Veteran-owned businesses bring a unique edge to the table, shaped by a foundation of discipline, resilience, and leadership. Gabriel Wander, founder of Wander Staffing, exemplifies this mindset. A former combat medic and retired Army officer, Gabe transitioned from military service to entrepreneurship, creating a company that thrives on principles ingrained during his years in uniform.
Leadership Born in the Military
“I am an officer in the greatest army that there ever was,” Gabe recalls when reflecting on his time in the military. This sense of pride and duty informed his approach to leadership, both in the field and now in business. Military service gave him a structured view of teamwork, accountability, and mission-driven focus—values that form the backbone of Wander Staffing.
Military discipline helps the company meet strict deadlines and fulfill commitments. Gabe’s focus on leading by example encourages his team to go above and beyond, often mirroring his work ethic, which includes responding to urgent needs late at night or early in the morning. The camaraderie he fostered as an officer now translates to a tight-knit, dedicated workforce. Employees, Gabe notes, are “vested in the company in a way that I am in awe.”
Building a Company on Resilience and Integrity
Gabe’s transition to business wasn’t smooth. In the early days of Wander Staffing, he continued working as a CRNA (Certified Registered Nurse Anesthetist) on the weekends to cover payroll while securing new contracts. “Yes, we won a contract or a couple of contracts, but we were actually in a tougher financial position than when we started because I was covering payroll out of my own income,” he explains. His frugal approach and commitment to avoiding debt kept the company afloat during the early years.
Integrity is another cornerstone of Wander Staffing. Unlike many in the staffing industry, Gabe refuses to lock employees into non-compete agreements. Transparency with both employees and clients builds trust and long-term relationships, an approach Gabe believes sets his company apart.
Lessons From the Military Applied to Business
The precision required to lead a military operation directly informs Wander Staffing’s approach to government contracting. Gabe’s meticulous planning and attention to detail have led to an impressive 87% contract win rate in 2024. He compares writing a proposal to a mission briefing: every element must be accounted for, and every scenario anticipated.
Gabe also ensures that his team reflects the military’s culture of accountability. In his experience, success requires clear roles and expectations, which he continues to instill in Wander Staffing’s operations.
The Role of Veteran Certifications
As a Service-Disabled Veteran-Owned Small Business (SDVOSB) and SBA 8(a)-certified company, Wander Staffing qualifies for certain government set-asides. While these certifications open the door to opportunities, Gabe is quick to clarify their role: “These certifications are essentially what you would call just a ticket to the party.” The company still competes against other contractors and must deliver strong proposals and Past Performance to win contracts.
Gabe’s status as a Veteran-owned business also carries credibility. Clients value the authenticity of a company led by someone who deeply understands the challenges faced by service members, Veterans, and their families.
Encouraging Other Veterans to Lead
Gabe’s story is an example of how military leadership can carry over into business. He believes Veterans should embrace their skills and seek out roles where they can lead effectively. His advice to fellow Veterans: “Read every proposal like it’s a mission briefing.” By treating every opportunity with the seriousness and preparation of a military operation, he believes Veterans can thrive in entrepreneurship.
Key Takeaways
Leadership skills from the military translate naturally into business, particularly in areas like discipline, accountability, and teamwork.
Integrity and trust are critical to building long-term success. Transparency with employees and clients fosters loyalty and strong relationships.
Veteran-owned certifications are important tools, but success still depends on expertise, effort, and performance.
Military training in planning and precision is directly applicable to navigating complex business environments like government contracting.
Gabe’s journey highlights the value of Veterans applying their leadership experience in civilian industries, creating meaningful careers while serving others.
Wander Staffing’s growth illustrates the enduring value of military principles in the business world. For Gabe, leadership isn’t just a role—it’s a responsibility that continues to shape his company and the communities it serves.
Wander Staffing, a Service-Disabled Veteran-Owned Small Business (SDVOSB) and SBA 8(a)-certified organization, specializes in healthcare staffing solutions for government agencies. Since 2018, the company has leveraged its expertise in military and civilian healthcare to deliver impactful staffing services. Guided by a mission to support military members, Veterans, and underserved communities, Wander Staffing takes pride in providing exceptional care while building meaningful careers. This case study explores how Wander Staffing addressed the unique challenges of staffing the Armed Forces Retirement Home in Gulfport, Mississippi (AFRH-G).
What is Armed Forces Retirement Home (AFRH-G)?
The Armed Forces Retirement Home (AFRH-G) in Gulfport, Mississippi, serves approximately 600 retired military personnel, offering a full spectrum of continuing care in a tranquil coastal setting. As a vital institution for aging Veterans, AFRH-G ensures that its residents receive high-quality, consistent care tailored to their needs.
