JobTrain’s Inaugural
Economic Opportunity Awards 2017

JobTrain’s Inaugural Economic Opportunity Awards program will highlight companies in the San Francisco Bay Area who have taken action to bridge the opportunity divide.   Awards will be given to companies whose hiring practices and programs encourage the success of people who are talented and skilled but who may not have the benefit of extensive education or have barriers to employment.  (Please see our Nomination form tab and Criteria tab for criteria and details)

The Awards will go to companies in the 5 Bay Area Counties:  Alameda, Contra Costa, San Francisco, San Mateo, and Santa Clara. Eighteen (18) nominee finalist companies will be chosen, and six awards will be given to large (2,500+ employees), mid-size (less than 2,500 employees), and emerging (less than 250 employees) companies.  In each category, there will be a technology and non-technology company winner.  The Economic Opportunity Awards will be held on Thursday, Feb. 16th at the Hiller Aviation Museum, 601 Skyway Road, San Carlos, CA 94070, from 6 pm – 8:30 pm.  Winners will be announced and honored at the event.  (For sponsorship information and tickets, please see the Sponsorship tab.

Nominee finalists and awardees will be chosen by two distinguished panels of Bay Area leaders.  To learn more about them, please see Panelists tab.

If you have questions, please contact us at

Nominations are now closed.

Here are the 18 finalists for the 2017 Economic Opportunity Awards – the 6 Winners will be announced at the event!


AcrobatEmbroideryLogoAcrobat Outsourcing is the leading, and fastest growing, Hospitality Staffing Company in the country. Acrobat’s staffing mission is to find and employ top talent in the hospitality field, provide companies of all sizes with the employees they need and the extraordinary service they deserve while also fostering a wonderful relationship with the community around them.

“Create a positive impact” is Acrobat Outsourcing’s motto.  Acrobat wants to definitely affect their community and staff.  This in-house campaign entails volunteering in walking relays sponsoring cancer and heart disease awareness, homeless shelters, animal rescue centers and Fans in the Stands (Special Olympics) to name a few. To positively affect the community, Acrobat understands the need to get involved in order to influence the lives of those around the company. With the company’s expansion into the Midwest, Texas & New Jersey, Acrobat now has a staff of over 5,000 cooks, servers, bartenders, dishwashers and housekeepers. To pay it forward, Acrobat provides their employees with extra benefits such as health care coverage, a $1,500 Academic Scholarship, yearly food drive raffles supporting Feed America where contributors who win can walk away with gift cards, iPads, TVs and other great prizes. Acrobat knows that while helping the community is a top priority, they must first create a positive impact in-house before reaching outward.  Acrobat has been a long-time partner and has hired JobTrain students since 2006. To date, Acrobat has hired over 35 of JobTrain’s Culinary Arts graduates.

Acrobat Outsourcing also invests heavily in its staff.  “At Acrobat, we know that the best trained staff is always the best prepared, so we take it upon ourselves to be sure that our staff is given every opportunity to enhance their level of service.  We offer classes in server training with our Acrobat Academy, TiPS training to certify our bartenders and servers in the sale of alcohol, and we also offer an affordable option to complete your Food Handler’s Certification.  All of these trainings will go with you wherever you take your career, while Acrobat Academy is a training we created especially for our staff, the lessons you will learn will help you no matter what position you take in the hospitality industry in the future.”

Initiatives to recruit top talent including:  Career Development and Training for employees who want a better understanding of fine dining and high service; Medical Benefits; Long-Term Career Opportunity to support professional growth; Referral Program which awards cash to any employees who refer high-performing friends and family; and The Acrobat Scholarship which grants several scholarships of up to $1500 for our top-performing employees in collegiate programs to assist them with their educational expenses.

BAMCO13-final-blkonlyOver the past thirteen years Bon Appétit Management Company has hired over 100 JobTrain Culinary graduates, participated on JobTrain’s Technical Advisory Committee, made financial and in-kind donations, and has led to the success directly and indirectly of many Culinary students.

