Tag: Advancing San Diego

Talent Pipeline Management: EDC’s talent framework

By Taylor Dunne,

As total student debt continues to climb in the United States, and the hope that some would see relief fades, the need for new and more affordable approaches to training and education grows. In San Diego, it is projected that 84 percent of new jobs created by 2030 will require some sort of post-secondary education. However, restricted access to formal higher education means there will not be enough people to meet employer demand. This is compounded by San Diego’s increasing reliance on (and leadership in) intellectual property and technology that changes faster than curriculum can keep pace with.

It’s clear the days of leaning entirely on traditional education systems to prepare the entire economy’s workforce are behind us, and yet the demand for talent with the skills and educational training necessary to perform complex tasks such as research and development still very much exists. Jobs in the innovation economy are high-paying, resilient, and each one supports two jobs elsewhere in the economy. These jobs are critical to San Diego’s story, so companies must be creative about what this new age of recruitment and workforce preparation looks like.

There is a science to knowing how many skills and competencies a new hire should have learned from a training program, and how much training a company should expect to build into onboarding. The equation to find out exactly where that line is being drawn is called Talent Pipeline Management® (TPM).

An employer-led, data-driven approach.

San Diego Regional EDC’s alignment with the TPM framework is rooted in shared values around being authentically employer-led and data-driven. With between 75,000 and 85,000 monthly job postings and an average of just 59,000 unemployed San Diegans each month to fill them, San Diego (along with the rest of the nation) faces a talent shortage. This is the business case for changing the way we develop talent in the region.

“TPM leverages lessons learned from supply chain management, strategies, and tools to help employers and employer associations play the role of an end-customer in a talent supply chain.”

–U.S. Chamber of Commerce Foundation

September, 26, 2022 - Washington, DC, USA: The U.S. Chamber of Commerce Foundation hosts TPM National Learning Network Summit reception. Photo by Joshua Roberts / © U.S. Chamber of Commerce
From left to right: EDC Sr. Manager Taylor Dunne with other California TPM users Annie Sterling, Loren Kaye, and Lex Carlsson.

How EDC uses the framework.

Since 2019, EDC and its partners have worked together to convene multiple Employer Working Groups (EWG), made up of more than 70 companies from across industries, to lead in the reshaping and development of talent pipelines in our region.

The TPM framework is broken down into the following six strategies. This is how EDC leverages each one to build talent in our region:

  1. Organize for employer leadership and collaboration: Create a collaborative that organizes employers to identify the most promising opportunities for engagement around similar workforce needs.
    Leveraging EDC and partner networks, we convene five to 10 companies to discuss talent needs that persist across industry. Company representatives including hiring managers, recruiters, or talent acquisition specialists are invited to attend meetings focused on occupations in their industries.
  1. Project critical job demand: Develop projections for job openings to determine with accuracy the type of talent and how much of it employers need.
    Using labor market information and existing job postings, EDC builds an outline of predicted needs, then shares those predictions with the EWG to see how it resonates with current industry trends. Predicting labor market trends is a useful tool, however it lacks the day-to-day insight of industry knowledge and growth potential. Labor market information also fails to highlight correlating factors that might be contributing to a weak talent pipeline such as retention challenges in a potential feeder role, or misaligned incentives between training programs and employers. Talent needs are better understood when all of this information comes together. Each EWG member is asked to respond to a survey to quantify hiring expectations in a few key roles over the next three to five years.
  1. Align and communicate job requirements: Create a shared language to better communicate competency, credentialing, and other hiring requirements of critical jobs in ways that allow employers to signal similarities and differences.
    As decisions are made for occupations that are most in need of an improved talent pipeline, EDC use current job postings and existing skill frameworks to start building a list of the necessary skills. Employers help to create a shared definition of skills and determine which should be taught in a classroom and which are best suited to learn on the job. This often serves as an opportunity for companies to better understand their own skill requirements and broaden the pool of talent they recruit from. Using this data, EDC produces a Talent Demand Report outlining critical findings and providing guidance for how training providers can improve curriculum to meet industry needs.
  1. Analyze the talent supply: Identify where employers historically source their most qualified talent and analyze the capacity of those sources—as well as untapped talent sources—to meet projected demand.
    EDC provides a platform for local education partners to showcase how they are training to the skills needed, as well as how they are reaching and serving a diverse student population. This approach allows for a fresh look at all training providers in the region, setting aside rankings and accolades to focus on how students are being prepared for quality jobs. In the past, this exercise has led employers to recognize occupations that don’t need a bachelor’s degree, because more accessible associate’s degree or even certificate programs proved to be adequately teaching the skills needed.
  1. Build talent supply chains: Manage the performance of talent supply chains to create a positive return on investment for all partners.
    EDC and core partners continue to work hard to build a workforce and talent pipeline with a stable network of private companies, educational institutions, and community organizations. Identifying the major barriers that limit growth and how this network is equipped to assist in lessening those hurdles remains key in shaping a San Diego for all.
  1. Apply continuous improvement: Use data from the talent supply chain to identify the most promising improvement opportunities to generate a better return on investment in the future.
    Continuous improvement is applied on multiple levels as the programs that use TPM continue to iterate and scale. Whether uncovering a need to improve student preparation for entry-level certification exams, adjust work-based learning opportunities, or any of the other lessons learned over the last four years, EDC and its partners are committed to continuously improving talent pipelines and moving the region closer to its skilled talent goal.

By assessing training providers based on pre-determined employer-set standards, the reliance on historically inaccessible sources of talent is eliminated, opening the aperture for both companies looking to find more diverse, qualified candidates, and for San Diegans preparing for quality jobs in the region.

A TPM case study

In 2020, EDC and Talent Forward, a U.S. Chamber Foundation initiative, released a case study on how the region had been using TPM to reach its goal of doubling the number of skilled workers each year.

READ THE CASE STUDY HERE

“The U.S. Chamber of Commerce Foundation is grateful to learn alongside partners like San Diego Regional EDC as it implements the TPM framework. For the past several years, EDC has demonstrated that employers can lead change management to build high-performing talent pipelines. These efforts have positively impacted so many in the San Diego region: companies, education and training partners, and most importantly, students and workers. We will continue to tout these tremendous achievements and are excited for all that is in store.”

– Jaimie Francis, Vice President of Policy & Programs for the Center for Education and Workforce at the U.S. Chamber of Commerce Foundation

Leading partnerships for the region.

Today, TPM continues to play an important role in San Diego’s talent development strategies. As the original Advancing Cities funding sunsets, public, private, and philanthropic investments allow the work to continue. EDC partnered with the San Diego Workforce Partnership and CCOE to use TPM to guide CyberHire and other future programs.

Thanks to the leadership of the Grossmont-Cuyamaca Foundation and the San Diego and Imperial Valley Community College Consortium, TPM is a leading feature of the Border Region K-16 Talent Pipeline Collaborative where the impacts of the framework will continue to expand.

LEARN MORE AT ADVANCINGSD.ORG

If you are an employer, education provider, or convening organization interested in learning more about TPM, contact:

Taylor Dunne
Taylor Dunne

Director, Talent Initiatives

More like this:

San Diego’s demand for talent: Computing and engineering

By Andrea Crisantes Suarez,

With cutting-edge technology companies and research companies, the largest concentration of military assets in the world, and a strong innovation economy, the San Diego region has one of the most dynamic economies in the country. In 2022, more than $4.5 billion in VC funding was raised and more than 186,000 quality jobs were created by the innovation economy. With growing demand for skilled talent, computing and engineering professionals are a central figure in San Diego’s innovation economy.