The Challenge
AFRH-G faced a critical challenge in maintaining adequate and reliable staffing for its residents. The need for Registered Nurses (RNs), Licensed Practical/Vocational Nurses (LPNs/LVNs), and Certified Nursing Assistants (CNAs) was compounded by:
A complex population with diverse medical needs.
The necessity of maintaining consistent coverage across all shifts, including nights, weekends, and holidays.
Potential disruptions caused by unforeseen call-offs and staffing gaps.
These factors created significant operational pressures and underscored the importance of a dependable staffing partner capable of addressing urgent and long-term needs.
The Solution
Wander Staffing implemented a multi-faceted approach to meet AFRH-G’s requirements efficiently and sustainably:
Phase-In Strategy: Within weeks of being awarded the contract, Wander Staffing conducted thorough site visits, hired, and onboarded 21 healthcare professionals, including RNs, LPNs, and CNAs.
Robust Recruitment Pipeline: Established an active pipeline of over 30 qualified candidates undergoing credentialing, ensuring a steady flow of pre-screened professionals.
Comprehensive Compliance: Enforced stringent background checks, credential verification, drug testing, and immunization reviews to align with AFRH-G’s rigorous standards.
Shift Flexibility and Rapid Response: Leveraged a robust communication center to address last-minute scheduling needs, mitigating disruptions and ensuring seamless patient care.
Proactive Management: Maintained close collaboration with AFRH-G leadership to anticipate and adapt to evolving staffing demands.
The Impact
Wander Staffing’s proactive and mission-driven approach yielded significant outcomes:
100% Staffing Fulfillment: Successfully covered all required shifts, ensuring uninterrupted care for AFRH-G residents.
Rapid Deployment: Deployed a full team within weeks of the contract start date, achieving operational readiness without delays.
Quality Assurance: Maintained compliance with AFRH-G’s standards, with no disciplinary or corrective actions recorded to date.
Enhanced Flexibility: Supported AFRH-G’s fluctuating scheduling needs by maintaining a bench of qualified professionals ready for immediate deployment.
Wander Staffing’s success at AFRH-G exemplifies the company’s dedication to delivering healthcare solutions that prioritize quality, reliability, and community impact. By combining a deep understanding of healthcare staffing with Veteran-centered values, Wander Staffing demonstrates its capacity to meet the complex demands of government healthcare facilities. For future partners and contractors seeking a reliable staffing ally, Wander Staffing stands as a proven leader in its field.
Wander Staffing is a Veteran-owned, mission-driven organization committed to delivering top-tier healthcare staffing solutions to underserved and high-stakes government facilities. With deep roots in military service and a legacy of healthcare excellence, Wander Staffing consistently demonstrates its ability to provide life-changing opportunities for Veterans and healthcare professionals alike. This case study explores the company’s successful execution of a high-profile nurse staffing contract at the Armed Forces Retirement Home (AFRH) in Washington, DC.
What is the Armed Forces Retirement Home?
The Armed Forces Retirement Home (AFRH), a Continuing Care Retirement Community, serves as a haven for approximately 600 retired military personnel. Located in Washington, DC, this facility provides comprehensive care, addressing the unique medical and daily living needs of retired soldiers, sailors, and airmen who have dedicated their lives to serving the nation. Its mission aligns closely with Wander Staffing’s, making the partnership a natural fit.
Challenge
When Wander Staffing was awarded the contract for providing nurse staffing services to AFRH, the stakes were high. The challenge involved ensuring uninterrupted care for a geriatric population with complex medical needs.
Short Preparation Time: The contract was awarded just 48 hours before the start of the performance period, leaving little time for onboarding.
Operational Complexity: The facility required a wide range of nursing expertise across Registered Nurses (RNs), Licensed Practical/Vocational Nurses (LPNs/LVNs), and Certified Nursing Assistants (CNAs) to work shifts from 4 to 16 hours, including nights, weekends, and holidays.
Unforeseen Needs: On-demand staffing solutions were required for offsite appointments and last-minute call-offs, demanding a robust and agile response plan.
Solution
Wander Staffing mobilized rapidly to address AFRH’s staffing needs, implementing innovative and proactive strategies:
Immediate Phase-In Plan:
Conducted a thorough site visit within 24 hours of contract award.
Hired and onboarded incumbent nursing staff to ensure seamless continuity of care.
Verified credentials, background checks, drug tests, and immunization compliance for all staff.
Pipeline Development:
Maintained an active pool of 15+ pre-vetted candidates ready to step in for additional or unforeseen staffing needs.
Operational Excellence:
Established a comprehensive communications center for last-minute schedule adjustments.
