Employer partnership cycle
The job begins before the candidate is referred.
- 01
Role discovery
Define the work, schedule, compensation, environment, essential functions, customer rules, background/access requirements and advancement.
- 02
Readiness standard
Translate the job into knowledge, skills, behaviors, work samples and a supervisor-ready onboarding plan.
- 03
Candidate match
Compare interests, existing skill, support needs, willingness, evidence and participant choice.
- 04
Placement
Separate application, interview, offer, classification, timekeeping, safety, accommodations and role orientation.
- 05
Retention
30/60/90 support, early warning, save-the-job plan, supervisor consultation and reengagement after loss.
- 06
Advancement
Skill differential, promotion, leadership, credential, profit sharing and ownership where legally real.
What employers receive
A workforce pipeline with operating discipline.
Role and competency design
Job descriptions, selection criteria, work samples, onboarding and objective advancement standards.
Supervisor preparation
Coaching, feedback, trauma-informed accountability, accommodation, reliability, conflict and escalation.
Retention support
Barrier resolution, communication repair, job-saving intervention, benefits navigation and rapid reengagement.
Outcome reporting
Placement, wage, retention, advancement, quality, attendance, support use and opportunity gaps.