In partnership with the Border Region Talent Pipeline K-16 Collaborative, Advancing San Diego convened 13 companies that collectively employ more than 21,000 San Diegans into an Employer Working Group (EWG) to gain a real-time picture of San Diego’s talent needs. Leveraging strategies from the U.S. Chamber of Commerce Foundation’s Talent Pipeline Management® framework, Advancing San Diego is excited to unveil a set of Talent Demand Reports that serve as a snapshot of local demand for computing and engineering professionals.

These reports serve as a high-level guide for education providers about the skills and competencies students need for entry-level openings in San Diego. The analysis dives deep into four computing roles: IT support technicians, systems and network administrators, software developers, and information and security analysts, as well as three engineering roles: assembler, engineering technician, and general engineer.

key FINDINGS for computing

  • Software developer is the most in-demand occupation in San Diego’s innovation economy and the second most in-demand job in the economy overall. In 2022, San Diego had more than 17,000 software developer jobs.
  • Cybersecurity roles have seen the most significant job growth over the last three years. Demand for people in information security analyst roles has increased by 19 percent from 2019 – 2022. Additionally, IT support technicians and software developers have seen an 11 percent job growth over the same time period.
  • Soft skills are becoming increasingly important across all computing roles. Communication ranked as the most in-demand employability skill in computing job postings in 2022. Employers agreed that communication, dependability, collaboration, and problem-solving are critical for entry-level candidates.

Computing Talent Demand report   

key FINDINGS for engineering

  • With more than 30,000 general engineering jobs in the region, electrical engineers rank the most in-demand type of engineer according to both labor market information (LMI) and EWG feedback. However, LMI does not reflect the rising demand expressed in the EWG for systems engineers who are often cross-trained, specializing in integrating and managing complex systems.
  • Software-related skills are becoming increasingly important in engineering roles. Skills such as python, computer science, and data analysis rank among the top 10 most in-demand skills within engineering job postings in San Diego.
  • Employers repeatedly emphasize the importance of work-based learning as part of engineers’ training. Models like apprenticeships and cooperative education have emerged as critical for the transition from student to worker.

Engineering Talent Demand report

WHAT’S NEXT?

Join us on November 15 at UC San Diego Park and Market for Advancing San Diego’s Verified Program event. Training programs will present key elements of their curriculum, as well as community engagement, diversity, equity, and inclusion, and industry engagement efforts to employers and community partners for the opportunity to be selected as an Advancing San Diego Verified Program.

Register here

  • Interested in becoming an Advancing San Diego Verified Program? Learn more about the process and benefits here.

 

Bridgette Coleman
Bridgette Coleman

Manager, Talent Initiatives

 

Halftime in San Diego

By Mark Cafferty,

A June note from Mark

When I began working at EDC, I saw a Super Bowl ad that caught my eye—both a car commercial and a moving pep talk in a post-recession era.

As the narrator spoke about “halftime in America” and the opportunity to make a comeback, images of businesses, communities, and people from across the country flashed across the screen. At the end, the narrator’s face came into view as he walked through a locker room tunnel of a packed stadium. You may remember that narrator was actor and director Clint Eastwood, and that his message carried optimism, hope, and resiliency at a critical turning point.

Later that year, to bring that halftime hope home, EDC made our own version with philanthropist and business icon Malin Burnham as our narrator (our Clint Eastwood). You can watch that clip from 2012 here.

And indeed, when we pause at the midpoint to recognize the progress made and refocus on the work still ahead, we are always better for it. This year should be no exception, as EDC recognizes:

  • Our region’s progress toward an inclusive and thriving San Diego at EDC’s Annual Dinner, where we honored Taylor Guitars and WD-40’s Garry Ridge in partnership with Point Loma Nazarene University and JPMorgan Chase & Co.
  • The local and global growth of San Diego small businesses through programs like MetroConnect, and World Trade Center San Diego’s nationally-recognized role in fueling this expansion.
  • AI-Machine Learning technology’s proliferation and job creation in San Diego’s key economic clusters, explored in our AI in San Diego report series with Booz Allen Hamilton.
  • Advancing San Diego’s work to strengthen San Diego’s defense talent pipeline, convening SDMAC and other partners to assess and support emerging shipbuilding needs.