One glowing example is James.  James grew up in East Palo Alto at the time when it was one of the poorest and most violent areas in California. He had dropped out of high school and did not have a GED. He wanted to be a mechanic, and almost signed up with the military just to be able to make a living.

Though his path took many different turns, he did go through vocational training in Culinary Arts, as well as obtained his GED. He is now one of the senior Sous Chefs at Bon Appétit Management Company in Santa Clara, and is the Head of Catering. In turn, he also makes it a point to give back to the community by volunteering his time, knowledge, and skills.

CareIndeedLOGOCare Indeed has recruited many JobTrain students and provided training for the students. Care Indeed is a full service home care provider in the Bay Area. Care Indeed is committed to providing high-quality training to its employees.  At Care Indeed, they use training programs developed by the national leader in senior care training to ensure that every employee has the skills and knowledge needed to provide high-quality care. They pride themselves on hiring people for their compassion, experience, and flexibility. But they know this isn’t all it takes to provide the best care possible. Caregivers also need excellent skills and competency in care – and that comes from excellent training. They understand that JobTrain provides services to a diverse population and they support these efforts in providing a pathway to success for those coming from non-traditional backgrounds.

Care Indeed has participated in several Job Fair related activities, spoken at several JobTrain workshops and is part of JobTrain’s Technical Advisory Committee meetings.  Care Indeed is always willing to hire JobTrain graduates even with little experience, where other companies require one to two years of experience before accepting their applications.  They are willing to give new graduates a chance in the Nursing field.


Flagship_logo1Flagship at Facebook has been instrumental over the years in hiring a number of Culinary graduates.  They have worked hard to clear hurdles to hiring people with background issues.  They have participated on JobTrain’s Technical Advisory Committee.  Flagship started with a simple idea – to deliver a higher standard of customer service. Their method of delivering those services has evolved over the years as they bring on new technologies and the needs of their customers change, but their fundamental commitment has remained the same for more than two decades.  From executives to front-line workers to the people behind the scenes, every team member works together to build long-term partnerships with their customers by doing whatever they need to do to get the job done.

When Flagship is looking for quality graduates to fill culinary positions at Facebook it turns to JobTrain.  Since 2011, more than two dozen JobTrain graduates have been hired to work at Facebook in their kitchens.


Google_LogoGoogle’s IT Residency Program (ITRP) is designed to jumpstart careers for the ~150 new and recent college graduates in the program. ITRP’s mission is to provide an exceptional level of IT support to Googlers, and to empower the next generation of IT pioneers.

In two years, Google’s IT function built one of the deepest and most substantial partnerships with job training programs in the Bay Area.

Google has hosted apprenticeships in IT for low-income youth from non-profit organizations for several years. But even the strongest performers typically left the company after their six-month apprenticeship: The skills gap was too great for them to make the jump to a full-time role, and, since Google internships require candidates to be enrolled in a degree program, they weren’t eligible for that intermediate step. So, Google developed a multi-year pathway to transition these apprentices into future internships (for two summers) and then to the ITRP.

The cornerstone of this effort is a newly launched college scholarship program, which covers the full cost of an associate degree for those who successfully apprentice in Google’s IT org. Having student status allows them to apply for the internships and ITRP, and completing the degree qualifies them for a variety of roles in industry.


Intel logoIn 2016, Intel piloted a new Community College Intern program with the goal of landing 10 community college students into professional internships at Intel.  Students were either currently attending, or had attended community college en route to their 4-year degree. Five of the students were business-focused, and five were engineering-focused.  The Community College Interns spent anywhere from 3 to 10 months working at Intel, working in Intel’s Data Center and Sales & Marketing groups.  The interns were exceptionally successful, in some cases outperforming other more “mainstream” interns.  Intel’s hiring managers were very pleased, and in many cases had to increase the amount of work or challenge given to the interns, as they learned and delivered so quickly.

Intel is working hard to drive innovation and forward-thinking in its talent pipelines, including through this investment in community college interns.  More than ever before, Intel is reconsidering how it defines qualified, believing in new standards of talent, and creating pipelines through different sources.  The commitment learning in community colleges is helping to change the way Intel thinks about quality talent.  The success of the 2016 interns demonstrates that the talent pipeline is bigger and deeper than sometimes thought.

