Building Colorado’s AI-Native Workforce: How ActivateWork and Per Scholas Are Accelerating the Future of Tech Talent
As Artificial Intelligence rapidly reshapes every industry, ActivateWork is leading the way in preparing Colorado’s workforce for this new era.
In partnership with Per Scholas, starting in January 2026, ActivateWork is training and graduating AI-native technologists who are not only equipped to participate in the AI economy but also to energize and accelerate the AI teams they join. Together, the organizations are building a future-ready talent engine that is equitable, innovative, and responsive to employer demand.
Building AI-Native Learners
ActivateWork and Per Scholas are integrating AI fluency into every aspect of their technical training programs, ensuring that every graduate enters the workforce ready to contribute on day one. Comprehensive AI training will be embedded across all immersive, full-time courses—including IT Support, Cybersecurity, Software Engineering, and Cloud and Data roles.
Every learner begins with foundational AI literacy: an introduction to artificial intelligence, machine learning, natural language processing, computer vision, and the responsible and ethical use of AI. From there, learners apply these concepts directly to their field of study:
- In Cybersecurity, learners experiment with AI-enabled SOC tools and incident-response automation.
- In Software Engineering, students use AI-powered code generation and debugging to improve quality and efficiency.
- In data-center roles—one of Colorado’s fastest-growing fields due to generative AI infrastructure needs—students learn how AI supports predictive maintenance and intelligent monitoring.
To help learners and alumni stay competitive as roles evolve, ActivateWork and Per Scholas have launched specialized AI offerings, including Prompt Engineering and Azure AI Fundamentals. These courses deepen AI capability and prepare graduates for the emerging wave of AI-enabled job roles.
AI-Powered Learner and Career Support
AI is also transforming how ActivateWork and Per Scholas support their learners from enrollment through job placement. New AI-powered tools are enhancing the learner experience, improving outcomes, and accelerating time to employment:
- In early 2026, Per Scholas is releasing Azari AI to all its campuses (including ActivateWork, Per Scholas’s only independent education provider, based in Denver). Azari AI is an intelligent tutoring and feedback platform, providing personalized academic support, helping learners reinforce key concepts, and track their progress.
- ResumeBoost (powered by Agentforce) enables learners to generate customized, ATS-friendly resumes in seconds, with a 93% user-satisfaction rate.
- Coming next: an AI Course Recommender to help applicants choose the right pathway.
Gaining Greater Traction with AI-Powered Job Machine
At the same time, ActivateWork has been piloting an AI job matching solution called Job Machine, an AI-powered tool that automates the time-consuming aspects of finding employment, including resume optimization, interview scheduling, and application submission across a variety of career sites.
Learners showed exceptionally high engagement, and the collaboration directly drove major platform enhancements—most notably the redesigned candidate dashboard now used nationwide. The pilot demonstrated that combining AI-powered automation with high-touch human support can dramatically increase job-search activity and improve employment outcomes for underserved learners, leading to over 19,000 applications, 341 interviews, 35 job offers, and 13 confirmed hires.
According to Talent Solutions Account Manager Anna Page:
“The most powerful part of the Job Machine pilot was not just the speed or the scale of the platform. It was the confidence it gave our graduates. For many of them, job searching can be overwhelming, especially without a strong network or experience in resume writing. Job Machine changed that. It provided them with tailored tools, personalized support, and, most importantly, traction. They could see momentum. They were getting interviews. They were being seen. That kind of early progress fuels hope, and hope changes everything.”
“They could see momentum. They were getting interviews. They were being seen. That kind of early progress fuels hope, and hope changes everything.”
Through this pilot, we learned that consistent application volume, personalized interview preparation, and rapid, responsive support are essential to overcoming structural job-search barriers.
Moving forward, ActivateWork will integrate these insights to scale job-placement success, refine learner support models, and continue co-developing tools that remove friction and accelerate economic mobility.
Read more about how we’re innovating to meet the moment in our latest Impact Report >
Rethinking Talent Pipelines in a Changing Workforce
By Kathryn V. Harris, President & COO, ActivateWork
Employers across Colorado and the U.S. are paying close attention to potential changes in the H-1B visa program. The proposal under consideration could result in employers paying up to $100,000 annually for H-1B workers. If implemented, the higher cost could limit the number of mid-level professionals from outside the U.S. in the workforce, leaving companies to rethink how they fill critical roles, especially in the tech industry, which often relies on a global workforce.
