What Is VEVRAA?
Federal contractor job listings carry compliance obligations that ordinary commercial job postings do not, because federal contractor status activates specific OFCCP requirements under VEVRAA, Section 503, and Executive Order 11246 that attach to every suitable employment opening the organization posts. Understanding what distinguishes a federal contractor job listing from an ordinary job posting, and what compliance execution each federal contractor job listing requires, clarifies why treating federal contractor recruiting as functionally identical to non-covered employer recruiting creates compliance exposure that accumulates with every position posted.
Understanding VEVRAA Starts Here!
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What Is VEVRAA and Who Does It Apply To
VEVRAA, the Vietnam Era Veterans’ Readjustment Assistance Act, requires federal contractors and subcontractors above a certain contract value to take affirmative action in hiring and employing protected veterans. What is VEVRAA in practical terms is a law that shifts veteran hiring from a general good intention into a documented, enforceable obligation, backed by job posting requirements, outreach standards, and recordkeeping that OFCCP can review.
What Is VEVRAA’s Coverage Threshold
VEVRAA applies to federal contractors and subcontractors holding a contract or subcontract at or above the statutory threshold, currently set by regulation and adjusted periodically. What is VEVRAA’s practical effect at this threshold is that covered organizations must take affirmative action to employ and advance protected veterans throughout their workforce, not just in positions directly tied to the contract that triggered coverage. Coverage attaches to the organization as a whole, across every location and every open position.
What Is VEVRAA’s Job Posting Requirement
A central piece of what VEVRAA requires is that covered contractors list virtually all job openings with the appropriate employment service delivery system for the state where the position is located, giving veterans priority referral access to those openings. This isn’t a suggestion to consider posting to veteran-friendly channels. It’s a specific submission requirement, tied to a specific system, that has to happen for every suitable opening within the required timeframe.
What Is VEVRAA’s Affirmative Action Requirement
Beyond job posting, what is VEVRAA also requires covered contractors to maintain an affirmative action program that includes outreach and recruitment efforts targeted at protected veterans, along with annual benchmarks for hiring. This program needs to be documented in writing, updated annually, and reflect the organization’s actual hiring activity rather than existing as a static compliance document disconnected from day-to-day recruiting.
What Is VEVRAA’s Relationship to OFCCP Enforcement
VEVRAA is enforced by OFCCP, the same agency responsible for Executive Order 11246 and Section 503 compliance, which means VEVRAA obligations get reviewed alongside an organization’s broader hiring compliance during an audit. What is VEVRAA compliance worth in isolation matters less than how it fits into the organization’s overall compliance posture, since a reviewer examining one area typically examines all of them together.
What Is VEVRAA’s Non-Discrimination Component
In addition to affirmative action, what is VEVRAA also prohibits discrimination against protected veterans in any aspect of employment, including hiring, promotion, and termination. This non-discrimination requirement applies independently of the affirmative action and posting requirements, meaning an organization can satisfy its posting obligations perfectly and still face a VEVRAA violation if a specific hiring decision discriminated against a protected veteran.
What Is VEVRAA’s Recordkeeping Requirement
What is VEVRAA compliance in practice depends heavily on documentation. Covered contractors need to retain records of job listings submitted to state workforce agencies, outreach efforts to veteran organizations, and applicant flow data broken out by veteran status. Without this documentation, an organization has no way to demonstrate compliance even if its actual hiring practices were fair and consistent with VEVRAA’s requirements.
How dstribute.io Handles What VEVRAA Requires
dstribute.io automates the job posting side of what VEVRAA requires for every opening posted through your ATS. Every suitable opening routes automatically to the correct state workforce agency system based on job location, with delivery confirmed and retained. VEVRAA posting compliance language applies consistently across every channel, and outreach distribution reaches 2,000 job boards, including veteran employment networks, automatically. The complete compliance record for every opening stays organized for audit support recordkeeping review. See why federal contractors treat dstribute.io as their Circa posting alternative.
VEVRAA Compliance Built Into Your Existing ATS Workflow
dstribute.io connects directly to the ATS platforms federal contractors already run, including Workday, iCIMS, Taleo, Greenhouse, Lever, Bullhorn, and JazzHR. Your recruiters keep working in the system they already know, while every suitable opening automatically satisfies what VEVRAA requires, with state workforce agency submission, compliance language, and outreach documentation applied the moment it goes live. Contact dstribute.io to see how our federal contractor services cover your posting requirements without adding overhead to your hiring process.
Don't take our word for it...see what our customers have to say!
The dstribute.io team has been great to work with and has provided consistently high-quality applications at a low cost along with efficient job posting tools on autopilot.
I'm excited about future features and partnering with them!
Jeff Edwards
CEO - Staff My Agency
I am happy to experience that dstribute.io is more than expected. We received more candidates traffic from job postings in six weeks then we have with other boards in six months. .
We already have several hires less than month from going live. This has more than paid for itself and the team were so helpful in sorting out all the synchronization between our ATS/DB and how we do things internally. I highly recommend dstribute.io!
Jon Meredith
VP of Recruiting - ARC Group
LEAD has increased our daily applicant’s by over 5X since integrating with the dstribute.io distribution platform
Since turning dstribute.io on, LEAD’s database that took 13 years to build increased 5% within the first three weeks of operation.
We gained approximately 72,000 new profiles in our database and its growing daily.
Ryan Criswell
COO - LEAD Staffing
Running a 22-office staffing operation with openings in 40+ states, tracking ad spend was a challenge until we partnered with dstribute.io.
Now, it’s clear which job boards deliver candidates placed on assignments. Seamlessly integrated with Bullhorn One, we reach candidates faster and maintain a central source of truth for applications. The simple reporting tools make ROI measurement effortless. I highly recommend dstribute.io to staffing firms seeking a competitive edge in job distribution and candidate attraction.
Matt Kolinski
CEO & Founder - SMG
We have had a great experience working with dstribute.io for our OFCCP job board compliance.
They reply very quickly to all requests and are very communicative.
Mary Grace Foster
Director of Compliance
dstribute.io has been a great investment for our company as it has not only brought in a strong, steady flow of candidates to our ATS on a daily basis, but it has an incredibly friendly and easy to use interface, ultimately making it a significant time saver.
If you are searching around for a multi-poster to add to your recruitment company, I would look no further and reach out to dstribute.io You won't be disappointed.
Jamen Griffith
Founder & CEO of K2 Staffing
We effortlessly integrate with major recruitment and staffing software brands to create a seamless end-to-end SaaS platform for advertising your jobs.
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