Hiring Managers supported their interests and their skills; amplified their capabilities and even influenced their future studies.  The experience was described by one intern as “one of the single most valuable periods of learning since I began my college journey” – because Intel embraced the opportunity.   One of the 10 interns already has a full-time offer from Intel in hand once he completes his degree.

Each of the interns expressed their gratitude for an internship where they were able to do real work and make an impact on the business. Some indicated that their Intel experience affected the classes they plan to take next year.  Now that they’ve seen how their education plays out in the ‘real world’, and how they can apply what they learn, they’re more likely to add a STEM focus to their studies.

“Community Colleges are the pathway to the middle class,” said Mark Mitsui, Portland Community College’s new president.  By investing in all levels of education [as Intel does], Intel is helping to pave the way not only for more and better learning, but for greater applicability to industry.  By deeply questioning its own long-held, deep-seated assumptions and beliefs about what qualified looks like, and by experimenting and reaching out into other areas, Intel has the opportunity to make a difference, to meet in the middle, in the place that drives value for students and companies.



Jobvite hired five interns from JobTrain to help tackle a significant web development project over a period of six months. The interns, who each came from challenging socioeconomic situations and were all from local areas near San Mateo, were given hands-on experience and responsibility while working closely with a small team. Each intern was given their own computer and desk, and managers worked closely with each of them to help them settle into the company, answer questions about the industry and prepare them for opportunities beyond. When the internships came to an end, Jobvite made it a point to hold one-on-one meetings to discuss what each intern had gained from the experience and offer guidance as to how it would help pursue careers in web development going forward.

In addition, Jobvite has also provided opportunities at its customer service center in Coos Bay, Oregon. Employees hired for level one customer support tend to not have much working experience, or even a college education in many cases, but there are clear opportunities for advancement. Several employees in the call center have been promoted into Jobvite’s product support, which involves more detailed technology expertise and an opportunity to transition into a better-paying industry.

While the Bay Area cost of living has continued to skyrocket, much of the rest of America has seen a steady loss of jobs. That’s why Jobvite is expanding its Customer Service call centers – jobs which have been largely outsourced outside the US – to smaller-market American cities, bringing quality tech jobs to places where middle-income jobs have become increasingly rare in recent years.

One of the JobTrain interns on the web development project has been a particular success at Jobvite. The initial project involved migrating over 1,000 customer career websites to a new framework, consisting of two parts: first, redeveloping the sites in the new frameworks, then communicating the changes to the customers and walking them through the migration. This intern excelled in both areas, equally proficient in development and engaging professionally with customers.

Despite her being light on technical experience and traditional résumé requirements, Jobvite saw a passion to learn and potential to grow, and hired her to the web development team full-time in September of last year. She’s become an integral part of the team, and a huge testament to Jobvite and JobTrain both.


Kaiser Permanente Logo Stacked KPstk_307Kaiser Permanente has a long history of providing employment opportunities across the economic spectrum.   Throughout Kaiser Permanente’s Northern California region, they offer a paid Summer Youth Employment Program (SYEP) internship for underserved youth in San Mateo County.  Interns who participate in this full-time summer program are given the opportunity to explore multiple career options in the medical field while taking a variety of leadership classes such as managing finances, public speaking, and resume and interviewing tips.  Kaiser Permanente Redwood City was chosen as a pilot, which provided one summer intern with a paid position for the entire school year.

Through the SYEP, a current Cañada College student had the opportunity to experience multiple departments at Kaiser Permanente.  When her internship ended, she was offered a part-time job as a Medical Assistant at the San Mateo Medical Offices.  Working part-time has given her the ability to continue working towards her degree while continuing to provide her with valuable work experience toward her career goals in the medical field.

Kaiser Permanente is also a partner with JobTrain and served as a host internship site for three JobTrain Medical Assistant students in 2015 and another three students in 2016.  Some of these students were hired in various Kaiser Permanente Outpatient Clinic departments following their internships.