Still, we have work to do—to analyze San Diego’s RNA and Cybersecurity clusters, to lead this fall’s trade mission to Korea with Mayor Gloria, to celebrate your innovation at our annual Summer Bash, and to continue driving inclusive growth.

It’s halftime, San Diego. And it’s with and through your continued leadership, collaboration, and contributions during the months ahead that we will continue to strengthen the region we’re proud to call home.

Mark Cafferty
Mark Cafferty

President & CEO

Read EDC’s Monthly Report

A talent update from EDC

By Taylor Dunne, Sr. Manager, Talent Initiatives,

March note from our Talent Initiatives lead

While companies continue to cut costs and make layoffs in the wake of a highly anticipated (though not clearly signaled) recession, the nation’s ratio of available workers to open positions remains less than one to one. This means that there are more open positions across the United States than unemployed people available to fill them. Demographic changes can be attributed to a decline in the working age population following baby boomer retirements, as well as decreased immigration.

And San Diego is not immune to these impacts. In fact, the nature of the region’s highly skilled economy adds even greater complexity. From August to December 2022, there was an average of more than 50,000 people unemployed month over month in San Diego (BLS). During that same period, there were more than 238,000 unique job postings in the region (Lightcast). Of those 238,000 jobs, 31 percent required a bachelor’s degree or higher as a minimum requirement. Currently, these ‘must-haves’ serve as a proxy for a list of technical and interpersonal skills employers are looking for in candidates. But a recent publication by The Burning Glass Institute explores how that assumption, even in the tech industry, has been changing for the better since before the pandemic.

According to a 2021 statement, multinational tech leader IBM has “stripped bachelor’s degree requirements for more than half of [its] U.S. job openings, and [is] continuously reevaluating [its] roles to prioritize skills over specific degrees.”

Like IBM, it’s time for San Diego to rethink talent pipeline development.

Highly educated individuals are important to the growth of our innovation economy, but they cannot (and should not be expected to) fill every job. Not to mention, the nature of diversity, equity, and inclusion means not every hire should be the ‘university-educated type.’ Often, years of experience and/or non-traditional training can both substitute a degree and serve a company better.

For three years, a key feature of the Advancing San Diego program has been to help employers define the skills required for critical jobs—looking beyond the degree(s) and instead at the capability. Using the Talent Pipeline Management model, talent acquisition teams are challenged to step away from habits and traditions and gain a real understanding of the jobs of today and tomorrow. Doing so has the potential to open high-growth, high-wage occupations to opportunity populations—moving the needle on our Inclusive Growth goals and further seeding diversity of thought within companies.

As the three-year, $3 million AdvancingCities grant from JPMorgan Chase sunsets, San Diego and Imperial Valley were pursued and granted $18 million to continue this talent work. This new funding, called the Border Region Inclusive Talent Pipeline Collaborative, builds upon the work of Advancing San Diego by expanding into K-12 education, into new industries, and into new partnerships.

While this investment aligns and strengthens publicly available resources, long-term solutions to workforce challenges will require the investment and creativity of employers like you.

If you’re interested in learning more about Advancing San Diego, or you want to work with the EDC team to dream up and pilot creative talent solutions, let’s talk.

Thank you,

Taylor Dunne
Taylor Dunne

Director, Talent Initiatives

See more in our monthly report

Looking into the crystal ball…

By Eduardo Velasquez,

A note from our Senior Director.

Before joining EDC in 2016, I spent more than seven years as an economist and forecaster. On my last day, my boss gifted me a crystal ball as a facetious reminder of how economic forecasting is often more art than science—perhaps mystic, even.

Nearly seven years later, that crystal ball sits on my desk and continues to serve as that reminder. Particularly at the start of every new year. As we look ahead to 2023, there are many economic headwinds to be concerned about—inflation, labor shortages, and record housing unaffordability.