At the same time, artificial intelligence is reshaping the entry-level job market. Many roles that once served as a foot in the door for new talent to learn from their more experienced peers are being automated away, meaning the traditional pipeline is narrowing from both ends—leaving an impending skills gap. The question for employers is no longer whether to innovate in workforce development, but how. And this isn’t just a problem in the era of potential H-1B visa fees, but is something companies have been struggling with across the board. These potential changes highlight an already urgent problem with filling talent pipelines in Colorado and beyond.
To make an urgent issue even more compelling, we’re beginning to see what is called the Silver Tsunami—a large demographic wave of older workers, primarily Baby Boomers, reaching retirement age, exiting the workforce, and taking decades of experience and institutional knowledge with them. According to the Colorado State Demography Office (SDO), approximately 1 million workers will age out of the workforce in Colorado over the next 15 years. In addition, SDO’s forecasts show the working-age share of the population is declining with the 65+ community rising significantly and the younger pool of workers proportionally shrinking.
Looking Inward: Turning Statewide Calls for Transformation into Actionable Change
With statewide leaders, including Governor Polis, calling for a transformation in how education and workforce systems work together, it’s more critical than ever to reimagine how we prepare Coloradans for successful careers—and how they enter the talent pipeline.
Many companies still rely on a “post-and-pray” mentality—flooding job boards with openings and hoping the right candidates apply. Others turn to poaching from competitors, a costly cycle that doesn’t expand the overall talent pool and can backfire. These methods may fill short-term needs but rarely deliver sustainable workforce growth.
An Emerging Pathway: Work-Based Learning and Training
Employers looking to build resilient employee pipelines should consider a broader set of strategies. The old adage of ‘You can’t get a job without experience, but you can’t get experience without a job,’ rings true for many. These strategies allow for gaining experience while working at a job, both earning and learning.
At ActivateWork, we favor apprenticeships as the best long-term strategy for talent and pipeline development. Unlike internships, apprenticeships are designed with conversion in mind. Apprentices earn wages, build defined competencies, and complete accredited training while on the job. While most people may still think of apprenticeships for skilled trades such as electricians, plumbers, and linemen, apprenticeships are now a great option in professional high-tech jobs such as data analytics, software development, and cybersecurity.
High-tech apprenticeships embed classroom training up front and generally last 12 months, leading to higher retention rates (read: lower turnover), increased productivity, and stronger alignment between skills learned and employer needs due to the purposeful nature of the program.
Colorado employers can qualify for up to $12,600 in tax credits per apprentice and access an additional $8,000 in cash incentives from ActivateWork via grants, as the Department of Labor further incentivizes employers to adopt this model, making it not just a workforce solution but a financial one as well. In the process, they gain “entry-level” employees with the exact skills needed for that specific role and company—and who are much further along than many other candidates in the same pool. From the employee side, these apprentices get the opportunity to enter a career right out of their training course, averaging a salary of $65,000 or more and zero debt as they override the need for a traditional four-year college with a completely free bootcamp-style training.
In the age of AI transformation—when technology roles demand higher-level skills and a wave of experienced workers is exiting the sector due to demographic shifts—tech apprenticeships offer a critical strategy to sustain workforce capacity by pairing emerging talent with seasoned professionals, enabling knowledge transfer, mentorship, and hands-on learning that bridges the growing skills and experience gap.
For instance, one of ActivateWork’s employer partners, the Governor’s Office of Information Technology, recently spoke at a conference on how one of their apprentices was able to deploy a code component across the State of Colorado, something that many developers don’t have the opportunity to launch for a decade or longer into their careers, due to the nature of the training for the apprenticeship and knowledge transfer studying under her tenured peers.
Outside of apprenticeships, employers can also consider internships. Traditionally short-term and seasonal, internships help students test career interests and can lead to long-term hires.
Employers can also think about work-based learning platforms like Riipen that allow small and medium-sized businesses to test “micro-internships” or project-based engagements with students or job seekers, giving both parties a low-risk way to explore the fit.
