No More Guessing.
No More Performative Programs
In 2025, EO 11246 was pulled.
Some organizations paused. Some assumed enforcement would slow. Some disengaged.
That assumption was wrong.
But here's the reality that federal contractors are facing right now:
VEVRAA and Section 503 didn't go anywhere
Your core obligations under these regulations remain fully intact and enforceable.
OFCCP is still auditing and still asking tough questions
Audit activity hasn't slowed down, and compliance scrutiny remains sharp across all jurisdictions.
Veteran and disability outreach remains a requirement
This isn't optional or discretionary. It's a documented, measurable compliance obligation that impacts contract eligibility.
Don't skim the rulebook.
Watch what actually matters
Two practical sessions
One focused on compliance. One focused on hiring.
No theory. Just hard truth, real tactics, and next steps.
These aren't corporate talking points or recycled conference presentations.
These are tactical briefings from practitioners who work inside audit prep, AAP programs, veteran strategy, and inclusive hiring systems every single day.
They know what questions compliance teams are asking, what challenges talent acquisition keeps facing,
and where the real friction lives between policy and practice.
What Still Matters
in 2026
Presented by:
Rob Arndt
(BufferSprings)
&
Meaghan Walls
(Center for Disability Inclusion)
This session breaks down the post-11246 landscape in plain language.
It's not a law school lecture or a compliance theory workshop.
It's a tactical conversation between two people who work directly inside audit prep, AAP development, and cross-functional workforce strategy. We see where systems hold up and where they fail.
What you'll learn:
- What's actually changed since EO11246 was revoked, and what hasn't moved an inch
- Where OFCCP's current focus really is, based on recent audit activity and enforcement patterns
- Why self-ID rates and weak documentation are getting flagged during compliance reviews
- How to close the gap between DEI initiatives and compliance requirements, instead of building separate programs that compete or cancel each other out
Mission Critical:
Beyond Box-Checking
This is the webinar that sparked calls from HR execs, TA leaders, and compliance directors across industries. Rob breaks down why most "veteran-friendly" efforts don't retain talent, how underemployment shows up in every part of the business, and what it takes to finally build a hiring system that performs beyond the first ninety days.
"Compliance is rented. Culture is owned."
What you'll learn:
- The unfiltered truth about veteran and military spouse employment data that doesn't make it into press releases
- Why low unemployment rates hide high underemployment problems that hurt retention and referrals
- What happens when TA teams mismatch roles and experience, creating turnover nobody planned for
- How to spot the silent failures that hurt retention, damage credibility, and kill internal referrals before they start
Start With The Tools
That Spark Action
This isn't a download-and-forget bundle.
It's five carefully built resources designed to help you ask smarter questions, spot internal gaps,
and rally the right people around what matters most in 2026.
When you're ready to build deeper systems, we'll help you do it right.
2026 QuickStart Guide for federal contractors
Audience: Cross-functional Compliance, TA, HR, DEI, Legal
What it is: A no-fluff briefing on what changed, what didn't, and what still applies under VEVRAA and Section 503 in 2026. Built to get your internal teams aligned fast.
How to use it: Circulate it internally. Open a team meeting with it.
Use it as a benchmark to check whether your current approach holds up under scrutiny.
VETS-4212 Reality check Worksheet
Audience: AAP teams, compliance, HR business partners
What it is: A guided worksheet that helps you review your past 2–3 years of VETS-4212 submissions with audit awareness, not just as a formality.
How to use it: Print it. Fill it out.
Use it as the basis for a discussion between compliance, TA, and whoever signs off on filings.
If it raises questions you can't answer confidently, you know who to call.
SkillBridge Fast Start Brief
Audience: Talent Acquisition and HR teams
What it is: A clear and concise explainer on how to get a SkillBridge program up and running in a way that supports hiring, outreach, and compliance. No fluff.
How to use it: Use this to brief your team, bring it to your next workforce planning meeting, or keep it on hand when someone says, "We should look into that SkillBridge thing."
Federal contractor Leadership Briefing Page
Audience: Executives, DEI leads, TA/HR/Compliance directors
What it is: A one-page document designed to clarify who owns what across your military and disability hiring efforts, and to tee up the internal conversations that most orgs keep avoiding.
How to use it: Drop it into your next leadership meeting packet or strategy session.
Use it to expose where gaps in ownership or visibility are holding your efforts back.
