Talent Is Everywhere.
Social Capital Is Not.
re:WORK TRAINING is building a measurable way for people to turn demonstrated ability into trusted relationships—and trusted relationships into economic opportunity.
Skill was never the only missing ingredient. Access was.
High-wage opportunities often move through professional networks, trusted introductions, and internal referrals. People from under-resourced communities may have the ability to succeed without inheriting the relationships that make their ability visible.
The network gap
Qualified people can remain invisible when they lack relationships inside the industries and organizations they want to enter.
The signal problem
As AI makes applications easier to produce at scale, a resume alone carries less signal. Trusted human relationships matter more.
The opportunity
If relationships can be built through teachable behaviors, access can become something people create—not something they must inherit.
Social capital can be manufactured.
Social capital is the people who know you, trust you, and will advocate for you when opportunity appears. re:WORK developed a system for building it intentionally.
Performance Currency
Provable skill made visible through real activity and demonstrated behavior.
Relationship Currency
Trust built with real people, moving contacts toward champions inside target employers.
Social Capital
Skill and trusted relationships working together to create access to opportunity.
Neither side is sufficient alone: skill without a network can remain invisible, while a relationship without demonstrated ability rarely produces lasting opportunity.
A go-to-market strategy for the job market.
Companies identify targets, build relationships, create demand, manage a pipeline, and close. re:WORK gives that same operating discipline to the jobseeker: you are the CEO, and your career is the product.
Sales as a life skill
Participants practice research, positioning, outreach, discovery, follow-up, objection handling, and closing. These are durable skills for interviews, promotions, entrepreneurship, and leadership—not only sales roles.
Learning by doing
Candidates train through real outreach, real conversations, and a real opportunity pipeline. The job search and the work increasingly become the same motion.
“The job search is a sales campaign. We say it out loud—and then we train for it.”
MissionXP makes the relationship layer visible.
Created by re:WORK TRAINING, MissionXP runs the job search as a measurable pipeline. It connects learning, activity, relationships, and opportunities so candidates and coaches can see what is moving—and where support is needed.
Measure activity
Track outreach, conversations, follow-up, employer research, and next steps.
Measure relationships
See contacts progress toward champions: professionals willing to advise, introduce, refer, or advocate.
Support in real time
Use live campaign data and AI-assisted coaching to intervene before a candidate disengages or a pipeline stalls.
One job offer took 22 champions.
Most job searches count applications. This candidate’s logged activity revealed the relationships behind one offer—and showed that a professional network can be built from cold outreach.
Important evidence note: This is one graduate’s logged activity and an early proof of concept—not a validated benchmark. A contact knows the candidate; a champion is willing to help.
What re:WORK’s records currently support.
re:WORK is connecting program history and documented employment outcomes with the behavior and relationship data that precede them.
Data current through September 2026. This snapshot draws on reconciled Salesforce, Typeform, MissionXP, and internal program records. A job or promotion record is an outcome event, not a unique person; one participant may have more than one record. “Participants with documented hired outcomes” counts unique participant accounts with at least one recorded hire. The salary figure includes only first-placement records with salary data and should not be generalized to every participant. Counts are presented as conservative thresholds because historical records are incomplete and identity matching across systems is still being refined.
The professional ecosystem is part of the intervention.
Volunteer mentors and industry professionals
Professionals from across the technology ecosystem participate as coaches, mentors, instructors, and champions. Candidates recruit relationships through the work; mentorship is an outcome of the training, not simply an input.
Industry-led instruction
Working recruiters, sales leaders, and executives contribute much of the instruction and observe candidates demonstrating the behaviors employers value.
DOL-Registered Apprenticeship Standards
In May 2026, the U.S. Department of Labor registered re:WORK’s competency-based apprenticeship standards for the Technical Sales Representative occupation (Registration No. 2026-IL-141496). The approved model combines re:WORK’s eight-week Accelerator with related instruction and paid, structured on-the-job learning. re:WORK currently operates the Accelerator; the full registered apprenticeship has not yet launched and has not produced apprentice outcomes.
Scale the measurement and coaching layer—not only the staff.
Human instruction and trusted relationships remain essential. MissionXP makes the surrounding infrastructure more scalable: curriculum delivery, activity capture, pipeline visibility, AI-assisted practice, and timely coaching signals.
Lower marginal cost
A shared platform can support additional candidates without requiring every function to grow at the same rate.
Stronger evidence
Each cohort can strengthen the connection between participant behavior, relationship development, interviews, offers, and wages.
Broader adoption
Workforce organizations can adopt the behaviors, rubrics, and relationship-pipeline practices behind the Social Capital Model.
The next conversation could be about funding, research, hiring, implementation, or advocacy.
We are looking for partners who want to test, strengthen, and scale a measurable approach to social capital and economic mobility. Ask us to show you the model, the instrument, and the receipts.