Myths About Apprenticeships: How to Create a Win-Win for Employers and Workers
Many businesses think apprenticeship programs are cost and time-prohibitive, but it’s easier and more cost-effective than ever for businesses in Colorado to onboard apprentices. Not only are there a myriad of incentives and tax credits available for apprentices, but nonprofit organizations are now serving as qualified intermediaries to reduce the administrative burden of apprenticeship programs for companies.
By partnering with employers such as Bank of America, Trimble, Janus Henderson, Sage Hospitality, and the State of Colorado’s Office of Information Technology, ActivateWork is one of a few in Colorado helping companies access untapped local talent pools for a modest fee. For employers worried about the time commitment and expense of formal apprenticeship programs, these intermediaries handle much of the administrative oversight, while state and federal incentives are higher than ever, reducing the cost barrier.
While only a few Colorado businesses, government agencies, and nonprofit organizations are currently leveraging apprenticeships in tech to build new talent pipeline strategies, those that do believe strongly in their power. In some places, misconceptions about apprenticeships persist—things like participants lacking the skills needed to contribute immediately, being a burden on teams, or the need for a formal four-year degree via the traditional education-to-career pipeline.
In reality, apprentices often bring an eagerness to learn, a solid foundation from their training, and in many cases, the ability to build and innovate faster than even experienced employees, as noted by the Governor’s Office of Information Technology team that has taken on several apprentices in recent years. Apprenticeships prove that with the right structure and support, unconventional talent sources can deliver highly capable, motivated professionals that are ready to succeed.
Looking Ahead
As companies prepare for the possibility of high H-1B costs, now is the time to diversify strategies for entry- and mid-level talent. Apprenticeships, internships, and innovative project-based learning can all play a role in building durable pipelines that keep businesses competitive, even as AI transforms the workforce.
The reality is that entry-level roles demand more skills than ever before. Employers who invest in developing talent locally through varied means, rather than depending solely on global labor supply, will be better positioned to weather change and thrive long-term. While apprenticeship is not the only tool in the talent toolbox, it is an increasingly important one.
[Press Release] ActivateWork Receives Grant from Boeing to Empower Veterans and Military Families
ActivateWork Receives Grant from Boeing to Empower Veterans and Military Families
FOR IMMEDIATE RELEASE
Contact: Tassi Keith, Keeton PR, tassi@KeetonPR.com, 308-539-1883
DENVER, CO — November 21, 2025 —ActivateWork has received a $75,000 grant from Boeing State Advocacy and Global Engagement (SAGE) as part of Boeing’s “Our Heroes” initiative dedicated to supporting military and veteran communities nationwide. This significant investment will enable ActivateWork to expand its Veterans Initiative, providing transitioning service members, veterans, and military spouses with the training, support, and connections needed to launch high-demand careers in the tech industry.
The grant will directly fund tuition-free tech training, individualized career coaching, and direct job placement support services for veterans and military spouses looking to launch meaningful civilian careers in tech. Through these programs, participants will gain industry-recognized credentials and access to in-demand roles in tech, aerospace, and cybersecurity—fields where unique skills and security clearances gained in the military are highly valued.
“We are honored to partner with Boeing State Advocacy and Global Engagement to empower veterans and military families in Colorado,” said Helen Young Hayes, Founder and CEO of ActivateWork. “This grant enables us to expand our dedicated veteran and military programming, helping those who have served our country—and their families—transition to meaningful civilian careers.”
This partnership signifies a strategic investment in building a diverse and skilled workforce by empowering those who have served.
As an approved partner of the Department of Defense’s SkillBridge program, ActivateWork allows service members to gain valuable civilian job training during their final 180 days of service while still receiving military pay and benefits, removing financial barriers to training and accelerating the transition to meaningful civilian employment. Additionally, as an approved partner of the Military Spouse Employment Partnership (MSEP), ActivateWork helps military spouses prepare for and secure meaningful employment in tech roles, connecting them to a nationwide network of employers who value their unique strengths and adaptability.
“Boeing SAGE’s ‘Our Heroes’ initiative is focused on improving the quality of life for transitioning servicemembers, veterans, and their families, as well as communities typically underserved in the military-veteran ecosystem,” said Bailey Perkins Wright, Senior Community Investor for Boeing SAGE’s central region. “Through our partnership with ActivateWork, we’re helping ensure veterans and their families have the support they need to thrive long after military service.”
