In 2025, BOUNCE focused on strengthening our delivery of clear and consistent value to workforce and adult learning organizations.
We sharpened our workforce offering, improved internal systems, added external accountability, and began thoughtfully developing a guided career discovery platform.
This work reflects what we continue to see across the field: leaders need clarity, structure, and tools that reduce friction for teams and confusion for learners.
Workforce and adult learning leaders are navigating high demand, limited capacity, and increasing pressure to deliver outcomes that are easy to explain and sustain.
This reality has shaped where we invest our time and attention.
By formalizing our workforce offerings, we defined the three core ways organizations engage with us, depending on their lifecycle:
• New organizations, as well as those that have become fragmented or more complex over time, need foundational clarity around messaging, audience, and priorities
• Established organizations that want faster, more consistent growth look to us to apply best practices across campaigns, programs, and partnerships
• Successful programs that want to establish themselves as authoritative thought leaders come to us for a tighter alignment of brand, narrative, and growth around workforce outcomes
These entry points help leaders move forward with confidence.
We embedded AI into specific internal processes, including research synthesis, onboarding, and outreach, to improve consistency and reduce friction.
We also adopted tools that support more thoughtful engagement and follow-through.
For clients, this results in cleaner insights, steadier collaboration, and more focus on strategy instead of logistics.
We formed an advisory board to strengthen decision-making, challenge assumptions, and stay grounded in the realities that workforce leaders face every day.
This adds rigor and perspective to the work we deliver.
In 2022, we piloted a guided career discovery experience with a community college. This year, we began revisiting and modernizing that work.
It’s part of a longer-term effort to explore how interactive self-assessment tools can support recruitment, advising, and pathway clarity in high-demand sectors.
The behind-the-scenes work we’ve been doing creates real advantages for the organizations we support.
For workforce leaders, this means less time navigating process and more time building momentum.
If you want a clearer picture of where your organization stands, we’ve created a short Workforce Marketing Readiness Assessment to help your teams identify strengths, gaps, and next steps. Try it out today!
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The best workforce partnerships don’t always start in boardrooms; they can start over coffee. I was having one of those casual, post-meeting chats when an HR director confided his company’s painful reality: despite investing in two weeks of solid onboarding training, they were losing 54% of new employees within six months.Read More
Small nonprofits often underestimate their strength, when in reality they often possess an inherent strategic advantage that larger institutions can’t easily replicate.
This insight, along with many others, came through loud and clear during recent conversations we’ve had with workforce leaders in New York, including a workforce consultant who noted that small nonprofits “can pivot quickly,” “know the people they serve,” and “make magic happen with limited resources.”Read More
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