Workforce Cohort Programs

Turn funding into careers, not just training hours.

We take a group of motivated people and move them all the way through: recruited, matched, trained, placed, and mentored on the job. Foundations, government, and nonprofit partners fund the work, and we report on what actually happened.

The problem

Most workforce funding buys training hours, not jobs.

The field even calls it train and pray. Enroll a cohort, hand out certificates, and hope an employer is waiting. Usually no one is.

For every 100 people a typical program trains
Enrolled and trained100
Reach a real job5
~$1.1MSpent to train the cohort
$200K+Real cost of each job produced

Why a cohort works when training alone does not

Most workforce programs stop at a certificate and hope a job follows. We are a recruiting firm first, so we measure ourselves on placements that hold.

  • ✓ We recruit against real openings, not hypothetical ones
  • ✓ Every candidate is matched with a DiSC behavioral read, not just a resume
  • ✓ Placements carry a replacement guarantee, so partners are protected
  • ✓ Mentorship continues past the start date, when people actually need it

Built for funders and workforce nonprofits

If you fund this kind of work or already serve a community, a cohort gives you placements you can point to and a model you can run again. We handle recruiting, matching, training, placement, and mentorship as one program.

The program

Five stages, start to finish.

1. Recruit
What happens
We source candidates who are ready and motivated, screened against the real roles partners are hiring for.
The outcome
A cohort built around live openings, not a training calendar.
2. Vet and match
What happens
We interview, reference, and run a DiSC behavioral read on every candidate, then match each one to the track and employer that fits.
The outcome
Better fit on day one, which is what keeps people in the role.
3. Train
What happens
We close the specific gap between where a candidate is and what the role needs, by track.
The outcome
Candidates show up ready to contribute, not just certified.
4. Place
What happens
We place candidates into roles with a replacement guarantee that protects the employer if a hire does not work out.
The outcome
Partners take on talent with the risk shared, not carried alone.
5. Mentor
What happens
Coaching continues after the start date, through the early months when most turnover happens.
The outcome
People grow into the role instead of stalling out of it.
Tracks

Two paths into property and building careers.

Building Services

Keep the building running

Supers, porters, handypersons, and maintenance staff. The hands-on roles owners struggle to fill with reliable people, and the ones with a clear ladder to grow.

Property Management Back Office

Keep the portfolio organized

Leasing, compliance, administrative, and operations support. The back-office roles that keep a portfolio compliant, documented, and on schedule.

What we aim for

Targets we hold ourselves to.

20
Candidates placed per cohort, target
50%
Retention at twelve months, target
5
Stage program, recruit to mentor
2
Career tracks to choose from
How it is funded

You pay for outcomes, not promises.

Milestone based

Partners fund a fixed investment per participant, released across milestones as the cohort hits its recruit, match, placement, and retention targets.

Repeatable

A model your organization can run again, with the kind of reporting funders expect and a clear record of where people landed.

Capacity building

We also run a workshop for your career staff, so the recruiting and matching skills stay in your building after the cohort ends.