This grant will enable ActivateWork to scale its veteran and military programs, reach more job seekers from military backgrounds, and deepen employer partnerships focused on hiring veterans and military spouses. Together, ActivateWork and Boeing are strengthening Colorado’s workforce and building more sustainable, thriving communities across the state.
About The Boeing Company
A leading global aerospace company and top U.S. exporter, Boeing develops, manufactures and services commercial airplanes, defense products and space systems for customers in more than 150 countries.
Boeing is committed to improving the quality of life for transitioning service members, veterans, and their families, as well as communities typically underserved in the military-veteran ecosystem. Through our veteran engagement, we’re helping ensure veterans and their families have the support they need to thrive long after service.
In 2024, Boeing invested $15.6 million across 130 grants supporting skills development and training for veterans and their spouses transitioning out of military service, as well as recovery and rehabilitation programs for veterans that focus on post-traumatic stress and suicide prevention.
About ActivateWork
ActivateWork is a talent solutions organization that transforms high-potential individuals into highly skilled, valuable team members. Our rigorous recruiting, industry-driven training, curated matches, and professional skills coaching prepare new employees to thrive in their careers.
For more information, visit activatework.org. To donate your time, voice, or resources to support workforce development, visit activatework.org/support.
###
Correction: The initial version of this press release incorrectly stated the amount of the grant from Boeing for the current grant year. During the last grant year (September 1, 2024–August 31, 2025), Boeing awarded ActivateWork $100,000 to support Coloradans pursuing IT training to enter the tech industry. This grant year (September 1, 2025–August 31, 2026), they awarded $75,000 to ActivateWork for expanding their services to reach veterans, transitioning service members, and military families.
[Press Release] ActivateWork Receives Grant from Wells Fargo to Expand Workforce Development Programs in Colorado
For Immediate Release
Contact: Tassi Keith, Keeton PR, tassi@KeetonPR.com, 308-539-1883
DENVER, COLO. — Thurs., November 6, 2025 — ActivateWork, a nonprofit workforce development organization committed to creating pathways to upward mobility through tech careers, is proud to announce it has received a $225,000 grant from Wells Fargo to support its mission, helping families and communities thrive by advancing economic opportunity in Colorado.
This funding is part of Wells Fargo’s broader $4.7 million national commitment to workforce development and will help ActivateWork continue to provide tuition-free training, career coaching, and job placement services to individuals seeking economic mobility.
“We are honored to be selected by Wells Fargo as a partner in this important work,” said Helen Young Hayes, Founder and CEO of ActivateWork. “This grant will allow us to expand our impact and help more Coloradans launch meaningful careers in high-demand fields like IT support, cybersecurity, and data analytics.”
ActivateWork’s programs are designed to close the opportunity gap by connecting talented individuals from often-overlooked talent pools with employers seeking highly skilled candidates. The organization’s unique model combines technical training, professional skills coaching, and employer partnerships to ensure long-term success for both learners and hiring companies.
“Wells Fargo is proud to support ActivateWork’s program to provide skills training to advance economic mobility for Coloradans,” said Kelly Littrell, VP, Philanthropy & Community Impact at Wells Fargo. “Their work aligns with our commitment to building thriving communities with financially resilient families, vibrant small businesses, and places to call home.””
A celebration event featuring a ceremonial “big check” presentation was held in Denver, with representatives from ActivateWork and Wells Fargo in attendance.
About ActivateWork
ActivateWork is a talent solutions organization that transforms high-potential individuals into highly skilled, valuable team members. Our rigorous recruiting, industry-driven training, curated matches, and professional skills coaching prepare new employees to thrive in their careers.
For more information, visit www.activatework.org. To donate your time, voice, or resources to support workforce development, visit activatework.org/support.
###
[ColoradoBiz] Tech Apprenticeships Create Career Paths Beyond College
ActivateWork’s Founder and CEO, Helen Young Hayes, was interviewed for an article by ColoradoBiz about how tech apprenticeships in high-demand fields like cybersecurity and data analytics are creating a competitive edge for employers seeking to build a long-term pipeline of skilled, loyal team members, while also helping to close the education gap and drive economic mobility for Coloradans. Read the original article here.