Proposed and implemented a backfilling system to cover staff accompanying residents to offsite appointments, a solution praised by AFRH’s leadership.
Flexible Staffing:
Provided consistent coverage across all shift types, ensuring no disruptions in service, even during holidays or off-peak hours.
Impact
The results of Wander Staffing’s involvement with AFRH were transformative, delivering measurable and qualitative outcomes:
Operational Efficiency:
Achieved 100% shift coverage from day one, maintaining a flawless performance record with no disciplinary or corrective actions.
Enabled the facility to operate seamlessly, even during high-demand periods.
Enhanced Care Delivery:
Addressed the unique needs of the geriatric population through skilled, compassionate nursing professionals.
Client Satisfaction:
Secured approval and appreciation from AFRH’s Contracting Officer Representative (COR), medical director, and nursing supervisor for proactive and innovative staffing solutions.
Wander Staffing’s partnership with the Armed Forces Retirement Home exemplifies the company’s mission to deliver impactful healthcare solutions to communities that matter most. This initiative highlights the organization’s ability to overcome logistical challenges, meet complex staffing demands, and support its clients with tailored, dependable services. With unwavering dedication and operational excellence, Wander Staffing continues to set the standard for healthcare staffing in government facilities.
Gabe Wander, founder of Wander Staffing, puts it simply: “We work really hard to be a solutions provider. We want the government to say, ‘Wow, it’s so easy to work with Wander Staffing.’” This straightforward philosophy drives the company’s approach, emphasizing trust and relationships in the complex world of government contracting. By keeping people at the center—both clients and employees—Wander Staffing has built a strong reputation for reliability and quality.
The Philosophy of Putting People First
At Wander Staffing, being client-focused means more than just fulfilling contracts. It’s about tailoring solutions that address the unique needs of government agencies while maintaining transparency and ethical practices. Gabe’s leadership style, deeply rooted in his military experience, reflects a commitment to service and respect. He notes, “I don’t ask anything of them that I don’t do myself,” a principle that shapes both client interactions and internal culture.
This emphasis on shared effort has created a workplace where the team is motivated to exceed expectations. Employees know their contributions matter, which strengthens accountability and trust—a hallmark of the company’s success.
Building Trust Through Exceptional Service
Wander Staffing has built a reputation for listening to client needs and crafting specific solutions. The team doesn’t settle for generic approaches; they go beyond expectations, tailoring staffing strategies for each contract. This includes addressing late-night emergencies or stepping in personally to resolve challenges. Gabe and his team pride themselves on being responsive and reliable, even when it means taking calls at odd hours.
Clients have come to value this responsiveness. The team’s dedication to transparency, such as informing candidates when a contract isn’t won and providing resources to help them connect with other opportunities, sets Wander Staffing apart from competitors. These practices build long-term goodwill and strengthen relationships, even when challenges arise.
Solutions-Oriented from Start to Finish
Wander Staffing aims to make government work easier by anticipating problems and offering practical solutions. This proactive mindset helps streamline operations and reduce administrative burdens for contracting officers.
The company takes a detail-oriented approach to challenges, viewing them as opportunities to improve processes and strengthen results. This focus on problem-solving ensures that both clients and employees can rely on Wander Staffing to deliver consistent results.
Creating Loyal Partnerships
Wander Staffing’s people-first approach fosters loyalty among clients and employees alike. Gabe’s commitment to ethical practices—like sharing job opportunities with candidates, even when his company doesn’t win a contract—creates an atmosphere of trust. He believes that such practices aren’t just good business but essential to building lasting partnerships.
By maintaining high standards and prioritizing quality over quantity, Wander Staffing has developed a strong reputation in the industry. Gabe shares, “Our percent win rate has been 87%… because we’re selective about what we bid on and hold ourselves to a standard of perfection.”
The Wander Staffing Difference
Unlike some larger firms that often operate on a transactional basis, Wander Staffing takes a more personalized approach. As a boutique company, it focuses on building relationships and delivering high-quality service. This is possible because of its agile team and commitment to hiring top talent.
The company’s ability to adapt to client needs without compromising quality has made it a trusted partner for agencies like the Department of Defense, Veterans Affairs, Indian Health Services, and Department of the Treasury. By focusing on hiring the right people and maintaining clear communication, Wander Staffing ensures a high success rate for the contracts it takes on.
Lessons for the Industry
Wander Staffing’s success offers valuable lessons for others in the government contracting space. Building trust with contracting officers and employees is just as important as meeting performance metrics. Effective communication, ethical practices, and consistent reliability are key to creating strong partnerships.
As the company continues to grow, it remains focused on its people-first philosophy. Even with increasing demands, Wander Staffing balances efficiency with the personalized attention that has become its hallmark.
