Cara Collective
Cara Collective is a nonprofit organization. Learn more at www.caracollective.org.
Introductory Conversations and Assessment
How organizations conduct initial needs assessment with employers, introduce workforce development in general as well as their own organization’s programs, and gauge whether an employer could benefit from workforce development programs.
Learning About Employers' Needs
- Employers are asked detailed questions about hiring needs, including volume, key entry-level openings, required qualifications, and preferred communication methods for candidate recommendations. Additional inquiries cover frontline opportunities, company culture, hiring processes, job locations, specific skill requirements, and any potential red flags.
- Business Development gathers data on hiring pain points (e.g., turnover, onboarding challenges) to align Cara’s services with employer needs.
- Employer information is logged into Salesforce, a Customer Relationship Management (CRM) platform.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Introducing Workforce Development Opportunities
- During initial employer conversations, Cara highlights its broader advocacy for workforce inclusion, including addressing digital divides and the need for local hiring in emerging industries.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Introducing Your Organization
- Cara positions itself as a mission-driven organization providing vetted, job-ready candidates trained in technical and social-emotional skills.
- Cara emphasizes its unique value proposition, including concierge-level services and retention coaching for one year post-hire.
- Cara introduces its workforce development programs by aligning them with employer priorities, such as addressing workforce shortages or building talent pipelines.
- Employers are provided with tailored overviews of Cara’s training programs, retention support services, and success stories of past placements.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Evaluating Employer Suitability
- Employers are assessed for alignment with Cara’s mission and candidate needs by evaluating company culture, career advancement opportunities, and recruitment goals.
- Employer suitability is assessed by the employer’s capacity to accommodate Cara’s high-touch engagement model, which involves personalized interactions, frequent communication, and hands-on support throughout the hiring and onboarding process.
- Cara evaluates whether employers are willing to address barriers such as background checks, educational requirements, and transportation limitations to support inclusive hiring practices.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Establishing Employer Relationships
Ways that organizations follow up or otherwise build relationships with potential employer partners. How do organizations keep employers’ interest and stay top of mind, despite how busy they may be?
Following Up via Phone and/or Email
- Cara follows up with employers within 24 hours of initial meetings, sending personalized emails or handwritten notes that recap the conversation and outline next steps.
- Regular touchpoints with employers are established through biweekly, monthly, or quarterly calls to maintain alignment and address ongoing needs.
- The organization sends out regular updates to maintain engagement even when hiring needs are paused, such as sending updates or small tokens like coffee mugs.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Employer Visits to Service Provider Locations
- Employers are welcomed into Cara’s programs to meet job seekers, learn about the training process, and see firsthand the preparation candidates receive.
- “Motivations” sessions are central to Cara’s employer visits. These visits are structured to create experiential connections, such as sitting in on a class or engaging directly with job seekers. Employers witness participants celebrating achievements (e.g., job placements, anniversaries) and hear success stories.
- While prospective employers are often introduced to “Motivations” sessions early in their engagement, active partners are encouraged to attend at least once a year to strengthen their connection to Cara’s mission and participants.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Service Provider Visits to Employer Workplace
- Cara conducts on-site visits to employer workplaces to better understand job environments and align candidate recommendations with employer expectations.
- Their visits include shadowing employees and gathering insights into the day-to-day responsibilities of specific roles, as well as identifying challenges (e.g., cold storage workspaces) that may impact candidate satisfaction or retention.
- Employers occasionally host participant tours to provide hands-on exposure to job roles, which can help to reduce mismatched placements.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Job Fairs and Hiring Events
- Cara connects employers to hiring events and job fairs through partnerships, but does not explicitly organize them independently.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Metrics and Financial Factors
How organizations collect and share information about expected outcomes and potential financial rewards and incentives.
Sharing Metrics and Return on Investment with Employers
- Employers receive data on retention rates, candidate success stories, and the financial benefits of partnerships, such as reduced turnover and tax incentives.
- Cara uses success metrics, like a 70% same-firm retention rate, to reinforce the value of ongoing partnerships.
- Cara shares Social Return on Investment (SROI), highlighting community economic impact.
- The organization collaborates with external programs like the Cook County Court System’s Rehabilitation Alternative Probationary (RAP) program to showcase long-term participant success rates (e.g., a 91% reduction in recidivism for graduates).
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Explaining Subsidies and Tax Credits
- Cara presents financial incentives such as tax credits and wage reimbursements as tools to offset hiring costs.
- Employers are informed about opportunities like On-the-Job Training (OJT) and incumbent worker training subsidies during introductory conversations.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Gathering Data to Track Employer Metrics
- Cara collects data from employer feedback, job seeker evaluations, retention metrics, and hiring outcomes to monitor partnership impact.
- Metrics are tracked in Salesforce, using meeting notes, participant feedback, and structured dashboards for real-time updates across employer touchpoints.
- Employer satisfaction data is used to refine candidate matching and enhance support services.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Organizational Level Considerations
How organizations are set up to build partnerships with employers, and how they leverage relationships with other organizations for better outcomes.
Organizational Structure, Resourcing, and Staffing
- Cara’s employer-facing staff includes talent acquisition specialists, recruiters, and hiring managers who engage directly with employer partners. Teams include:
- Business Development Team: Handles initial outreach, corporate engagement, and stewardship of employer relationships.
- Employment Services Team: Focuses on matching participants to opportunities and managing day-to-day employer interactions.
- Cara Plus Team: Advocates for inclusive hiring practices and advises employers on fair chance initiatives.
- Staff responsibilities include sourcing and vetting job candidates, managing employer relationships, and delivering concierge-level services for job placements.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Collaborating with Other Organizations
- Cara partners with organizations like Skills for Chicagoland’s Future and multiple community partners on initiatives, such as training academies with ComEd, to address hiring needs and expand placement opportunities.
- Employers are referred to other workforce development organizations when Cara cannot meet specific hiring requirements, with partnerships often involving shared placements or sponsorship opportunities.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Challenges
Common challenges and how organizations typically respond to them.
Workforce Development Jargon
- Terms like “social-emotional training” are framed as strengths that set candidates apart, aligning with employer goals for reliable and resilient hires.
- Cara replaces technical jargon with straightforward language, emphasizing workplace competencies such as professionalism and time management instead of broader terms like “workforce development.”
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Ensuring Compliance with Progammatic and Funding Requirements
- Cara includes clear expectations in partnership agreements, such as the number of candidates to be referred and support for compliance with federal and state hiring regulations.
- Cara uses Memorandums of Understanding (MOUs) to formalize annual agreements with corporate employment partners. These agreements outline expectations, including placement goals, meeting cadences, and compliance with federal and state hiring regulations. MOUs are revisited annually to evaluate progress.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
Handling Objections from Employers
- Employers hesitant about hiring from non-traditional candidate pools are reassured through open discussions about pain points like turnover or background challenges, as well as an emphasis on Cara’s retention coaching and participant readiness.
- Employers may have concerns about candidate readiness and skill alignment. Cara addresses this by highlighting the rigorous training, coaching, and support candidates receive to ensure they are prepared to step into employment and contribute immediately.
- Cara works closely with employers to understand their specific needs and demonstrate how their tailored workforce solutions effectively bridge gaps in talent while reducing hiring costs and turnover.
This content is based on interviews or email correspondence with Tim Loeffler in 2025. This content was approved by the organization in March 2025.