Tech apprenticeships create career paths beyond college
By Margaret Jackson | August 20, 2025
When you hear the word “apprenticeship,” you might think of traditional trades like plumbing or electrical work. However, a new wave of apprenticeships is transforming the white-collar world, creating a competitive edge for both employers and employees in high-demand fields like cybersecurity and data analytics.
In Brief:
- New apprenticeships emerging in tech fields like cybersecurity
- Employers save up to 35% with on-the-job training programs
- Colorado tax credits and federal grants support apprenticeships
- Workers see wages double after tuition-free bootcamps
The shift is not just an alternative to college; it’s a strategic move to build a skilled, loyal workforce.
“It’s an on-the-job learning experience paid for by your employer,” said Helen Hayes, founder and CEO of ActivateWork, which works with companies like Bank of America to find talented employees who can be trained to their specifications.
“Apprenticeship is a great way for learners and adult workers to gain the education and credentials they need to gain a lucrative job.”
For years, companies hesitated to create apprenticeship programs because they lacked the resources and infrastructure. Now, nonprofit organizations like ActivateWork are stepping in as qualified intermediaries to provide prebuilt, turnkey programs, taking the burden off companies and helping them train future employees with the exact skills they need.
“The norm is to steal talent from neighbors, which is a short-term strategy,” Hayes said. “It’s not a long-term, strategic way to invest in your workforce.”
Apprenticeships offer a strong return on investment for companies. Employers who partner with ActivateWork report saving 30% to 35% compared to hiring experienced talent, largely because they can train employees on their specific technology stack from Day One. The targeted training and on-the-job experience lead to a 94% retention rate, significantly reducing turnover costs.
Colorado is also incentivizing the shift. A state tax credit allows employers to receive up to $12,600 per apprentice per year for up to 10 apprentices in high-tech occupations. ActivateWork also won a federal grant that allows it to pass on $8,000 in direct incentives per apprentice.
For workers, tech apprenticeships offer an alternative to the traditional four-year college path. Unlike internships, which are often short-term and sometimes unpaid, a registered apprenticeship is a long-term, paid on-the-job learning experience that leads to a nationally recognized credential.
ActivateWork’s program is a good example. After a four-month, tuition-free bootcamp, participants see their pre-training wages of around $21,000 more than double to an average of $47,000 in their first job. From there, continuous professional development helps them advance to the $65,000 to $70,000, with many breaking the six-figure market and becoming first-time homeowners.
“You don’t need a college degree for a majority of IT jobs,” Hayes said, highlighting that many high school graduates who don’t pursue higher education can find a direct path to a lucrative career. By providing industry credentials and certifications, apprenticeships help close the education gap and drive economic mobility for Coloradans.
ActivateWork’s apprenticeship program teaches more than technical skills. It also teaches the soft skills, such as time management, professional communication, critical thinking and problem solving, needed to succeed in the workforce.
“While tech skills and certifications might get you the job, it’s your professional skills that will help you keep the job and advance in your career,” Hayes said.
[University Business] High Tech CTE: How Higher Ed Can Capitalize On an Emerging Market
ActivateWork’s Founder and CEO, Helen Young Hayes, was interviewed for an article by University Business about how career and technical education (CTE)—and apprenticeships, in particular—are evolving to equip workers with cybersecurity, software development, and IT skills traditionally associated with degree-granting institutions. Read the original article here.
High tech CTE: How higher ed can capitalize on an emerging market
By: Alcino Donadel
Published August 5, 2025, by University Business
Career and technical education—and apprenticeships, in particular—are evolving to equip workers with cybersecurity, software development and IT skills traditionally associated with degree-granting institutions.
Institutions that partner with non-degree programs can help more young people succeed in their first jobs and eventually upskill as their careers progress, says Helen Young Hayes, founder and CEO of ActivateWork.
ActivateWork is a Denver-based nonprofit that provides young, underresourced Coloradans with training in emerging digital professions during today’s tight entry-level job market.
“More entry-level jobs that we see today require three years of work experience, so how are our graduates going to get that?” she asks.
“Apprenticeship programs are the way we must come together to adapt and close the experience gap facing many of our learners, whether they come from higher education, four-year degree programs, two-year degree programs or even bootcamps like ours.”
Like other emerging education providers catering to young adults frustrated with the cost and pace of traditional degree-granting institutions, ActivateWork offers one-on-one coaching to help learners gain industry-aligned skills.
