This article is based on the panel at RelayCon 2025.
Research from the American Trucking Association, has reported the shortage of truck drivers is expected to reach 115,000 by the end of 2025, with estimates growing to as high as 160,000 drivers by 2028.
But the solution may not be in the usual driver hiring pools at all. Each year, approximately 200,000 service members leave the military with the intention of re-entering the civilian workforce. Many of these service members already have the discipline, safety mindset, and commercial driving experience for our industry’s freight and trucking needs.
Amazon Relay talked to two former veterans about how trucking companies can meet service members where they are and access one of the most underutilized pipelines of dependable, skilled truck drivers.
11.5% of service members leaving the military for civilian jobs have direct experience in logistics, transportation, or material-handling.
Meet our expert panel
- Chuck Hodges: VP of Veteran Events with Hiring Our Heroes (HOH), bringing over 30 years of experience in military command, higher education, and nonprofit leadership.
- Sami Hameed: 6-year U.S. Army veteran and founder of Zelo Express, a trucking company dedicated to creating opportunities for veterans in transportation.
“Veterans don’t just fit the job, they elevate performance and safety.”
As a veteran, what do employers overlook about military talent?
Chuck Hodges: Roughly 200,000 service members leave the military each year. Many veterans are looking for stable, mission-driven industries. Trucking and transportation stand out because of veteran’s prior exposure to logistics, supply chain management, and operating heavy vehicles.
One of the most overlooked capabilities veterans bring is their ability to learn quickly and operate effectively in ambiguous, high-stakes environments. Many veterans have been trained to solve complex problems with limited resources—an invaluable trait in fast-moving business environments.
Additionally, veterans are often adept at cross-functional collaboration, cultural competence, and global thinking, due to their experience working in joint, multinational, or cross-agency missions. These “soft” skills—like emotional intelligence, situational awareness, and decision-making under uncertainty—are rarely listed on résumés, but they make veterans exceptional teammates and leaders in any industry.
Veterans bring a unique combination of qualities that make them highly valuable in the civilian workforce. They are mission-driven, accustomed to working under pressure, and trained to lead diverse teams in dynamic environments. Employers who hire veterans consistently report higher levels of resilience, adaptability, and accountability among their veteran employees.
“In addition to leadership and discipline, veterans often possess advanced technical training, security clearances, and experience with cutting-edge technologies or logistics systems—skills directly transferable.”
Where can carriers start to connect with veterans?
Chuck Hodges: Hiring Our Heroes (HOH) is a nationwide initiative of the U.S. Chamber of Commerce Foundation, launched in 2011, with the mission to connect the military community—service members, veterans, and military spouses—with meaningful employment opportunities. The program began by identifying a critical gap: despite their leadership, discipline, and technical skills, many veterans faced significant barriers in translating military experience into civilian careers.
Over time, HOH evolved from simply raising awareness about these challenges to actively building structured pathways into the workforce. Through strategic partnerships with employers, tailored transition programs, and robust training and fellowship opportunities, HOH has become a true bridge between military talent and private sector careers—transforming potential into placement.
How did military service prepare you for owning a logistics business?
Sami Hameed: I was in Army for six years with 101st Airborne Division. I’d been with the same group of guys since basic training and by our last deployment we were tired, and we wanted a complete change.
In the midst of that mission, we made a promise: if we returned home safely, we would build something meaningful together—a new beginning through a trucking company. We had met many other veterans volunteering on missions who got into logistics and trucking after the military, and we loved the idea of it. What started as a dream in a combat zone became a reality built on discipline, dedication, and a commitment to excellence.
“Veterans own responsibility, reduce turnover, and increase reliability.”
What has led to your decision to prioritize hiring veterans?
Sami Hameed: 75-80% of our drivers are veterans. In the military, you’re living a structured lifestyle. You know basic needs like housing and food are going to be taken care of and you have a purpose. When you leave, you aren’t taken care of anymore. I do this to give veterans the opportunity to create a life for themselves. With employment, they can find their purpose again. With income, they can take care of themselves.
There’s a mindset with the military that is carried into civilian life. Safety is very important. In the military, it’s deeply understood that everything we do has to be done safely. Veterans also know how to take orders and follow processes. If you tell a veteran what needs to be done and how to do it, that’s how they are going to do it. You can trust them to learn quickly and do things the right way.
“The strong bonds forged during service often continue long after leaving active duty.”
Tell us how you work with other veteran-owned companies to create opportunities for veterans in the civilian workforce.
Sami Hameed: Something about veterans is that we are connectors and we are helpers. It’s not just about me and my company, it’s about us. I have a network of veterans who own companies in trucking - some are CDL schools, and some are carriers. If we hear someone needs help, we offer it. We get the veteran through training, mentor them, and give them a chance when they’re ready to hit the road.
What misconceptions do employers have about hiring veterans?
Chuck Hodges: Translating skills. Military jobs don’t always line up with civilian job postings, leaving veterans undervalued. Then there’s credentialing hurdles. Veterans often drove heavy vehicles in service but must still complete CDL requirements. And while the CDL requirement can typically be the biggest hurdle, but GI Bill funding, waiver programs and HOH partnerships can provide solutions. Carriers simply need to align with these pipelines.
As far as awareness, many veterans aren’t always aware that trucking is a respected, long-term career rather than just “a driving job”.
“Responsibility equals ownership. Veterans thrive when trusted with clear missions.”
Tell us more about how you hire veterans, and what support you provide to them as new hires.
Sami Hameed: We get a lot of candidates through word of mouth. All of my new hires train for 1½ weeks and get paid for it. I work with them one on one to get to know their skills and personality.
Because I hire so many veterans, I believe in providing them with a bridge from their service to their new role. If someone is new to trucking, I help with the cost of CDL school. After they pass their test, they can stay with our company or I can help connect them with another one.
Sign up with Relay
For more ways to connect with veterans for potential employment, research TAP programs and your state veteran organizations.
Amazon Relay is looking for carriers with qualified drivers. If you have exceptionally high expectations for your teams, start your Relay sign-up on desktop. You can also download the Relay app on iOS or Android to track your application on the go.
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