Kaiser Permanente utilizes one of the largest private Labor Management Partnerships (LMP). The majority of Kaiser Permanente’s partnering unions are actively involved in the LMP, which allows for increased communication amongst all parties as well as more efficient work flow.  Employees can take advantage of a variety of educational opportunities to improve their skills and advance their careers, and they receive competitive wages and benefits.


Makena Catering logoMakena Catering

“I’ve been working with Adam Weiner for about 10 yrs. or so. Being that I was an actual student, I fell into hardships in 2007 and I needed to get myself back on track.  I attended JobTrain, graduated in 2007 and went on my own.  As an acting Executive Chef,  I’ve been a part of JobTrain and  have hired countless students seeing them bloom into young cooks and inspiring them to be great and not just good, giving them all the experience that I could show them in my Italian kitchen  “Portobello Grill” in Redwood City.  I now have my own company, Makena Catering in Redwood City and have students from JobTrain as employees. 90% of the students that come to me have gone out and found a place to call home.  They get 1-2 yrs. of training from me.  I encouraged them to get out and find a better job. They leave with the skills, knowledge, and confidence they need to help them find a better job in the industry. To date I have furthered my education and I am graduating in February from Escoffier Culinary College after 30 yrs. in the field.  I never forget where I come from.  If everyone would understand that everyone needs a chance with or without an education, the world would be a better place.” – Gavin Gonzado, Owner, Makena Catering

“I am fair with wages.  I am above minimum wage in Redwood City though the economy is getting rough and the cost of living seems to be unfair for students coming out of school (JobTrain).  I am committed to teaching and hiring students that no one else wants to give a chance.  As long as I’m around as an employer, I can build that bridge to our future creating jobs and opportunity.” – Gavin Gonzado


Mosaic Global LogoSince 2008, Mosaic has taken a position that talent comes from all areas of life.  They give the opportunity for folks who need a second chance, folks on welfare and folks who have committed non-serious crime(s) in their past.  They have partnered with several of the Counties within the State of California with their Jobs Now Program.  This program focuses on hiring individuals without college degrees, silver spoons and challenging career histories.

In order to hire good to great talent, Mosaic believed in paying their staff above the minimum wage and adding medical benefits long before the Affordable Care Act was placed into effect.  They felt that if their employees are paid well, that brings talent to the company, loyalty to the brand and awesome customer service to their clients.

During the Great Recession, they were faced with laying off close to 35% of their staff.  In doing the research within the State of California, they found a way to retain their staff, reduce their hours and help them gain additional resources through Santa Clara County.  The combination of the two, allowed their employees to remain employed.  Fast forward to today, they have retained 85% of their staff; which has allowed Mosaic Global Transportation to grow from 44 employees in 2009, to 108 employees today.


PAMF_2lines_clr_cmykThe Palo Alto Medical Foundation Medical Assistant Residency Program (MARP) is a stepping stone to a rewarding MA career in a dynamic patient centered organization. MARP is a fully paid, benefited position where an individual will work anywhere between 36-40 hours per week. After completion of the residency program, graduates are encouraged to begin to apply to the various department MA postings within Palo Alto Medical Foundation. Once  the graduate has completed the 4 week program, they continue to work in their selected host department for up to 45 days. Most graduates are interviewed and selected for a position by the Hiring Manager within the first two weeks of graduating the program!

Palo Alto Medical Foundation has hired approximately 10 JobTrain students, has presented to several MA cohorts, and attended JobTrain’s Job Fair.

Coraima is a JobTrain MA graduate, who previously was working in the Food Service Industry before finding JobTrain. She is an East Palo Alto resident and needed to find a career that would help support her family. Her counselor, Shannon, shares that Coraima was an excellent trainee who was accepted into MARP at Sutter Health and the following is what her supervisor, Marisol Martinez, ENT Practice Coordinator, shared with us:

“Coraima has been working in our department of otolaryngology as a float. She is helping us out while we have 2 people out on maternity leave. Coraima has been a great asset to our team. She is a fast learner, always willing to help and has fit in well with our team. She is great at multitasking and picked up our workflow with ease which can sometimes be a little complex since we do team nursing. The medical assistants aren’t assigned to work with just one specific doctor, we help all of them and share the workload. They have to work as a team and keep an eye on the whole over all patient workflow for all the providers. She has been doing a great job. We are happy to have her with us for as long as we can keep her.”


rh-logo-rgbSince 1948, Robert Half has placed millions of temporary and full-time professionals with companies throughout the Bay Area and beyond. The company is proud to play a role in providing financial stability to job candidates.