Learners who decide to enroll in ActivateWork’s IT apprenticeship programs are offered yearlong on-the-job training while earning up to $53,000, according to Hayes.
“The apprentice is transformed from an entry-level IT help desk worker to a Tier 1 cyber analyst. They are paid by their employer to learn the skills that an employer needs and wants.”
Such paid apprenticeship programs can be crucial socioeconomic vehicles for underresourced Americans balancing day-to-day responsibilities. Nationwide, more than half of all college students struggled to access basic needs in 2023 and 2024. Those who reported resource insecurity were also more likely to experience anxiety and depression, and consider stopping out.
Apprenticeships: A launchpad to degrees?
A 2025 report from the Colorado Wage Outcomes Results Coalition found that ActivateWork learners saw their total adjusted earnings increase by more than 112% on average within two years of enrolling.
Similarly, 93% of workers who completed a Registered Apprenticeship program authorized by the U.S. Department of Labor retained employment and earned an average annual salary of $77,000, according to federal data.
While learners may initially be attracted to the wages that short-term CTE and apprenticeship programs can provide, higher education institutions can eventually benefit from a highly trained workforce interested in pursuing advanced degrees later in life, Hayes says.
“We can bring our higher ed partners individuals who have already experienced workforce success and who otherwise might have never considered going to college.”
Certificates and other short-term credentials offer better returns than a bachelor’s degree in the first decade, but earnings from the latter grow exponentially 15 years after enrollment, according to Georgetown University’s Center on Education and the Workforce.
Bachelor’s degrees also lead to more professional opportunities, Hayes says.
“What we found in technology is that some employers still prefer candidates with college degrees,” Hayes says. “Students who want to advance from being a software developer to a department head might benefit from a business degree, which casts a broader net of skills than a technology credential.”
Creative pathways from workforce to higher ed
Colleges and universities can make higher education more accessible to working Americans in three ways:
- Articulation agreements: Articulation agreements between colleges and CTE providers open the door for credit transfers and stackable credentialing. For example, the University of Colorado awards 12 credits to applicants who have previously completed an ActivateWork software development bootcamp.
- Credit for prior learning: This framework lets colleges grant credit to applicants for previous work experience or military training. The American Association of Collegiate Registrars and Admissions Officers believes credit for prior learning can expand college access, improve retention and increase graduation rates.
- Encourage employer buy-in: Higher education leaders must work with state leaders to incentivize employers to build apprenticeship pathways that eventually benefit higher education, Hayes says. Colorado announced in January that it will reward employers who claim up to 10 apprentices per year with up to $126,000 in tax credits.
“Everyone will need some form of a postsecondary degree or certificate to be really self-sufficient and thriving in the future of work,” Hayes concludes.
Alcino Donadel is a UB staff writer and first-generation journalism graduate from the University of Florida. He has triple citizenship from the U.S., Ecuador and Brazil.
Opportunity to Impact: The Vision Behind Our New Website & Brand Messaging
At ActivateWork, we believe that meaningful careers can transform lives—and that talent is everywhere, even if opportunity isn’t. That belief has guided our work since day one. Today, we’re proud to unveil a refreshed website that not only improves how we serve job seekers and employers, but also reflects the evolution of our mission, vision, and values.
Over the past several months, our team has taken a thoughtful look at how we talk about our work. We’ve refined our core messaging to better capture who we are, what we stand for, and where we’re going. You’ll see that come to life across our new site.
What’s new:
- A new mission that emphasizes creating paths to economic mobility through learner-centered, employer-driven tech training and collaborative partnerships with employers.
- A bold vision that centers on a world where potential is realized and a workforce where everyone has the opportunity to make an impact, regardless of background.
- Five clear values that shape our approach to learner success, employer partnerships, and team culture.
- A new tagline: Opportunity to Impact. It reflects the dual nature of our work—creating opportunities for individuals and helping employers build teams that drive meaningful results.
Explore the New Website
We’re excited for this next chapter—and grateful to our partners, supporters, and community for walking alongside us as we work toward a more agile, vibrant, and future-ready workforce.
