Preparation reduces generic outreach and increases the likelihood of a discovery meeting. Employer engagement improves when materials are concise and focused on business value and clear support commitments. 

Pitch Builder

(30 seconds)

Use this formula to keep outreach employer-centered and consistent: 

  • Pain point: Name the staffing problem you can help solve (e.g., time-to-fill, turnover, training burden). 
  • Offer: One clear partnership option (e.g., a screened referral pipeline or a paid work experience pilot). 
  • Proof: A quick credibility marker (partners, outcomes, or a short success story). 
  • Risk reducer: Supports that reduce employer effort/risk (coaching, bonding, check-ins, incentives). [12][13] 
  • Ask: Propose a 20–30 minute discovery call and offer two time options. 

Discovery meetings clarify employer needs and identify the best partnership model. The goal is a documented commitment (pilot or next step) with owners and dates. 

Step-by-step: 30-minute discovery call

Handling common employer concerns (quick responses)

Employer concernResponse approach
“We tried this before and it didn’t work.” Ask what failed (screening, attendance, onboarding). Propose a smaller pilot with clearer roles and a 30-60-90 plan (Section 8 + Appendix P). 
“We can’t take risks.” Offer risk reducers: staged duties, supervisor check-ins, Federal Bonding, and a time-limited pilot with defined success measures. [13] 
“Our background checks are strict.” Focus on job-related criteria, consistency, and (where allowed) timing such as conditional offer. Offer to align on a documented process and individualized assessment. [14] 
“We need people who will show up.” Explain readiness screening, supportive services, and early check-ins. Ask what “reliability” looks like in their setting and co-design the plan. 
  1. Set context: purpose, roles, and time (2 minutes). 
  2. Confirm priority roles, volume, shifts, and screening requirements (8 minutes). 
  3. Define success at 30-60-90 days and common reasons hires exit (8 minutes). 
  4. Match solutions: pipeline, WBL pilot, OJT, internships, transitional jobs (8 minutes). 
  5. Agree on next steps: owners, deadlines, next meeting (4 minutes). 

Commitments log standard 

Non-negotiable practice

  • End every employer conversation with a written commitments log: commitment, owner, due date, and success measure. 
  • Send the recap within 48 hours and place calendar holds immediately. 
  • Each meeting ends with: commitment, owner, due date, dependencies, and success measure. 
  • A recap email is sent within 48 hours with the commitments log and calendar holds. 

Section 5 turns commitments into a written partnership plan and selects the implementation pathway (hiring pipeline, WBL, OJT, internships, transitional jobs, or a combination).  

References

[12] U.S. Department of Labor – How to File a WOTC Certification Request. https://www.dol.gov/agencies/eta/wotc/how-to-file 

[13] U.S. Department of Labor – Federal Bonding Program. https://www.dol.gov/agencies/eta/federal-bonding-program 

[14] EEOC – Enforcement Guidance on Arrest and Conviction Records (Title VII). https://www.eeoc.gov/laws/guidance/enforcement-guidance-consideration-arrest-and-conviction-records-employment-decisions