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Redefining
Healthcare
Career
Pathways

Help Launch and Scale Dallas’ Next Healthcare Talent Cohort

Workforce Dallas and Goodwill Dallas are partnering with healthcare employers to launch a career-focused Medical Assistant (CCMA) training cohort that connects motivated learners to real jobs. In partnership with TWU Ventures and Skilltrade, we are building a demand-driven workforce pathway that aligns training with real hiring needs and creates a reliable pipeline of job-ready talent for Dallas’ healthcare system. Employer engagement—through letters of support, funding partnerships or hiring commitments — ensures this program delivers measurable outcomes for both workers and employers.

In Partnership with:

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What We Need From Employment Partners

Three Ways Employers Can Help Launch and Scale the Healthcare Cohort

Letter of Support

Demonstrate documented employer demand to unlock public and philanthropic training dollars.

How Employers Help

  • Provide a signed letter confirming:
    • Current and projected hiring needs
    • Specific healthcare roles in demand
    • Willingness to interview and consider program graduates
  • Letters are used to:
    • Support grant and philanthropic funding requests
    • Validate real-world demand to training and funding partners

Funding Partner

Close the gap between available public dollars and the true cost of training and support services.

How Employers Help

  • Provide financial support to:
    • Offset training and credentialing costs
    • Support learner stipends, equipment, and exam fees
    • Expand cohort size and accelerate launch timelines
  • Contributions may be:
    • Direct employer investment
    • Philanthropic or corporate foundation support
    • Pooled with public workforce dollars for greater impact

Employment Partner

Ensure training leads directly to jobs and long-term workforce stability through placement opportunities.

How Employers Help

  • Commit to:
    • Engaging trainees early (job previews, site visits, info sessions)
    • Participating in onboarding alignment with training providers
    • Interviewing and hiring cohort graduates
    • Externships
  • Benefits to employers:
    • Job-ready, pre-screened candidates
    • Reduced recruitment and turnover costs
    • A repeatable, scalable hiring pipeline