While the transition to skills-based hiring not an easy by any means, there are a few practical, concrete steps any organization can implement to align its skills-based hiring rhetoric and practices. We spoke with Catalyte CEO Matt Derella about how employers can make this transition. He highlights three practical area, the right incentives, technology and partners, that can help align skills-based hiring practices and rhetoric, and set your organization up for a long-term, sustainable competitive advantage.

Catalyte apprentices bring a flexible, agile mindset to every client engagement. Couple that with our rigorous, customizable technical development and clients quickly trust the work that apprentices deliver. We caught up with three of these public sector apprentices who are building an essential health care platform for a public sector client. The work they’ve done to date has had an incredible impact on their local community, driving improved outcomes and accessibility. We discussed their first year on the project, what they’ve learned and how they’ve grown during that time.

January is National Mentoring Month. We talked with three mentors at Catalyte, all at different points in their careers, about what mentoring means to them. Find out what traits/characteristics make for the best mentors (and mentees), why you're never too old to be a mentee, the importance of vulnerability and empathy in mentoring and how coaching and mentoring are similar, but different.

“Enterprises may be systems, but they are not machines. The most important element in any enterprise is the human element: the people contributing to it.” This perspective comes from Curt Schwab, Catalyte's President of On Demand, in his upcoming book "The Responsive Enterprise: Transform your organization to thrive on change". In this podcast, Curt lays out why talent is the key to creating a responsive enterprise, the three systemic elements that make up a responsive enterprise and what is the ultimate business value of becoming a responsive enterprise.

The past few years have changed the ways many organizations source and hire talent. These changes have stemmed from both pragmatic (the Great Resignation) and altruistic (realization that resume-based hiring is fundamentally biased) reasons. It’s fantastic that companies are starting to invest in alternative pathways to hiring. However, what’s happening so far is not enough to make the difference we need, either in companies’ bottom lines or in our society. Companies should view apprentices not as part of their “nontraditional” or emerging hiring strategies, but as core to their talent strategies. Doing so will unleash a plethora of benefits for businesses and our communities.

The idea of coaching in apprenticeships is so fundamental that it almost becomes invisible. But without it, apprentices don't get the structure and support they need to contribute now and advance in their careers. When done right, it helps deliver better talent to employers faster, without any additional effort on their end. Apprentice Program Manager Christine Fox discusses the importance of coaching in apprenticeships, how employers benefit from it without even knowing and why her coaching style in 95% Phil Jackson and 5% Bobby Knight.

Most companies run an internship program. So why not an apprenticeship? Catalyte CEO Matt Derella discusses why apprenticeships can go beyond an internship, helping employers find higher-quality talent faster and cheaper.

Employers face the increasing challenge of finding, hiring and retaining top technology talent. Most still use "traditional" sourcing methods that rely on resumes or existing skills. This limits the quantity and quality of candidates needed to advance business outcomes. This episode explores new and innovative approaches to sourcing technology talent. Listen to Catalyte CEO Jacob Hsu discuss how employers can benefit from sourcing models that focus on a person's aptitude and attitude. Learn how to create more productive, diverse, affordable and longer-lasting workforces with nontraditional talent.

A Navy veteran with an established technology career, Karl was not a typical candidate for Catalyte's software developer training and apprenticeship program. However, with his specialized area of expertise no longer in demand, Karl spent nearly a decade looking for a way back into the industry. A Craigslist ad promising "software developer training – no experience necessary" proved to be that way back in. Listen to Karl describe his journey, how Catalyte has its thumb on the pulse of diversity and inclusion and how he advocates for other non-traditional developers in this Sourcing for Innovation podcast episode:

Jamar Johnson was a mixed martial arts instructor when we discovered Catalyte in the mid-2000's. A successful graduate of our software developer training program, Jamar has continued to succeed in the technology industry. He is currently the director of quality and release management, HR technology and information strategy at Comcast. He also chairs Comcast's Black Employee Network. In this candid conversation, Jamar shares his developer journey from a non-traditional background to leading teams at one of America's largest companies. He recounts how Catalyte helped him launch that journey. He also dives into how the tech industry as a whole can do a better job using technology to create a diverse talent pool and build more equitable companies. Hint: everyone speaks "green."