Chris Hallberg and Michael Kracyla with military operators and civilian hires in front of an American flag

We place elite military veterans to solve your leadership issues.

See how Business Sergeant can solve your leadership issues.

+ get a free $2,500 call with Inc. Magazine's #9 leadership coach.

Chris Hallberg, ranked #9 on Inc.com's Top 50 Leadership and Management Experts

Ranked #9 on Inc.com's Top 50 Leadership & Management Experts.
Author, The Business Sergeant's Field Manual.
100+ leadership teams graduated through his programs.
20+ years coaching executives and scaling companies.
Army National Guard Staff Sergeant veteran.

Free Strategy Call

Stop wishing for great leaders.Start hiring them.

Fifteen minutes with the people who put Special Operations leaders into businesses like yours. You will leave knowing whether a veteran operator is the answer to your problem, what that seat looks like, and what it costs.

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Fifteen minutes. No pitch. A straight answer about whether we can help.

As seen in

The Problem

Your company doesn't need another consultant. It needs a commando.

Traditional recruiting gives you resumes. We give you operators who've already done the job.

Your team is underperforming. Turnover is bleeding you dry. You’ve paid for training that changed nothing.

What if your next hire actually delivered?
What if they actually stayed?
What if they already had the skills your expensive training was supposed to teach them?

That’s what veterans bring. Discipline. Leadership. Accountability. They don’t need hand-holding. They get it done. That’s the difference between hiring someone who says they can lead, and someone who has.

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A military veteran leading a discussion at a conference table with a diverse team

Where it breaks

Four places companies break. An operator fixes all four.

The leadership layer fails in a small number of predictable ways. We have placed against every one of them. On the call we will tell you which one you are actually looking at, because most owners can feel that something is broken without being able to name which part, and you cannot fix a problem you cannot name.

People

You would not rehire your own leadership team if every seat were empty tomorrow. You know which ones. An operator does not arrive needing to be taught what a standard is, which is why the seat stops being the problem within a quarter rather than a year.

Accountability

Your leaders need chasing, and nobody on the team tells each other the truth when the conversation gets uncomfortable. Accountability is not a personality trait. It is a standard somebody holds, and holding it under pressure is the job military leaders have already done.

Owner Dependence

The business could not run for thirty days without you. That is the cleanest test of whether you built a company or bought yourself a job. Operators are trained to act on intent rather than instruction, so decisions stop routing back through you.

Execution & Resilience

The team does not accomplish what it commits to, and it gets louder under pressure instead of sharper. Plenty of companies look fine on a calm week. Pressure is the audit, and it is the exact condition these candidates were selected in.

What you get

Not a resume. An operator.

Traditional recruiting hands you a stack of candidates and calls it a shortlist. Here is what is different, and it is worth knowing before the call rather than during it.

A seat, defined before a search

We work out what the role actually has to fix before anyone goes looking. Half of the bad hires we get called about were bad seat definitions, not bad people.

Vetted by Special Operations personnel

Every candidate is personally vetted by people who selected and led in that world. Not screened against a keyword list. Assessed by someone who knows what the standard is because they held it.

Leadership already proven under pressure

These are people who have led teams where the cost of getting it wrong was not a missed quarter. The discipline, the accountability and the calm are not things we will train into them later.

A straight answer, including no

If a veteran hire is not the fix for your company, we will say so on the call. We would rather tell you that than place someone who fails, and it is the reason our placements stay.

Who it is for

Owners who are done waiting for the team to catch up.

Book the call if

Every decision routes back through you, and you are the bottleneck at the top of the bottle.
You are chasing commitments your leaders made and did not keep.
There is somebody on the team you know is wrong for the seat, and you have known it for months.
Growth is coming and you are quietly unsure the current team can carry it.

Do not book if

You are looking for a course, a workbook, or a motivational session. That is not what this is and not what we sell.
You want somebody to tell you the team is fine. We will not, and you would not be reading this if you believed it.
You have no intention of changing who sits in the seats. A conversation about hiring is only worth the price of acting on it.

Business Sergeant places elite military veterans into businesses to solve their leadership problems. Every candidate is personally vetted by Special Operations personnel. The call exists because the decision to put an operator in a seat is not one anybody should make off a website, and fifteen minutes is usually enough to know.

Questions

Before you book.

Fifteen minutes. You tell us what is going on in the business and which part of the leadership layer is costing you. We tell you straight whether an operator is the answer, and if so, what kind of seat it is. No deck, no pitch.

It is a conversation about whether we can help, and sometimes the answer is no. If a veteran hire is not the fix for your company we will tell you on the call. We would rather do that than place someone who fails.

It depends on the seat, and we will give you a real number on the call rather than a range on a web page. What we can say up front is that these are full-time leadership hires, not contractors and not a coaching engagement.

Every candidate is personally vetted by Special Operations personnel. That means assessed by people who selected and led in that environment, against the standard they held themselves, rather than screened against a keyword list by a recruiter.

We will give you a realistic timeline on the call once we know what the seat has to do. Defining the seat properly is the part that decides whether the placement holds, so we do not skip it to move faster.