From service
to the cyber fight.
Paid from Day 1.

Each pipeline is structured for a specific human-capital reality. The Veteran Transition Program (VTP) is the flagship — built around the discipline, reporting rigor, and chain-of-command maturity transitioning service members already carry. The Second Chance Program (SCP) is mission-aligned, with strict verification that protects participants' development and the firm's credibility. The Zero Experience Program (ZEP) is for cybersecurity and physics alumni with high aptitude but no prior cyber work history. The Cleared Bench is the FCL/PCL/DISS pipeline — strategic posture for SpecOps and government-contract delivery.

Apprentices begin at $14/hr × 10 hr/wk on a W-2 commitment while keeping their existing day job. As they execute under the 30-Vector CTI Operations Matrix and the Air Traffic Control liability shield — zero autonomous network changes, every script alongside a CysecIn Senior Architect — both hours and wage climb. The peak is $40/hr × 40 hr/wk at Journeyworker, plus 60% bug-bounty revenue share on findings sold against public attack-surface targets.

Every level routes the apprentice toward an industry-recognized credential and toward execution evidence that an SBLO or hiring CISO can verify independently. The curriculum is delivered under doctrine — every script is paired-executed with a CysecIn Senior Architect, every network change is rollback-safe, every finding is logged against MITRE ATT&CK.

The amounts shown are illustrative at the Tampa MHA E-5-with-dependents rate. Actual benefit depends on individual VA eligibility, rate determination, and dependent status. The structural point is that BAH is the multiplier — every W-2 wage tier carries the BAH overlay during the apprenticeship window, which is what makes the Probation tier viable for a transitioning operator without forcing them to abandon their day job before they have evidence of cyber capability.

Sponsorship grants priority recruiting access to graduating Journeyworkers — operators who have already passed the FCL/PCL/DISS posture review, already published an ATT&CK-mapped capstone, and already hold a GIAC GCTI certification. The cohort sponsorship model is the workforce-pipeline equivalent of an early-stage option on capability that does not yet exist on the open market.