Federal Contractor Success Metrics Checklist
Audience: Program owners, HR leadership, DEI stakeholders, COOs
What it is: A simple yet strategic scorecard to help you evaluate how you're measuring veteran and disability hiring performance beyond headcount.
How to use it: Use this during quarterly reviews or annual planning.
It tells you whether your program is performative or built to last, and what to fix next.
Built in the real world.
Proven where it matters.
Every story here started with the same challenges you're facing:
Scattered ownership, confusing outreach, weak documentation, and poor conversion.
These aren't feel-good case studies.
They're hard-earned results from federal contractors who chose to get serious.
If you don't assign ownership to every step of the process,
your best candidates won't wait around for you to figure it out.
What we uncovered
Hiring managers weren't trained on military translation or disability inclusion.
Outreach partners weren't being tracked or evaluated.
Self-ID participation was flat due to mistrust.
What we builT
Realigned local sites with a central strategy and playbook.
Embedded SkillBridge pilot programs at high-need locations.
Facilitated audit prep and outreach documentation.
Activation Phase
Activated ERGs with specific roles tied to retention and referral support. Provided direct coaching to hiring managers across regions.
Results Phase
Veteran hiring became structured, not situational.
ERG and TA integration increased self-ID.
Sites passed audits while building trust with military candidates & staff.
BufferSprings Case Study 2:
Multisite National Employer
The Challenge:
They had the size, the funding, and the will to improve. But veteran and disability hiring efforts were fragmented across regions and business units. Multiple brands, multiple platforms, no centralized accountability. ERGs had energy but lacked structure. Audit documentation was inconsistent, and SkillBridge efforts kept stalling.
BufferSprings Case Study 3:
Global Manufacturing Company
The Challenge:
They had top-tier resources and a clear DEI commitment, but no functional connection between veteran hiring, outreach, compliance, and business outcomes. DEI held the banner. TA held the jobs. Compliance held the data. Nobody held the system.
What we uncovered
Military and disability efforts were operating without shared KPIs.
Outreach documentation varied by team and region.
Internal champions existed but weren't empowered.
What we builT
Delivered stakeholder interviews and an org-wide VISION™ audit. Built a roadmap with aligned goals across DEI, HR, AAP, and Talent. Identified gaps between stated intent and lived employee experience.
Outcomes
Internal teams aligned on one system, one direction, and shared metrics. Outreach, compliance, and inclusion efforts stopped competing for airtime. Veteran retention became measurable and owned.
You don't need more downloads.
You need alignment.
These results didn't come from templates or off-the-shelf solutions.
They came from hard conversations, honest assessments, and systems built to last.
In a world where VETS-4212 data is publicly searchable, alignment is no longer internal housekeeping. It is leadership.
When you're ready to move from scattered effort to real traction, BufferSprings is ready to help.
Use what moves
your team forward
The Starter Pack isn't a marketing giveaway.
It's a practical set of tools that show you where your systems stand.
If it gets your team aligned and moving, great.
If it reveals gaps you can't solve alone, we're here to help.
Download the tool kit
What you get:
A single ZIP file with five tools, each labeled by audience and use case. They're clean, ready to use, and built to open up real conversations across your team.
Why it matters:
These resources were created for cross-functional teams.
They're not templates. They're signal checks.
Use them to test what's working and what's not.
align your veteran and disability
hiring with compliance reality
Whether you're just starting to understand your VEVRAA and Section 503 obligations, or you're deep into audit prep and need expert guidance,
BufferSprings brings the practical experience federal contractors need.
What makes
BufferSprings different?
We're a Service-Disabled Veteran-Owned and Operated Business that understands both sides of the equation. We have led audit prep, rebuilt fragmented hiring systems, and aligned compliance with operational performance across industries from biotech to defense, manufacturing to healthcare.
We do not sell optics. We build systems that connect compliance, culture, and business outcomes.
When you work with BufferSprings, you get:
- Real-world experience across audit prep, AAP development, and hiring strategy
- Cross-functional alignment that gets Legal, HR, TA, and DEI on the same page
- Tools and frameworks you can actually use, not generic templates
- Honest assessments that tell you what's working and what's not
The contractors who succeed in 2026 won't be the loudest ones with the most resources or the biggest budgets.
They'll be the ones who build systems that align compliance with culture, who train their people properly, and who measure what matters.
Are you ready to be one of them?
If you need help strengthening what the tools reveal, schedule a working session.
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