👉 Explore our new website
👉 Read more about our mission and values
[Work/Shift] Op-Ed: Degrees of 'Abundance': A Postsecondary Path Forward Showcased in Colorado
This op-ed was written by Roger Low, CEO of Colorado Equitable Economic Mobility Initiative (CEEMI), and Landon Mascareñaz, chair of Colorado’s community college system and Executive Advisor to ActivateWork’s Tech Talent Partnership. The article originally appeared in The Job by Work/Shift, a newsletter about the connections between education and work; read the original article here.
A new book has sparked debate about America’s future. “Abundance,” by Ezra Klein and Derek Thompson, argues for “a liberalism that builds.” This case for “supply-side progressivism”— more homes, clean energy, and transit to lower costs and improve outcomes for middle-class Americans—contrasts with the zero-sum worldview of Trumpism, which scapegoats immigrants, demonizes decarbonization, and pushes austerity and tariffs.
As two Coloradans working to reform postsecondary education and workforce systems, we believe the “Abundance” lens also illuminates what’s broken in American higher education—and how we can fix it. For context, one of us, Landon Mascareñaz, chairs Colorado’s community college system, leading innovation efforts in our state. The other, Roger Low, founded and leads a nonprofit advocating for reforms to our higher education and workforce systems to measurably improve economic outcomes.
Just as we face a housing shortage, we also face a shortage of effective, accessible, and affordable pathways to economic mobility. While the traditional four-year degree path is beneficial for some students, we need more good options for America’s youth and young adults. Both of us believe updating our postsecondary system to reflect the real needs of today’s learners and labor market is overdue—and “abundance thinking” points the way.
As in the housing, transit, and clean energy sectors, in the face of an unacceptable status quo, we have to invest in more abundant postsecondary education options for more Americans, in order to rapidly build and scale an adaptive system that meets the evolving demands of our modern workforce.
America’s system centers on the bachelor’s degree, yet fails too many students. Only 60% of high schoolers enroll in college soon after graduation, and only 60% of those who do enroll complete a degree or credential within eight years. That means just one third of recent high school graduates earn a postsecondary credential—mostly bachelor’s degrees—and of those four-year graduates, nearly half hold a job a decade later that doesn’t actually necessitate a bachelor’s. While most bachelor’s degree-holders will out-earn those with only a high school diploma, some will not, and others will not out-earn them by enough to outrun crushing (and, too often, growing) student debt. These filters, stacked together, create a funnel-shaped system that only works for one in four students. Those odds get markedly worse for Black, Latino, and low-income learners.
At the same time, America faces a massive “middle skills” gap. One third to one half of jobs require education beyond high school but less than a four-year degree, yet only 13% of our workforce holds those credentials. Our education and training systems are misaligned with economic reality.
A clear majority of Americans now doubt the value of a degree, with skepticism highest among younger adults. The Trump administration has chosen to bully and threaten colleges. That’s abhorrent. The answer, however, is not simply to pour more money into the current model. Instead, we need a supply-side mindset: build more pathways that actually work for more students.
Countries like Switzerland and Germany offer instructive models. Their “dual, permeable” systems combine academic education with career and technical pathways that incorporate work-based learning, connect to real labor market demand—and allow students to move between them. While such systems aren’t copy-paste solutions, research and common sense suggest the U.S. can do far better.
We need to build a wider, more inclusive array of pathways—especially those that equip students with in-demand skills and lead to good jobs without requiring a four-year degree.
Colorado is beginning to show what’s possible when we invest in workforce abundance. Gov. Polis’s $95M Opportunity Now initiative is scaling partnerships between training providers and employers. This includes programs like ActivateWork, a tuition-free IT bootcamp based on the nationally-proven Per Scholas model, shown by rigorous evaluations to meaningfully increase wages. It also funded efforts in rural communities, like Emergent Campus, which tap state and national investment to generate opportunities for upskilling and remote-work in rural counties in southern Colorado.
Meanwhile, Prosperity Denver Fund, a Denver sales tax-funded initiative, is expanding beyond college scholarships to reimburse short-term training programs with strong outcomes—offering higher reimbursement rates for stronger evidence of impact. Earlier this year, Colorado also partnered with Arnold Ventures to invest $20M in evidence-based higher education and workforce programs proven to lead to good jobs.
Our community colleges are evolving too. Several are implementing Accelerated Studies in Associate Programs (ASAP), proven to increase degree completion by 15 percentage points or more, and subsequently increase wages. Colorado’s expanding dual and concurrent enrollment initiatives—allowing students to earn college credit or begin pursuing postsecondary tracks in high school—are helping blur outdated lines between high school, college, and career.
