The Big Idea


The traditional “skills gap” narrative puts the burden on workers—implying that if they just gain the right technical skills, success will follow. But that story ignores a bigger truth: many people already have the skills—they just face hidden hurdles in the hiring process.

These hurdles—often built into how we screen, sort, and select candidates—can keep talented workers out of jobs they’re more than ready to do.

If we want to unlock potential across the labor market, we need to stop blaming individuals and start fixing the systems that hold them back.

What We Did


At the Launch Lab, we’re working to shift that narrative. Instead of focusing on where candidates went to school or what titles they’ve held, we help employers focus on what really matters: what people can do.

To bring this approach to life, we rolled out the Skillful curriculum, created by the Markle Foundation’s Rework America Alliance (now hosted by Jobs for the Future). In partnership with SF OEWD, work2future, and NOVAworks, we trained 20 regional leaders—from chambers of commerce to community colleges—to lead workshops on applying skills-first practices across every stage of the hiring journey: recruitment, screening, onboarding, and retention.

When the curriculum moved online mid-project, our team didn’t miss a beat. We pivoted, promoted the new format, and provided direct support to help businesses integrate these strategies into their day-to-day hiring.

What We Learned


The response was encouraging. Many employers were energized by the idea of hiring based on ability—not background. They saw the potential: stronger candidates, better performance, and broader talent pipelines.

But we also heard hesitation. Making the shift takes work. Job descriptions need to change. Interview questions need updating. HR teams—already stretched thin—need time and tools to make the switch.

Still, the cost of doing nothing is higher. When we rely on outdated filters, we miss out on skilled candidates, reinforce patterns that limit opportunity, and risk poor fits that drive up turnover. A skills-first mindset takes investment—but it pays off in better hiring, stronger teams, and wider access to talent

We’re just getting started. But this much is clear: when we look beyond résumés and focus on what people can actually do, we don’t just fill jobs—we build a better workforce.