VBE Certification for Staffing & HR Services Companies

For businesses that are at least 51% owned by one or more veterans.

Staffing and HR services is a massive market where diverse suppliers are actively sought. Here's why certification matters:

Corporate Staffing Mandates: Fortune 500 companies routinely include diverse staffing supplier requirements in their Managed Service Provider (MSP) and Vendor Management System (VMS) programs. Without certification, you may be excluded from corporate staffing vendor lists entirely.

Federal Staffing Contracts: The federal government is a major purchaser of temporary and contract staffing services, with set-asides for 8(a), WOSB, SDVOSB, and HUBZone firms across multiple agencies.

SIA Recognition: Staffing Industry Analysts publishes an annual Diversity-Owned Staffing Firms list. In 2024, 223 firms were recognized. Being on this list and holding certifications increases visibility with large corporate and MSP buyers.

MSP/VMS Access: Most large corporations use MSPs (like Allegis, Hays, or Kelly) and VMS platforms (Fieldglass, Beeline, Pontoon) to manage contingent labor. Certified diverse staffing firms receive preferential inclusion in these programs.

Performance Advantage: Harvard Business Review research shows that small and diverse suppliers awarded federal set-aside contracts perform better—with lower cost overruns and shorter delays—than comparable non-diverse suppliers. This data supports the business case for diverse staffing partners.

Growing Market: Despite industry size, diverse suppliers hold a small share of the staffing market, creating significant growth opportunity for certified firms willing to invest in the sector.

Must be at least 51% owned by veterans of the U.S. Armed Forces.

VBE eligibility requires veteran status, honorable discharge, and genuine 51% ownership and control. There is no disability requirement.

Veteran status

• Must have served in the U.S. Armed Forces: Army, Navy, Air Force, Marine Corps, Coast Guard, or Space Force
• Discharge must be under honorable conditions: honorable discharge, general under honorable conditions, or medical separation
• Other-than-honorable and dishonorable discharges do not qualify
• Reservists and National Guard members who completed active duty service qualify if discharge meets the above standard

Ownership

• At least 51% unconditionally owned by one or more veterans who are U.S. citizens
• Ownership must reflect genuine equity, not a nominal arrangement created to qualify
• For corporations: veterans must own at least 51% of all voting stock
• For LLCs: veterans must hold at least 51% of membership interests without override provisions that give non-veteran members effective control

Control: management and operations

• Veteran owner(s) must hold the highest officer position (President, CEO, or Managing Member)
• Veteran owner(s) must control day-to-day operations and make long-term strategic decisions
• Management authority cannot be effectively delegated to non-veteran individuals through employment agreements or informal arrangements

Business requirements

• For-profit enterprise operating in the U.S.
• No specific years-in-business minimum, though newer businesses may be asked for additional evidence of operations
• Independent business: not a subsidiary or affiliate where a non-veteran entity exercises control

Step 1: Locate your DD-214 before anything else Your DD-214 (Certificate of Release or Discharge from Active Duty) is the foundational document for VBE certification. It must clearly show your character of discharge. If you need a replacement, request it through the National Archives milrecs.militaryrecords.archives.gov (allow 3-4 weeks for standard requests). Start here if there's any doubt about your DD-214 status.

Step 2: Gather your full document package Before opening the NaVOBA application, collect: DD-214, articles of incorporation or organization, operating agreement or bylaws showing the veteran owner's percentage and management authority, stock certificates or membership ledger, government-issued photo ID, two to three years of business tax returns, current financial statements (P&L and balance sheet), business license, and a representative signed contract or purchase order. Complete preparation prevents mid-session delays.

Step 3: Create your NaVOBA account and complete the application at navoba.org Register at navoba.org/certification/ and work through the application. Sections cover veteran status documentation, ownership structure, management authority, and business profile. Be precise and consistent; any discrepancy between application answers and uploaded documents will trigger a follow-up request.

Step 4: Pay the application fee NaVOBA fees scale with company size, tiered from $350 to $2,000. Verify the current fee schedule at navoba.org before starting the application. Payment is generally required before review begins.

Step 5: NaVOBA review NaVOBA staff reviews the application and supporting documents. For some applicants this includes a follow-up request for clarification or additional documentation. Respond within any stated deadline to avoid delays.

Step 6: Certification decision NaVOBA targets a decision within 30-60 days of a complete application. Once certified, you are listed in NaVOBA's veteran supplier database and can begin using the VBE certification mark.

Federal Opportunities

Key agencies purchasing staffing and HR services:

• Department of Defense (DoD): IT staffing, administrative support, technical contractors
• Department of Health & Human Services (HHS): Healthcare staffing, program support
• Department of Homeland Security (DHS): Security staffing, IT contractors
• General Services Administration (GSA): Administrative and clerical staffing government-wide

Key Contract Vehicles

• GSA MAS for human capital and training services
• Agency-specific staffing BPAs and IDIQs
• 8(a) STARS (for IT staffing)
• OASIS (for professional services including staffing)
• Agency small business set-asides for temporary staffing

Federal Staffing Categories

• IT and technical staffing
• Administrative and clerical support
• Healthcare professionals (nurses, medical techs)
• Security personnel
• Engineers and scientists
• Financial and accounting staff
• Program and project management

State and Local

State agencies, public universities, school districts, and municipalities all use temporary staffing services. Many have diverse supplier requirements and set-aside programs. State hospitals and social services agencies are significant users of temporary staffing.