One of the biggest stories at the moment is the massive layoffs in the technology industry. This news is incredibly painful for those who have lost their jobs and should not be minimized. However, much of the reduction in workforce reflects a reversal of the over-extension by these firms in 2022. More importantly, there is a silver lining for those workers affected in that nearly every industry is still hiring and struggling to fill currently open positions. The country currently has the lowest ratio of available workers to unfilled positions in 15 years.

When we look at the San Diego region more specifically, we find that many of the large layoff announcements come from companies with small and or niche presence in San Diego. Last week, official employment statistics were published that showed San Diego’s unemployment rate fell again in December to 2.9 percent. The region ended the year with 50,500 more jobs and saw the labor force grow 1.2 percent. San Diego’s labor market ended 2022 in one of its strongest positions on record.

Throughout 2022, San Diego companies posted more than 53,000 unique jobs openings. As we begin 2023, local employers are still hiring. In fact, during the first few weeks of the new year, local tech companies have already posted 1,213 unique positions with a median advertised salary of $92,000.

The news of tech layoffs and high cost of financing has not scared off investors from San Diego startups. Rather they are flocking toward quality companies with serious growth prospects—something our region is known for. During the fourth quarter of 2022, San Diego tech startups pulled in $671 million in venture capital funding, which continues to trend up relative to pre-pandemic levels.

So when I look at that crystal ball, I see…well I don’t see much. But when I look at the data and past the news headlines, I see a San Diego economy that is diverse and resilient. I see a region that is well positioned to usher the next era of semi-conductor production and clean technology innovation.

While the winds may shift, our north star remains the same. Nationwide talent shortages are a stark reminder that we must build our own skilled workforce. We must continue to support quality job growth in our small businesses by connecting them to new customers locally and around the globe. We must invest in the infrastructure needed to ensure businesses can grow and working families can afford to enjoy all that our beautiful region has to offer. Together, we can make our economic vision a reality.

Happy new year,

Eduardo Velasquez
Eduardo Velasquez

Sr. Director, Research & Economic Development

Read EDC’s Monthly Report

For the latest on EDC, visit our events and news page to stay engaged.

A note from Mark…

By Mark Cafferty,

Gratitude abounds.

As the Thanksgiving holiday approaches, I am struck by just how fast the past year has gone by. While the last few years have made it easy (and more than justified) to lament so much of what we have all been through—and what so many people are still going through—I want to use the inspiration of the month to give thanks.

The EDC team just recently moved into our new offices on the fourth floor of UC San Diego Park & Market in Downtown San Diego. And when you go through a big office move after being in the same place for more than a decade, you find a few reminders of what has made the work so important and special over the years. Through thank you notes from past colleagues, to small gifts and tokens from trade missions and visiting delegations, to photographs of different generations of team members, investors, and partners, the memories come rushing back.

Work, I have always found, can be as important to who we are and who we become as family, friends, education, environment, and the many other factors that help shape our lives. As colleagues, co-workers, supervisors, leaders, and partners, we not only have an opportunity to contribute to organizations, missions, and/or visions that matter to us, we have the opportunity to contribute to the lives of those we cross paths with every day.

As I looked through the thank you, farewell, and congratulations notes I have received (and saved) over the years, I started to recognize a pretty obvious trend: In my 30 years in the workforce, what has mattered the most to others hasn’t been the successes, failures, promotions, achievements, innovations, or inspirations that can often be associated with management and leadership positions and organizational successes. It has been the way we treat each other during the simplest or most challenging of times that matters the most. Almost more than words can express.

To everyone who has played a role in making my days better over the last 10 years at EDC and the last 20 years in San Diego, I am so thankful for your presence in my work and in my life. In the days we have left in 2022, let’s try to take some time to reach out to those who matter most to us and tell them why. Just an e-mail, a voicemail, or a few kind spoken or written words can become such an important treasure to someone around you, that they just might still have them sitting nearby in their (new) office decades later.