Robert Half supports numerous education and workforce development programs because, as a staffing firm, the company can offer the greatest value in these areas. For example, Robert Half employees worked with JobTrain on a resume workshop, sharing their knowledge of market trends and in-demand job skills.

Similarly, Robert Half has worked with other organizations over the years, such as the Boys & Girls Clubs of America, to provide hands-on learning experiences in networking, resume writing, interviewing and other job-search skills. Robert Half has supported Upwardly Global by participating in their Bay Area career summit for IT, engineering, finance and accounting, and business professionals. Upwardly Global aims to eliminate employment barriers for skilled immigrants and refugees, and integrate this population into the professional U.S. workforce.

Robert Half was a founding supporter of Dress for Success San Francisco, which now extends its services more broadly across the Bay Area. Company representatives have rotated serving on the organization’s board for more than a decade, affording greater insight into the workforce status and needs of Bay Area women. It also provides an opportunity for Robert Half employees to share their knowledge of the employment market and help coach participants in the job-search skills they need to succeed.

In 2016, Robert Half partnered with the San Jose Public Library Works (SJPL), helping with their business and career program by providing advice and resources for individuals seeking work in Silicon Valley.  SJPL targets a broad demographic — from recent college graduates to English-language learners to service employees trying to move into careers with better growth prospects. The mayor of San Jose introduced the opportunity to one of Robert Half’s executives, and a cross-functional corporate team met to determine how the company could benefit a program of this magnitude.

As part of this initiative, Robert Half enlisted the help of another business partner — Skillport — to include the library project as part of their e-learning offerings. Participants can now log into a Robert Half-branded site and access curated courses on topics such as soft skills, communication, business writing, interviewing and resume writing. Courses include an audible option in other languages for those whose first language isn’t English.

You can learn more about Robert Half’s ongoing commitment to the people and businesses they serve at


2015sf_University_logo_RGBSalesforce University’s Academic Alliance mission is to create economic impact and improve the state of the world through partnerships with governments, colleges, universities, and non-profits for workforce and youth development efforts. We are passionate about working with educators to drive a proliferation of skilled Salesforce users to meet the increasing demand for Salesforce-certified graduates; professionals who are more knowledgeable, more business-savvy, and more employable than ever before.

Business is moving to the cloud, and thousands of jobs requiring Salesforce skills are being created every year. Based on the International Data Corporation (IDC), the Salesforce economy will create 1.9 million new jobs in the next five years. Now more than ever, there is a need for Salesforce talent across the globe.

The Academic Alliance program enables the next generation of business leaders by bringing Salesforce training and certification into students’ hands. It helps students differentiate their resume with skills that make them invaluable, and helps them get employed and stay employed in a rapidly growing industry.

Year Up Bay Area partners with the Academic Alliance to provide job training and internship opportunities to under-served urban youth, while the University of San Francisco (USF) is using the Academic Alliance program to offer practical, hands-on training and certification to arm their students with the skills they need to leverage the full power of the industry’s leading cloud platform and provide them with real-world skills upon graduation.

To learn more about Salesforce University’s Academic Alliance program, visit us at


Smoke_LogoSmoke Berkeley is a BBQ restaurant located in West Berkeley, a working class and African American community across the Bay from San Francisco. Since opening in 2011 Chef Tina, Smoke Berkeley’s owner, has focused on hiring and training African-Americans who were formerly incarcerated and those with severe head trauma and learning disabilities. Smoke Berkeley draws on the nearby low-income community of Richmond to identify and hire individuals who need on-the-job training and are looking for long-term part and or full time employment. Prior to the City of Berkeley raising the minimum wage to $12 an hour Smoke Berkeley was already paying its employees a starting wage of $12 an hour for those in training.

