Bridging the Gap with Herbert Pruitt

SkillBridge is transforming fleet management by facilitating a seamless transition for military personnel into civilian roles. SHzoom‘s recent contract with the United States Air Force (USAF) marks a significant milestone in our efforts to support the transition of military personnel into civilian fleet management roles. However, there has been no specific apprenticeship program for fleet managers. SHzoom is stepping in to fill this gap, creating a bridge for the gap between the USAF and the civilian government.

To do this, SHzoom is partnering with NAFA to allow members to post job openings without the requirement of individual SkillBridge sign-ups. This dynamic collaboration promises to reshape the industry, ensuring skilled professionals integrate smoothly into the complexities of modern fleet operations.

Herbert Pruitt is a seasoned veteran in fleet management. He was the Principal Assistant Director of the US Department of Homeland Security’s Office of Asset Administration, as well as the Director of Fleet Operations at Verizon and the Vice President of Fleet, Safety, & Compliance at BJ’s Wholesale Club. In a conversation with Pruitt, we explored his journey into fleet management and the exciting potential to “bridge the gap” between military and civilian fleet management.

Herbert Pruitt’s journey into fleet management was far from conventional. Growing up in Boston, he attended the Hubert Humphrey Occupational Resource Center, a vocational high school where he split his time between academic studies and learning a trade. Pruitt initially had no interest in mechanics, preferring to work with computers. However, a scheduling mix-up placed him in a power mechanics class, where he discovered his passion for vehicles and fleet management: “I was a kid who’d had no ambition, never wanted to work on a car, never wanted to get his hands dirty.  But then, I listened to one of my instructors explain the workings of a combustion engine, and when I tell the story, I said, ‘That’s when I fell in love with vehicles and fleet.’” This unexpected start led him to a fulfilling career, progressing from a high school student working on cars to a vice president overseeing extensive fleet operations.

Pruitt’s early experiences highlighted the importance of practical, hands-on learning. “I was 16 years old. I’ll never forget it. I thought I was going to be an apprentice at a local rental car company called Economy Rental Car”, he recalls. The owner of the company told him that 80 vehicles would be rented out every single day, and thus Pruitt ran his first fleet at only 16 years old. This foundation set the stage for his later success in fleet management, where he excelled by combining technical skills with a keen understanding of business operations.

Herbert Pruitt highlighted some of the challenges associated with transitioning military personnel into civilian roles. One key issue is the difference in leadership styles and expectations. Military leaders are often accustomed to a structured, hierarchical environment where orders are followed without question. “You need to help those leaders understand that it’s not the military, that you’ll lead people, that you’ll have to influence them, not by just your position power, but by doing the right thing: contributing to the company and contributing to society.  That’s where I’ve seen veterans struggle in the civilian side. I think anything to help them with that and help them kind of transition back from a highly regulated environment where there’s a policy and procedure for everything will make a big difference,” Pruitt explains. “There needs to be awareness that you’ll have to change because the military program and the rules don’t exist outside of the military. There is a need to not change who you are, but to adjust your approach to get the same results. The same approach that made you successful in the military will find you out of a job in 6 months in the civilian side.”

Another challenge is the perception of military skills and experience. Many civilian employers do not fully understand the value of military training and experience, leading to missed opportunities for both the employer and the veteran. “The best way to connect with military is to have military. So when I hired military folks, I partnered them with someone who’d been successful in transitioning that was also in the military. People need to hear it from a peer, from someone that they already trust. A marine will hear it from another marine, not someone who was not,” Pruitt encourages. Pairing individuals transitioning from the military into civilian fleet management positions helps them adjust more effectively to their new roles, enabling them to perform at their highest potential.

Hiring retired service members can improve the fleet management industry on the civilian side. “Incoming military hires could help build rigor into the fleet industry, because I think we do not do a good job at onboarding people. It’s not that we’re just given the benefit of hiring the heroes, of ‘Oh, it sounds good. We hired a veteran and someone who served the country.’ They can help us be better, and build all of those policies and procedures that made them successful and I think that’ll move us forward,” Pruitt suggests. Hiring veterans goes beyond symbolism; they contribute by leveraging their successful military experience to advance civilian fleet operations and propel the industry forward.

The partnership between SHzoom, the Air Force, and NAFA represents a significant step forward in addressing the challenges of transitioning military personnel into civilian fleet management roles. By creating clear pathways and providing the necessary support, we can bridge the gap and ensure a successful transition for all involved. As we continue to innovate and evolve, SHzoom remains committed to supporting the next generation of fleet professionals and helping them achieve their full potential.

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