Once identified, your veteran and military spouse employees become your most credible recruiters. They speak the language, understand the concerns of transitioning service members, and can authentically describe what working for your company means. Their testimonials carry far more weight than any corporate recruiting message. 

Feature these employees in your recruiting materials, on your careers page, in job postings, at hiring events, and on social media. Let them share in their own words what attracted them to pest management, how their military skills transferred, what surprised them about the industry, and why they’ve stayed. Video testimonials are particularly powerful, but even written profiles can create connection. 

Create a veteran employee resource group or informal network where military-affiliated employees can connect, share experiences, and coordinate recruitment efforts. These groups often develop creative recruitment strategies that HR departments would never consider because the participants understand both military culture and your company’s authentic selling points. 

Develop a veteran-specific employee referral program. Standard referral bonuses often fall flat with veteran recruitment because the networks don’t overlap naturally. Create enhanced incentives specifically for referring veterans or military spouses, such as higher bonuses, recognition programs, or other meaningful rewards. Make it clear you’re actively seeking these referrals and explain why. 

Your veteran employees maintain connections to military communities that civilian employees simply don’t access. When they know you genuinely value veteran hiring and will treat their referrals well, they’ll activate these networks.  

Partner strategically with military organizations. Connect with local veteran service organizations, military installations’ transition assistance programs, and military spouse employment networks. These organizations exist specifically to facilitate veteran employment but often lack awareness of opportunities in pest management. 

Build relationships with career counselors at nearby military bases. When service members begin transition planning, these counselors guide them toward career options, but they can only recommend industries and companies they know about. Regular engagement, facility tours, and information sessions make pest management visible to transitioning service members who might never otherwise consider it. 

Participate in military hiring events and job fairs, but approach them strategically. Simply setting up a booth accomplishes little if your representatives can’t speak credibly about veteran employment. Send your veteran employees to these events whenever possible; they’ll have more substantive conversations and make stronger connections than recruiters without military experience. 

Optimize your job postings for veteran audiences. Many veterans struggle to translate military experience into civilian job qualifications. Your postings should explicitly connect military skills to job requirements. Instead of requiring three years of “customer service experience,” for example, you might specify “experience working with diverse populations in high-pressure situations, military service strongly preferred.” 

Highlight mission-driven aspects of the work. Veterans often seek meaning, not just paychecks. Emphasize how pest management protects public health, serves communities, and makes tangible differences in people’s lives. This messaging resonates far more than salary alone. 

Include clear statements welcoming veterans and military spouses. Add your PestVets affiliation prominently. List your SkillBridge participation if applicable. These signal to veterans that you understand their value and have infrastructure to support their transition. 

Create veteran-friendly interview processes. Train hiring managers to recognize how military experience translates to civilian competencies. A logistics coordinator managed supply chains in challenging environments. A squad leader has extensive personnel management experience. Help interviewers ask questions that allow veterans to demonstrate relevant capabilities even when their experience doesn’t match civilian job descriptions exactly. 

Consider including veteran employees in interview panels when hiring for positions where you’re actively seeking veteran candidates. They help translate between military and civilian contexts, making both interviewers and candidates more comfortable. 

Build onboarding that acknowledges transition challenges. Veterans and military spouses need different onboarding support than civilian hires. They may struggle with more casual work environments, need help decoding unwritten civilian workplace norms, or require guidance on terminology differences. Pairing new veteran hires with veteran mentors, those ambassadors you identified earlier, dramatically smooths this transition. 

Be explicitly clear about expectations, feedback processes, and advancement pathways. Military culture provides structure that civilian workplaces often leave ambiguous. Veterans perform better when they understand exactly what success looks like and how to achieve it. 

Maintain connections with SkillBridge and other pipeline programs. Don’t treat participation in the Department of Defense’s SkillBridge program as transactional. Build ongoing relationships with transition assistance programs, maintain consistent participation, and stay engaged even when you’re not actively hiring. This consistency builds a good reputation and ensures you’re top of mind when strong candidates emerge. 

Report success stories from your SkillBridge participants and veteran hires back to military organizations. When they see proof that pest management careers work well for transitioning service members, they’ll recommend the industry—and your company—more actively. 

Taking Action 

The pest management industry needs skilled professionals. Veterans and military spouses need meaningful civilian careers. The infrastructure connecting these needs, PestVets, SkillBridge, and military-specific recruiting resources already exists. What’s required now is company commitment. 

Contact NPMA’s Workforce Development team to discuss PestVets participation and SkillBridge opportunities. Connect with existing PestVets companies to learn from their experiences. Designate someone internally to champion veteran recruitment and integration, ideally a veteran employee who understands both military and company cultures. 

As Kulzer’s trajectory demonstrates, the skills and dedication that make someone an excellent service member translate directly into excellence in pest management. In an industry built on protecting public health and safety, veterans and military spouses can find a natural fit for their talents and an opportunity to continue serving their communities in a new, equally important way.