Key Takeaways
A people-first philosophy builds trust and loyalty, setting Wander Staffing apart from competitors.
Proactive communication and problem-solving create smoother operations for government agencies.
Ethical practices, such as transparency with clients and candidates, foster goodwill and long-term relationships.
A focus on quality over quantity has led to an 87% win rate in government contracts.
Personalized attention, combined with a small but dedicated team, enables Wander Staffing to provide reliable, tailored solutions.
By keeping clients and employees at the heart of everything it does, Wander Staffing continues to thrive in a comIpetitive industry.
In government contracting, success is rarely a solo endeavor. Collaboration is key, particularly for businesses participating in the 8(a) Business Development Program. Strategic partnerships—whether through teaming agreements, joint ventures, or mentor-protégé relationships—enable small and disadvantaged businesses to scale and compete on a national stage.
This article explores how businesses can leverage the opportunities presented by 8(a) programs and strategic partnerships to expand their reach, build credibility, and prepare for sustained growth beyond program eligibility.
What Are 8(a) Programs and Why Do They Matter?
The 8(a) Business Development Program, administered by the Small Business Administration (SBA), provides invaluable support to small and disadvantaged businesses. Designed to help these organizations overcome barriers to entry in government contracting, the program offers exclusive access to set-aside contracts, business development resources, and mentor-protégé opportunities.
“Partnerships are really big,” Rachel McGee, COO of Wander Staffing, explains. She highlights the importance of building relationships early, particularly as businesses prepare for life beyond the program’s limits: “As we exit 8(a), we need to ensure we have built partnerships with smaller successful 8(a)s.” This forward-thinking approach ensures businesses remain competitive even after graduating from 8(a) eligibility.
The Role of Strategic Partnerships in Scaling
Strategic partnerships offer businesses a way to expand their capabilities and access opportunities they might not reach independently. By pooling resources, past performance, and specialized expertise, partnerships can transform a company’s potential.
For example “You may choose to form a joint venture or a mentor-protégé agreement to be able to share past performances or credentials for certain efforts,” McGee notes. She emphasizes the value of formal agreements, such as joint ventures, that enable companies to combine performance histories and credentials. Teaming agreements, which are more informal, can also provide a starting point for collaboration, but joint ventures and mentor-protégé arrangements offer the added benefit of shared access to licenses, past performance, and set-asides.
The Power of Leveraging Past Performance
Credibility is a cornerstone of success in government contracting. Strategic partnerships allow businesses to leverage past performance—a critical factor in winning contracts.
This approach has been pivotal for Wander Staffing. Through partnerships, the company has not only accessed new labor categories but also expanded its expertise in areas like ambulance services. By building on their track record, they’ve positioned themselves as a reliable and capable partner in the eyes of contracting officers.
Building for Life Beyond 8(a) Programs
Preparing for growth after 8(a) program graduation is essential for long-term success. Businesses that rely too heavily on set-aside contracts risk stagnation once eligibility expires. “We need to ensure that we have built partnerships with smaller successful 8(a)s so we can continue to have a piece of that set-aside pie,” McGee emphasizes.
Diversifying labor categories and forging alliances with other small businesses are critical strategies. These steps not only mitigate risks but also position companies for sustainable growth in the competitive government contracting landscape.
How to Build Effective Partnerships
To form successful partnerships, businesses must focus on shared goals and mutual benefits. Researching and targeting potential partners that complement your capabilities is the first step. Formalizing agreements through teaming arrangements, joint ventures, or mentor-protégé programs ensures clarity and alignment.
McGee advises against over-dependence on a single partner or poorly structured agreements. Instead, businesses should view partnerships as a way to advance their strategic goals, ensuring every collaboration moves their organization forward.
Lessons from Wander Staffing
Wander Staffing exemplifies how strategic partnerships can drive success. By aligning with larger companies, they’ve diversified their labor categories and expanded their reach. Their teaming agreements and joint ventures have enabled them to pool resources and past performance, creating stronger bids for major contracts.
“We fill what we win,” McGee states, describing Wander Staffing’s commitment to excellence. Many companies struggle to fulfill awarded contracts, but Wander’s proactive approach—focusing on quality and capability—sets them apart. This ethos, combined with their strategic use of 8(a) programs and partnerships, positions them as a leader in the industry.
Strategic partnerships and 8(a) programs are powerful tools for small and disadvantaged businesses in government contracting. By leveraging these resources, businesses can scale, build credibility, and prepare for growth beyond 8(a) eligibility. Wander Staffing’s success underscores the importance of collaboration, careful planning, and a commitment to delivering on promises.
For businesses looking to thrive in government contracting, the message is clear: partnerships are not just helpful—they’re essential.