Smoke Berkeley also collaborates with non-profit organizations like Rubicon in Richmond, CA to train and employ the formerly incarcerated who are having difficulty finding employment.  In the l990’s Chef Tina ran a restaurant facility in Berkeley under contract to Rubicon to train the homeless.

Smoke Berkeley is moving quickly to pay all its employees a living wage. Smoke is in the process of raising those employees making $14 an hour to $15 an hour in 2017.  Several employees of Smoke have been able to stabilize their lives, improve their verbal and work skills and move on to union and other better paying jobs, both within the restaurant industry and in other industries that pay even better wages.

Chef Tina works closely with the Bay Area Lawyers Committee for Civil Rights. The committee sets up meetings with large and small companies where Chef Tina explains why she hires the formerly incarcerated and people with mental issues. The Alameda County Board of Supervisors honored Smoke Berkeley with a Certificate of Recognition for Smoke Berkeley.

In 2012, Michael Rachal applied for a dishwashing position at Smoke Berkeley.  His family of four, including an autistic daughter were living in a single motel room.  He had applied for over fifty jobs since being released from prison but because he was a convicted felon he could not find employment.

Michael quickly showed that he was motivated and wanted to learn how to cook more professionally. After a few months he had mastered both the basics for the front and the back of the house. Michael became part of the foundation team that drove Smoke Berkeley’s sales to over $100,000 a year each year since 2012 to today.

Michael is now involved in catering, which is becoming a larger part of Smoke Berkeley’s business.  Michael supervises, prepares food for catering, and serves as well. He is now the official Pit Master and number one Employee.


PrintIn April 2014, Congresswoman Jackie Speier convened a group of employers in Silicon Valley to see what could be done to create more onramps to the Silicon Valley economy for residents of East Palo Alto and Belle Haven.   Stanford Health Care (SHC) felt that this would be a wonderful opportunity to partner with JobTrain to see if they could  provide jobs and training programs to their students and graduates.

Since that time, SHC representatives have attended a number of JobTrain Job Fairs and Open Houses.  In early 2015, recruiters from SHC made a presentation to Job Train students on “Getting The Job You Want!!!” which included information on resume-writing and tips for job interviews.

In 2016, SHC created a Medical Assisting externship program specifically for Job Train’s students.  They worked with JobTrain to tweak their Medical Assisting program curriculum to ensure that it included elements that are important to SHC, such as patient/customer-centricity.  They accepted five students for this inaugural externship program, and four have graduated and have since found employment as Medical Assistants.   Based on the positive outcome of this program, SHC just offered externships to five additional students from JobTrain.  Four of the students started their externships this month (January 2017).   They will receive training in the Gynecology, Digestive Health, Wound Care, and Express Care clinics.

SHC will be opening the new Stanford Hospital in 2018.  In anticipation of this, they invited the leadership at JobTrain to meetings to discuss how they can partner to staff many of the positions at the new hospital.  These meetings resulted in SHC and Job Train partnering on a recruitment strategy that we look forward to implementing as the new Hospital nears completion.


Logo_Classic Final with Kraft_3 inchTin Pot has open minded practices when it comes to hiring, and believes in second chances.  Tin Pot’s staff is varied and includes individuals who have been incarcerated, as well as a variety of education levels and backgrounds.  They actively seek out hiring through JobTrain and set up interviews held at JobTrain to recruit employees.  Tin Pot has a kiosk at Levi’s Stadium and works with JUMA, an organization that helps pave the way for youth out of poverty, in staffing the kiosk.

Tin Pot is a young and small company, but they are growing quickly.  In the next year, they will double their size and along with their growth comes opportunities for their staff to grow and excel. The company has a history of promoting from within, and strives to create career paths for individuals so they can rise and earn more money.  Additionally, as Tin Pot grows, they increase employee wages. They are conscious of the immense need for livable wages and strive to be part of the solution.

