Year Up United
YearUp United is a nonprofit organization. Learn more at https://www.yearup.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
● Before initiating a partnership, team members utilize various research tools to understand an employer’s business model and identify specific operational pain points. This due diligence ensures that the company’s available roles and required skill sets align with the organization’s training programs.
● The organization seeks to understand the primary drivers behind an employer’s interest in workforce development. By identifying whether a partner is motivated by mission alignment, a desire to give back, or a strategic need to diversify their talent pipeline, Year Up can tailor its communication and support to match the employer’s goals.
● Year Up maintains constant insight into employer needs through a high-touch meeting cadence. For established partners, this includes weekly programmatic touchpoints and one-on-one meetings with internal program managers. For new partners, the organization may spend up to 18 months establishing the relationship, using frequent check-ins to ensure the partner feels supported and satisfied with the program’s expectations.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Introducing Workforce Development Opportunities
● Year Up introduces employers to the broader workforce ecosystem by identifying the best-fit solutions for their specific hiring needs. For partners seeking talent beyond entry-level roles, the organization leverages a network of over 50,000 alumni and connects employers with its large network of partner organizations that provide an array of services, including placement agencies capable of handling direct-hire contracts and mid-level staffing.
● Through collaborations with partner organizations, Year Up helps employers meet their overall recruitment goals and business needs. A key example of the additional services employers utilize is the reviewing and rewriting of traditional job descriptions.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Introducing Your Organization
● The Year Up program is built on a skills-first model. Rather than focusing only on the internship itself, the organization engages with employers to see how it can meet their specific needs around talent by prioritizing technical and professional skills.
● Year Up engages with over 250 employers across a variety of areas, primarily to provide a six-month internship and work-based experience for young adults. The organization engages with these partners specifically as a means to develop their talent pipeline, ensuring that the partnership meets their long-term hiring needs.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Evaluating Employer Suitability
● When evaluating suitability, Year Up examines hiring trends and open roles that align with the organization’s programming. The team also researches a company’s partners, mission, and core values to determine if there is a cultural fit and natural synergy between the two organizations.
● The organization prioritizes partners whose core values align closely with Year Up’s, especially those that offer programming beyond the traditional manager-intern relationship. Year Up looks for employers who provide professional development, mentoring, and opportunities for interns to get involved in Business Resource Groups (BRGs) and other inclusive networking efforts within the company.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
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?
Service Provider Visits to Employer Workplace
● Employers visit the site to engage directly with Year Up participants through various developmental activities. These visits include observing the curriculum in action, conducting mock interviews, providing resume reviews, and hosting lunch-and-learn sessions. These interactions allow employers to understand the technical skills young adults are learning and build a direct connection with the talent pipeline.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Metrics and Financial Factors
How organizations collect and share information about expected outcomes and potential financial rewards and incentives.
Gathering Data to Track Employer Metrics
● Year Up utilizes structured data collection tools to track intern progress and technical development. This includes weekly check-ins and formal performance evaluations where managers provide specific feedback on an intern’s growth, ensuring they are meeting the expectations of the role and the program.
● Beyond intern performance, the organization surveys employer partners to gather feedback on their overall experience with the program. These surveys assess the quality of engagement with Year Up staff and the effectiveness of the partnership.
● Year Up monitors metrics such as placement and retention rates to measure long-term impact. The organization maintains direct engagement with alumni for at least four months post-graduation to track career outcomes, while offering lifetime support through a dedicated alumni programming network.
● All data is captured and analyzed using Salesforce and Tableau.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
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
● The Corporate Engagement team is responsible for maintaining the full lifecycle of employer partnerships. Employers are also engaged by the Philanthropy team on charitable initiatives and strategic giving that aligns with the organization’s mission.
● Additionally, Account Directors and Business Development professionals focus on high-level strategy and the expansion of internship programs, while Placement Success Managers provide direct, high-touch support to both interns and managers to ensure successful program outcomes.
● As a national organization, Year Up engages leadership at all levels to sustain employer relationships. This includes National Leaders and Senior Directors who manage regional teams and maintain strategic touch points to ensure long-term partnership alignment.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Collaborating with Other Organizations
● The Career Services team at Year Up takes primary responsibility for securing and tracking professional outcomes for all graduating interns during the four-month window immediately following graduation. This team connects Year Up alumni with other organizations that offer additional support, such as the related organization Year Up Professional Resources (YUPRO). This collaboration provides individuals with access to specialized recruitment services and professional resources throughout the duration of their careers.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Challenges
Common challenges and how organizations typically respond to them.
Workforce Development Jargon
● Year Up defines “opportunity talent” as individuals seeking to fill the millions of jobs in the ecosystem that require specific certifications or training. The organization specializes in bridging the gap between these open roles and young talent pursuing those opportunities.
● In tandem with opportunity talent, Year Up highlights “skills-first talent” by emphasizing how individuals can succeed and be highly coachable with the right training. The organization presents data to demonstrate that individuals can be successful by acquiring skills even without a four-year degree. Year Up also demonstrates that these young adults tend to stay in their careers longer, which helps show the long-term value to the employer.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Ensuring Compliance with Progammatic and Funding Requirements
● To ensure all parties meet their programmatic responsibilities, employers sign a basic contract outlining their obligations once a Year Up participant is placed for an internship experience.
● Year Up’s Placement Success Managers host a dedicated orientation at the start of each engagement to establish clear expectations. Throughout the internship, these managers conduct regular check-ins with employer supervisors to monitor progress and ensure continued compliance with all program requirements.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Handling Objections from Employers
● Time and internal capacity are frequent considerations for potential partners. While an organization may value the mission, it must identify the right staff members who can dedicate the necessary time to managing and developing a young person effectively. Year Up works with employers to ensure they have the internal support structure needed for a successful internship experience.
● Budget and economic shifts also play a significant role in employer decision-making. Depending on the current economic climate, an employer’s ability to commit financially can change. Year Up recognizes that these external factors are primary challenges and maintains open discussions with partners to navigate budget constraints and organizational shifts.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
Handling Challenges
● It can take roughly 18 months to establish a relationship with a new employer. To account for organizational shifts during this window, Year Up takes a proactive approach to flexibility, initiating discussions on how the team can meet evolving needs and priorities.
● The team shows strong leadership by recognizing when a relationship needs realignment and taking the initiative to find the correct stakeholders. This approach allows them to resolve challenges early and keep the focus on building a successful partnership.
● While it is important to find the right decision-makers at an organization, the team also focuses on ensuring successful and robust experiences for the young adults who are placed with an employer. Team members perform thorough due diligence to understand the specific needs of a role and the culture of the teams where young adults will be placed.
This content is based on interviews and/or email correspondence with Jennifer Mitchell in 2026. This content was approved by the organization in June 2026.