These steps are promising—but we need a wider range of effective postsecondary models. To get there, we need more transparency about which ones deliver. We also need “outcomes abundance.” We must make accurate and user-friendly data about cost, earnings, and return on investment easily available for every college and short-term training pathway in a region. Learners—from high school seniors to working parents—must be able to compare options on a level playing field. Policymakers and funders need outcomes data to direct dollars to what works.
The Colorado Community College System’s recent strategic plan makes economic mobility our north star, and commits to generating—and crucially, measuring—living wages for many more of our students. But we’re not done. Making comprehensive, apples-to-apples outcome data ubiquitous remains critical.
Rather than scapegoating colleges or clinging to the status quo, we should seize this moment to unlock public dollars and public data to expand opportunity for all. Colorado has a chance to lead—and help shape a national movement—if we commit to postsecondary abundance.
Roger Low is the CEO & Founder of the Colorado Equitable Economic Mobility Initiative (CEEMI), a nonprofit that advocates for postsecondary reforms to measurably improve learner outcomes. He is also a Lakewood City Councilman.
Landon Mascareñaz is the chair of the Colorado State Board for Community Colleges and Occupational Education, and is the founding Executive Director of Courageous Colorado, working to convene, connect, and catalyze local democracy redesign. He is also an educator and writer.
[Press Release] ActivateWork Awarded Contract for Quantum Workforce Development
For Immediate Release
Contact: Tassi Keith, Keeton PR, tassi@KeetonPR.com, 308-539-1883
DENVER, COLO. — Thurs., March 13, 2025 — ActivateWork, a leading workforce development organization dedicated to connecting job seekers with high-quality training, career coaching, and employer partnerships, announced today that it has been awarded the contract to develop a comprehensive strategy for a Flexible Talent Pathways Ecosystem aimed at accelerating quantum innovation across the Rocky Mountain West. This initiative will fast-track talent into the quantum and quantum-enabling workforce by offering upskilling and reskilling opportunities to graduating high school seniors, current workforce employees, and learners from both two-year and four-year degree programs.
With quantum poised to revolutionize industries, the need for a highly skilled workforce has never been greater. Currently in this industry, there are three job postings for every one qualified candidate. ActivateWork’s strategy will focus on fostering accessibility and career readiness by equipping learners with the technical and soft skills necessary to thrive in quantum-related fields. Through close collaboration with industry partners, academic institutions, and workforce organizations, ActivateWork will create a sustainable talent pipeline that bridges education with industry demand.
“We are thrilled to have been selected for this vital initiative,” said Helen Young Hayes, Founder and CEO of ActivateWork. “By developing sustainable employment pathways that empower individuals and strengthen communities, we will ensure that opportunity seekers have access to the training and resources to succeed in the rapidly evolving quantum computing sector.”
“Core to Elevate Quantum’s mission to accelerate the commercialization of quantum technologies is ensuring that we have the trained and credentialed workforce necessary to fill the new jobs that will be needed to make this mission a reality,” said Jessi Olsen, COO of Elevate Quantum. “This talent pathways work is crucial to ensuring that our workforce development strategy is in lockstep with industry needs. Through this work, we hope to make new quantum jobs accessible to all workers in the Mountain West.”
ActivateWork will collaborate with employers, educators, and community organizations to implement strategic workforce solutions that fill talent needs and enhance career outcomes. By leveraging data-driven approaches and industry partnerships, the strategy will bridge skill gaps, improve career outcomes, and ensure access to high-quality employment opportunities. ActivateWork plans to leverage the US Chamber of Commerce’s Talent Pipeline Management framework, as well as partner with Zal.ai’s Artificial Intelligence (AI) enabled platform, to create scalable pathways.
The project will be managed by Elevate Quantum, an EDA-funded Tech Innovation Hub.
About ActivateWork
ActivateWork is a talent solutions organization that transforms high-potential individuals into highly skilled, valuable team members. Our rigorous recruiting, industry-driven training, curated matches, and professional skills coaching prepare new employees to thrive in their careers.
For more information, visit www.activatework.org.
###
[Contact information and boilerplate updated July 17, 2025)