Below are some of the ways you can engage with the EDC team and our work in the coming weeks. We’re thankful as always for your investment, partnership, and support that makes it all possible…

Best,

Mark Cafferty
Mark Cafferty

President & CEO

Read EDC’s Monthly Report

Need tech talent? Attend Advancing San Diego’s upcoming events to strengthen your local talent pipeline:

Plus, join World Trade Center San Diego to grow your international sales:

For the latest on EDC, visit our events and news page to stay engaged.

Rady Children’s Hospital hires six FTEs following Advancing San Diego internship

By San Diego Regional EDC,

Through Advancing San Diego’s internship program led by EDC, local healthcare provider Rady Children’s Hospital hosted six fully subsidized interns from top, local education programs, and went on to hire all as full-time employees.

CHALLENGE

San Diego’s healthcare providers face numerous challenges in attracting and retaining talent. Faced with a global pandemic, now more than ever healthcare providers are seeing higher-than-average turnover rates for essential roles like medical assistants. Additionally, many companies have fewer connections to top, preferred providers of healthcare talent in the region.

This is where Advancing San Diego (ASD) was able to help.

SOLUTION

Made possible by JPMorgan Chase, Advancing San Diego is a demand-driven strategy to address talent shortages and remove barriers for small and not-for profit companies to access qualified workers through a variety of services including its internship program. After a competitive application process, Rady Children’s Hospital was selected to host six paid ASD healthcare interns from top Verified Programs of talent, at no cost.

ASD provided a competitive wage and stipend, as well as access to a vetted pool of diverse medical assistants. Rady also had the opportunity to work with ASD’s staffing partner, Manpower San Diego, which administered the interview process, administrative HR tasks, payroll, and more.

RESULT

As a result of EDC’s ASD program, Rady was able to skip the challenges of talent sourcing and dive straight into building camaraderie with their new interns and the Verified Programs in which they came from. At the close of the internship, Rady Children’s Hospital hired all six students full-time—opening a door of social mobility for underrepresented talent in essential roles.

The program also helped relieve budgetary constraints by saving Rady thousands in payroll, overhead, and talent sourcing expenses.

“Advancing San Diego has helped us tap into diverse talent highly-prepared for the clinical hours we require. EDC’s program helped us establish better relationships with local education programs and introduced us to six skilled medical assistants who we’re excited to bring on full-time.”

-Jenna Martin, Strategic Business Project Manager, Rady Children’s Hospital

 

GET INVOLVED IN ADVANCING SAN DIEGO:

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Get in touch

A note from Mark…

By Mark Cafferty,

Back to school, back to school

I hope this note finds you all healthy, well, and beating the heat as we head into fall. 

A quick look at my social media pages is a clear indication that school is back in session across our region. From first day of pre-school photos to first day of college photos, the lifelong learning process is on full display in the posts of proud parents, grandparents, and family members. 

It goes without saying that education is the cornerstone of economic development and opportunity. These days our team at EDC is working more closely with our education partners than ever before, and we can truly feel their enthusiasm as this new year begins. From the opening of new academic buildings, to the announcements of new courses and programs, to the celebration of a new stadium—the successes and results of business and education partnerships are on full display across our region. 

Over the last few years, I have marveled at how the quiet generosity of one EDC investor initiated a new partnership between a local high school and non-profit organization that has changed student’s lives. I have seen our community colleges and higher education partners work tirelessly with our team and employers to ensure they are consistently expanding and upgrading their curriculum to meet changing industry needs and requirements—evidenced by the recent, exciting news of an $18.1 million grant to SDICCCA. And within our own organization, we have watched part-time student internships lead to full-time job offers, promotions, and more as part of Advancing San Diego. 