Tin Pot started as an ice cream of the month club with no employees in 2012, is currently a two store  (+ a kiosk) company with 35 employees,  and in the next year will grow to have 4 stores.  As the company grows, their goal is to continue to expand hiring practices that give opportunity to those who may traditionally fall through the cracks.  They offer on the job training, and build upon skillsets so employees can learn in ways that will help them in future jobs as well.  An example of this is that Tin Pot does not require experience to be on their kitchen team.  They have entry level positions with clear advancement pathways as abilities are honed.   Tin Pot has taught kitchen skills to people who had no formal training, and they put an emphasis on hiring for talent, not experience.  Additionally, Tin Pot grows managers’ skills by investing in management training programs.


Webcor Logo_colorWebcor believes that one of the fundamental obligations of a successful company is giving back to the community.  The Bohannon Development Company (as the owner of the Menlo Gateway development) has specific first-hand experience working with Webcor as a community leader who promotes hiring locally and is actively providing opportunities for those with barriers to employment on the Menlo Gateway project.  Webcor took the lead partnering with JobTrain early during the preconstruction phase of the project, working with JobTrain and the local trade unions to identify opportunities for JobTrain students and ensure their programs aligned with union requirements.  Mike Chavez, Webcor Construction Manager, worked with JobTrain, to develop a “Day 1 Orientation and Safety Training Program” for new students.  The intent was to have individuals report to the jobsite as though they were on a project to learn from Webcor’s project Superintendents and JobTrain’s staff.

In May 2016, Webcor sponsored a training/work program for approximately 20 JobTrain students, where the students spent three weeks on the project site constructing temporary fence barricades and other miscellaneous site mobilization items under the direction of Webcor Superintendents and Foreman.  At the culmination of this effort, Webcor hosted an appreciation lunch for the JobTrain student participants and distributed project T-shirts to celebrate their accomplishments.

Following this effort, Webcor worked closely with the trade unions and as a result of the training efforts, Webcor was able to train approximately twenty (20) students and successfully enrolled some of the JobTrain graduates in the local carpenter and laborer unions and in turn hired JobTrain graduates.

CityBuild reached out to Webcor with a veteran (a Marine), a drywall apprentice in good standing, seeking employment through CityBuild.  Harrison Drywall, a San Francisco LBE, veteran owned drywall subcontractor to Webcor, interviews this veteran August 6th.  This veteran, who coincidentally was homeless when he came to CityBuild, started work that morning, less than 48hrs later. Thanks to his foreman, a fellow Marine and “Gunney” and his crew, who passed around a hat to raise funds to help this gentleman get back onto his feet, less than another 48hrs, he was no longer homeless, was able to sign a lease and had a roof over his head.  In the words of the Harrison Drywall foreman “We take care of our Own.”


logo_wdayFrom partnerships, to events, to programs built from the ground up, the mission of the Workday Foundation is to support employment initiatives that bridge the economic divide by preparing people from underserved communities for careers in tech.

One initiative that stands out is the Workday Career Accelerator Program (CAP), which supports the veteran community. Workday CAP was built from the ground up, offering veterans a six-month, full-time internship with the goal of full-time employment. It is aimed at breaking down barriers that some veterans face due to their nontraditional resumes when trying to find work in the private sector. For many veterans struggling to find a career that utilizes their drive and capacity to learn, Workday CAP is the second chance they might not have had otherwise.

Why Workday CAP is unique:

  • After partnering and learning from nonprofits in the veteran space, the Workday Foundation realized it could drive even more positive change by building its own program, providing veterans with hands-on work experience in tech.
  • Workday utilized its expertise in the HR industry, in addition to learnings from its nonprofit partners, to create a rigorous program that positions veterans for success in the private sector.
  • Workday CAP focuses on supporting unemployed or underemployed veterans who are most in need.

Additional facts:

  • Workday CAP is part of the company’s broader Belonging & Diversity strategy.
  • During its pilot program, Workday CAP had an 83 percent conversion rate to full-time hires, with 100 percent of participants saying they would recommend the program to other veterans transitioning to civilian life.
  • The next program begins in February 2017, with the goal of reaching an 85 percent conversion rate to full-time employment.

To support hiring, the Workday Foundation partners with local organizations to recruit veteran talent. The Foundation also encourages its veteran employees, through organizations like Workday CAP and its Employee Belonging Council for veterans, to recruit local veterans as part of its Employee Referral Program.

