Discover: Labor Market Analysis (LMA) and Targeted Prospecting 

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• Appendix B: Employer Profile
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• Appendix C: Prospecting Sprint Plan
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• Appendix F: Employer Engagement Tracker
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This section answers: “Which roles and employers should be prioritized first?” LMA turns labor market data and community intelligence into an actionable outreach plan. 

1. Define the focus region and population(s) served (adult, youth, justice-involved, reentry, etc.). 
2. Pull LMI for priority sectors and roles: wages, openings, and projected growth. 
3. Validate demand using real-time signals (e.g., job postings) and partner intelligence (e.g., workforce boards or chambers). 
4. Identify entry roles with advancement potential (career ladders within 6–18 months). 
5. Translate findings into a prospecting plan: 15–30 employers per priority sector with assigned outreach owners. 

BLS OEWS provides occupational employment and wage estimates, and BLS Employment Projections provides ten-year outlook data used in LMA. [4][5] 

• Priority sectors and roles (with rationale and wage ranges). 
• Top employers for each role/sector (tiered list). 
• Key barriers and mitigations (schedules, transportation, credential requirements). 
• Recommended engagement models (hiring pipeline, paid work experience, OJT, internships, transitional jobs). 

6. Compile employer candidates from directories, local intelligence, and job postings.
7. Complete employer profiles for high-priority employers (Appendix B). 
8. Segment employers: Tier 1 (warm connection), Tier 2 (high priority), Tier 3 (future). 
9. Set a 4–6 week outreach sprint with weekly targets and tracking (Appendix C and Appendix F).