When we think about our Inclusive Growth goals, and more specifically about doubling the number of post-secondary completions by 2030, it can feel overwhelming. But we know that we can only get there by leveraging, supporting, and embracing every partnership we have with our local educational institutions and systems. By working together to keep student curriculum and exposure current, we can drive socio-economic mobility for the talent of tomorrow.

So this September, as the education and lifelong learning cycle begins anew, we urge all of our private sector EDC investors—regardless of industry—to continue expanding your relationships with the education leaders you share our table with. They cannot get us there alone, and neither can you. 

A broad list of resources for employers seeking to recruit and retain talent can be found here. If you have any questions on who and how to engage them, please contact our Advancing San Diego team. 

Wishing all of our education partners (and parents) within our EDC community a wonderful, safe, and productive school year ahead. I’m proud to work with and through all of you to ensure that the young people growing up in all corners of our community have the opportunities to learn, grow, and thrive within our region and economy. 

Best,

Mark Cafferty
Mark Cafferty

President & CEO

Read EDC’s Monthly Report

 

For specific opportunities to get involved with Advancing San Diego, submit this form or contact:

Taylor Dunne
Taylor Dunne

Director, Talent Initiatives

Resources for recruiting and retaining talent in San Diego

By Taylor Dunne, Talent Initiatives Manager,

Last edited November 2022

As of May 2022, there were 75,630 unique jobs posted in San Diego County, but only 42,100 unemployed San Diegans. Couple this talent shortage with unrealistic demands around compensation, benefits, and remote work, it’s fair to say we are living the most competitive battle for talent yet.

To meet employer demand, our region needs to double the number of post-secondary degree, certificate, or program completions per year. In particular, investing in Black and Hispanic youth would turn San Diego’s talent shortage into a surplus. More on Inclusive Growth here.

As part of our ongoing talent development efforts, EDC has compiled an ongoing hub of programs and initiatives below to help you fill your high-demand San Diego roles. Sign up for the talent newsletter for ongoing opportunities to participate in the development of our talent pipeline.

HIRE TALENT

SELL SAN DIEGO

UPSKILL EXISTING TALENT

BUILD YOUR PIPELINE

For more support, contact:

Taylor Dunne
Taylor Dunne

Director, Talent Initiatives

Need Cyber talent? Meet our Preferred Provider programs

By Taylor Dunne,

Last updated with new Preferred Providers June 13, 2022.

As part of its talent related initiatives, San Diego Regional EDC joined forces with San Diego Workforce Partnership and the Cyber Center of Excellence to launch CyberHire—a program designed to address the region’s growing demand for Cybersecurity talent and connect job seekers to secure meaningful careers.

Through two rounds of competitive application processes, the following education providers have been designated Preferred Providers of Cybersecurity and IT Talent, recognition from industry for their work in most effectively training the entry-level local workforce:

Preferred Providers of IT Talent:

Preferred Providers of Cybersecurity Talent:

Through the CyberHire program, participants enrolled in the Preferred Provider programs receive industry-verified certification in A+ and Network+ or Security+ along with career counseling and wrap-around services from the San Diego Workforce Partnership.

View the full Preferred Provider network

Hiring IT or Cyber talent?

If you are a San Diego business interested in hiring CyberHire participants to fill your entry-level IT and Cybersecurity roles, contact us. Through funding provided by the James Irvine Foundation, the San Diego Workforce Partnership will:

  • Place program participants in paid internships.
  • Subsidize wages for on-the-job training.
  • Host events for employers to meet CyberHire participants and showcase career opportunities at their companies.

LEARN MORE ABOUT EMPLOYER PARTICIPATION!

About CyberHire: Presented by The James Irvine Foundation, CyberHire aims to transition unemployed, underemployed, and low-wage workers to quality Cybersecurity careers. CyberHire will help San Diegans launch a meaningful career that allows them to support themselves and their families.

Learn more

Want to hire CyberHire participants? Contact us:

Taylor Dunne
Taylor Dunne

Director, Talent Initiatives