In addition to Workday CAP, the Workday Foundation supports several unique initiatives that align with its workforce development goals. For example, the Foundation partners with Year Up, an organization that provides technical and soft-skills training to young adults without college degrees with the goal of full-time employment in corporate careers. The Workday Foundation has invested more than $1 million in Year Up, in addition to placing 25 Year Up participants in internships at Workday with 17 of them in full-time jobs at Workday. Separately, the Foundation produces events like Workforce Week, an annual volunteer initiative that brings together hundreds of Workday volunteers from offices worldwide with local workforce development organizations.

Watch for further updates on these companies!

JobTrain is proud to announce that the SF Chronicle is the Media Sponsor for the event, and LinkedIn is the Founding Sponsor.  The following sponsorships opportunities are still available:

Economic Opportunity Leader – $10,000

In recognition of this $10,000 sponsorship:

  • The company will have the opportunity to encourage nominees amongst its community and to publicize and share articles about the innovative nominees and award winners.
  • The company will have its name featured in the event program and on-screen at the event.
  • Name featured in posts on JobTrain’s LinkedIn, Facebook, Twitter, and Instagram. We have over 2,000 followers on Facebook.
  • Name and logo featured on JobTrain’s website (over 2,000 distinct hits per month), with a link to information about the event, and in our newsletter. Our 4,000 plus readership includes all of our supporters and donors, which include some of the largest corporate groups and philanthropists in the Bay Area.
  • The San Francisco Chronicle, as a media sponsor for the event, will both advertise and highlight the achievements of sponsors and winners through their large online and print presence.
  • Table for 10.

Community Builder – $5,000

In recognition of this $5,000 sponsorship:

  • The company will have its name featured in the event program.
  • Name featured in posts on JobTrain’s LinkedIn, Facebook, Twitter, and Instagram. We have over 2,000 followers on Facebook.
  • Name featured on JobTrain’s website (over 2,000 distinct hits per month), with a link to information about the event, and in our newsletter. Our 4,000 plus readership includes all of our supporters and donors, which include some of the largest corporate groups and philanthropists in the Bay Area.
  • The San Francisco Chronicle, as a media sponsor for the event, will both advertise and highlight the achievements of sponsors and winners through their large online and print presence.
  • Table for 10.


For information on Sponsorship please contact us at or (650) 330-6469.

Ticket Information

Individual tickets are $125 each and a table for 10 is $1,000.  Purchase tickets directly at this link



The following criteria align with the questions in the nomination form:

  • Innovative hiring practices – providing opportunities to those who do not have university or college degrees, are at-risk individuals, homeless, or have been incarcerated, at-risk-individuals, homeless populations, etc.
  • Providing livable wages – offering innovative practices or initiatives that are working towards providing livable wages and opportunity for middle-income jobs that correspond to the Bay Area’s cost-of-living
  • Promoting economic opportunity – developing pathways for the non-traditional applicant (e.g. providing internships to enable individuals to gain employment experience, supporting employees to learn a skill or take college classes, etc.).


Our nominations and selection process was developed to provide the widest possible lens as we determine which companies will be highlighted as examples of excellence in providing economic opportunities in the Bay Area. JobTrain is honored to have such a distinguished and thoughtful group of panelists.

Our nominations and selection panels are separate, in an effort to ensure that our process is as independent as possible and that both nominees and finalists are chosen on the merits of the opportunities they offer to expand economic opportunity in the Bay Area.

Nominations Panel
Our distinguished nominations panel represent an amazing breadth of experience and understanding of both the local business environment and the talent and potential of when those with barriers to employment find opportunity. The panel will be reviewing the nominations to choose the 18 finalists.
To read more about our Nominations Panel, please click here.

Selections Panel
Our selections panel includes luminaries from some of the Bay Area’s most important institutions and all have shown a particular interest in the importance of addressing economic opportunity in the Bay Area. The panel will review our 18 finalists, and choose the 6 winners who will be announced at the Awards event in February.
To read more about Selections Panel, please click here.