Empowering workforce development organizations and community colleges to better support your current and future job seekers.
Sync60 believes people should be judged on what they know and can do, regardless of when, how, or where they acquired their skills.
We empower our partners by empowering the job seekers you serve.
The Synchronize learning and employment record platform equips our partners with the tools to offer personalized career guidance to job seekers. By providing a roadmap to suitable careers and upskilling opportunities, we're on a mission to amplify your existing services while enhancing the journey from learning to earning for everyone involved.
Bridging skills to opportunities. We enable workforce development organizations to unveil job seekers' unique skills, providing personalized guidance and pathways for career and learning that align with their unique abilities. Our approach connects individuals with targeted upskilling opportunities and a roadmap to streamline the path to employment.
From learning to earning. We translate academic achievements into the in-demand skills employers value most. Our goal is to bridge education and industry, strengthen the connection between classroom learning and market-ready skills, and empower community colleges to align student capabilities with the evolving demands of today's job market.
Fostering a skills-based economy. We assist government agencies in creating a more dynamic, skills-focused labor market by facilitating the development of skills-based hiring practices. We're on a mission to bridge the gap between job seekers and employers to foster economic mobility and empower businesses to thrive in a competitive landscape.
Sync60's Learning and Employment Record (LER) platform is a digital skills wallet for job seekers. It captures and stores all information from an individual's learning and work history, from formal education to professional job experience. This encompasses everything from degrees to professional licenses and certifications to micro-credentials. These experiences allow us to create a more holistic view of an individual's true competencies and skill sets because skills visibility is key for economic mobility.
What
How
From these "inputs," we leverage advanced labor market data and skills taxonomies to translate job seekers' experiences into job-relevant skills. The difficulty, particularly for those without a bachelor's degree and organizations who serve such job seekers, lies in trying to communicate how skills that were acquired through non-traditional means are compatible with traditionally valued experiences.
By translating these into a unified skills narrative, our LER platform allows everyone to speak the same language. For job seekers, we're empowering them with a holistic understanding of their starting point in the labor market, and also a roadmap to where they aspire to be based on their skills and alignment with potential career trajectories. This ability directly amplifies the work of organizations whose mission is to support job seekers so commonly overlooked in the labor market.
Why
The Superpower of LERs
The superpower behind LERs is the ability to empower all individuals to tell a comprehensive, personalized, and living story about their skills and abilities—regardless of when, how, or where they were acquired.
Why it Matters
LER technology enables us to dynamically respond to the labor market challenges of our current moment... support a future in which individuals are empowered to pursue lifelong learning and career advancement, to demonstrate their capabilities on a level playing field, and support employers in finding and investing in talent.
Driving Adoption
The skills-first revolution is in full swing... moving beyond the four-year degree as a proxy for skills is hard if people can't otherwise signal to empowers what they know and can do.
The Problem
The labor market, the nature of work, and the ways we learn have changed, but the ways we document skills and achievements have not. With only a one-page resume or transcript in hand, we use things like school prestige as a proxy for intelligence. Yet, over 60% of the U.S. labor force doesn't have a 4-year degree. So where does that leave us?
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It leaves us in an environment where we're using proxies for employment readiness that inherently impairs more than half the U.S. workforce.
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The shift toward skills-based hiring models and competency-based education is a positive development. However, without a new way to actually document and communicate skills and achievements, the practice of prioritizing skills over pedigree will inevitably fall short.
By the Numbers
$1.75T
Cost of the U.S. skills gap in lost revenue by 2030
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Korn Ferry
~90%
Employers that report facing or expect to a face a skills gap
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McKinsey
70M+
U.S. Workers educated without a bachelor's degree
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Opportunity @ Work
~2x
Job openings to unemployed workers
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U.S. Chamber of Commerce
