For institutions
Remote-work training your funders will recognize.
Community colleges, universities, and workforce development boards are being asked to prepare people for a labor market where flexibility is the most-cited reason workers stay in a job — and where only a fraction of postings actually offer it. We build the programs that address that gap, and the measurement that proves they worked.
Licensed delivery · Curriculum partnership · Train-the-trainer · Grant design
Partnership models
Four ways to work together.
Pick the model that matches your capacity. Institutions with strong career-services staff usually start with curriculum partnership or train-the-trainer; those under time pressure start with licensed delivery.
Licensed cohort delivery
We run Remote Work Ready for your learners under your institution's brand, on your academic calendar. You handle recruitment and enrollment; we deliver instruction, feedback, and credentialing. Typically 20–25 learners per cohort with two cohorts per term.
- Full six-week curriculum, delivered live
- Instructor and facilitator provided
- Co-branded materials and certificates
- Enrollment and completion reporting
Curriculum partnership
You license the curriculum and deliver it with your own faculty. We provide the full instructional package, assessment rubrics, and an annual content refresh as the labor-market data changes.
- Facilitator guides and slide decks
- Assessment rubrics and grading criteria
- Learner workbooks and templates
- Annual refresh with updated market research
Train-the-trainer
A three-day certification for your career services staff and faculty. They leave able to teach positioning, async practice, and remote job search strategy with the same materials our own instructors use.
- Three-day intensive, remote or on site
- Certification for up to 12 staff
- Practice teaching with critique
- Twelve months of instructor support
Grant-funded program design
We help you design remote-work training that survives a grant review — logic model, measurable outcomes, budget narrative, and an evaluation plan built to satisfy WIOA, Perkins, and state workforce reporting requirements.
- Logic model and theory of change
- Measurable outcome definitions
- Budget narrative support
- Evaluation and data collection plan
Outcomes measurement
You report to funders. We build for that from day one.
Most training vendors hand you satisfaction scores. Those don't survive a grant audit. Here's what we collect, and what you'll be able to report.
- Enrollment and completion
- Headcount, completion rate, and reasons for non-completion, reported per cohort.
- Skill gain, measured twice
- Pre- and post-program Remote Readiness Score across five dimensions — a defensible, quantified skill gain.
- Credential attainment
- Certified Remote Work Professional issuance, with clear language distinguishing it from accredited credentials.
- Employment outcomes
- Placement rate, time to placement, wage at placement, and remote or hybrid status at 90 and 180 days.
- Equity breakdowns
- Outcomes disaggregated by the demographic categories your funder requires.
- Learner voice
- Structured exit surveys and qualitative feedback you can quote in reporting.
How engagements start
A conversation, not a proposal blitz.
Institutional cycles run 6 to 18 months from first conversation to signature, gated by procurement and usually funded by federal workforce dollars. We plan for that horizon instead of pretending it away.
Scoping call
45 minutes with your team to understand your learners, funding source, and reporting obligations.
Written proposal
Model, timeline, cost, and the exact outcome measures — sized to your funding cycle.
Pilot cohort
We start with one cohort, measure it honestly, and expand only if the numbers justify it.
The long game
When a grant cycle opens, it's already too late to meet.
The partners written into a proposal are the ones who were already known. So we do the unglamorous part first, with no expectation of near-term revenue.
Convenings
We show up at WIOA and workforce development convenings — as participants, not as a booth.
Provider lists
We work through the process to get on state boards' eligible training provider lists before the funding conversation, not during it.
Deans and directors
Standing conversations with community college workforce deans and career services directors about what their learners are actually facing.
Grant-ready design
Logic models, outcome definitions, and evaluation plans drafted ahead of the cycle so a proposal can be assembled in weeks.
Partnerships
Request a partnership conversation.
Tell us who your learners are and what you're required to report. We'll tell you which model fits — or if we're not the right partner.