Through an exciting partnership with GLG, we have the chance over the next month to interview corporate leaders and learn more about how they think about developing their entry-level staff.
Reagan’s email reminded us this week that customer interviews are important, and so we wrote a script to best test key parts of our value prop.
There’s three areas we plan to test:
- Company Utility
- Employee Opportunity
- Implementation Strategy
Do we have the right questions?
There are currently 43,000 open jobs in Austin and an estimated 200,000 entry- level staff who could potentially fill those roles with the right skills and credentials. Staff often feel stuck, and hiring managers are at a loss for where to find talent for middle-management roles.
PelotonU is an Austin non-profit providing local employers a strategy to retain and upskill their entry-level staff. Our mission is to help folks in the working adults force earn a college degree, debt-free and on time, while they continue to work full time.
Validate Company Utility (What’s Their Job to Be Done)
- What are some of the top problems for HR departments right now? (looking for upskilling, retention, or skills training)
- (If upskilling, retention, or skills training) How are those problems approached currently?
- What roles do entry-level folks play in your organization? What are their typical career trajectories?
Validate Employee Demand (Internal Mobility)
- Which part of the company do you see getting excited about this?
- Are there existing internal pathways of mobility for entry-level staff? Is a college degree enough to make a case for a promotion?
Test Implementation (What’s The Path to Yes)
- Is there an outside org your company has partnered with to support staff? How did it work — from first conversation to implementation?
- How do decisions get made? Which department picks resources for staff, and which roles within those departments make things happen?
- Our hunch is an internal champion makes a big difference — have you seen that prove true with other projects? What are they like, and how do they get excited about projects?
- Right now we’re only asking for access to tuition reimbursement. Would employers also pay for our support? If so, from which departments?
- Is it common to share internal data with outside partners to track ROI?
Whatcha think — what would you add, remove, change to get more clarity from customer interviews with corporate decision makers?