As employers race to determine which AI skills their teams will need next, Brittany Murrey, Executive Vice President of Talent Solutions at Per Scholas, says they may be asking the wrong question.

In a new Forbes article, “The Most AI-Ready Skill Isn’t Really a Skill at All. It’s a Learning Mindset,” Murrey argues that in a workplace where technology is changing faster than job descriptions can keep up, the most valuable capability may be the ability to keep learning.

The challenge for employers is clear: The tools and technical skills that matter today may look very different tomorrow. Building a talent strategy around a specific technology can mean constantly chasing an ever-moving target.

Adaptability is the new competitive advantage.

Murrey makes the case that employers should look beyond what candidates already know and pay closer attention to how they respond when they don’t know something. Can they seek feedback? Learn quickly? Reassess their approach when something isn’t working? Navigate unfamiliar problems without becoming stuck?

These are behaviors Per Scholas sees firsthand through its intensive, fast-paced training model. Learners are continually asked to absorb new information, respond to feedback, and work through challenges, offering valuable insight into the behaviors that help people thrive when the pace of change is high.

But hiring for a learning mindset is only part of the equation. Murrey also argues that organizations need to create environments where learning can actually thrive: where asking questions is encouraged, leaders model continuous learning, and employees have opportunities to build new capabilities as their work evolves.

The bottom line: In an AI-driven economy, organizations may not be able to predict every skill they’ll need next. But they can build teams capable of learning whatever comes next.

Read Brittany Murrey’s full perspective in Forbes: The Most AI-Ready Skill Isn’t Really a Skill at All. It’s a Learning Mindset

In a featured commentary, Per Scholas President Caitlyn Brazill addresses a growing paradox in technology hiring: while 71% of organizations report that cybersecurity skills shortages are creating severe risk, only 13% of hiring managers are actively recruiting entry-level talent.

Drawing from Fortinet’s 2026 Cybersecurity Skills Gap Report, Brazill points out that CIOs and IT decision-makers are responding to cyber threats by competing almost exclusively for senior talent. The result isn’t a sustainable talent strategy, it’s a costly bidding war that leaves long-term enterprise security vulnerable.

AI Acceleration Requires Human Judgment

A common explanation for declining entry-level hiring is the rise of artificial intelligence. Many leaders assume AI can automate entry-level security tasks, eliminating the need for junior staff. However, Brazill highlights that AI is actually making the threat environment faster and more complex, not easier.

With AI-driven attacks cutting the average breach window to just 29 minutes and 82% of detections now malware-free, defending an enterprise relies heavily on real-time human judgment.

“Malware-free means there’s no signature to match, no file to quarantine,” writes Caitlyn Brazill, President of Per Scholas. “Someone has to look at valid credentials doing superficially plausible things and determine, inside a 29-minute window, if it’s an intruder. That’s a judgment call, and that judgment is built by seeing enough ‘normal’ to recognize ‘wrong.’ Removing entry-level pathways doesn’t make junior analysts redundant, it means there’s no longer a way to produce the judgment you need.”

Redefining Entry-Level Requirements: AI Fluency & On-Ramps

Instead of relying on multi-year experience requirements for rapidly changing industries, enterprise leaders must evaluate candidates based on modern AI fluency, stackable credentials (such as CompTIA’s security track and vendor-specific certifications), and a continuous learning mindset.

Brazill emphasizes that creating a sustainable talent pipeline requires cross-sector collaboration rather than individual corporate effort. She points to Per Scholas’ custom cybersecurity pipeline developed alongside public benefit corporation PeopleShores and Accenture as a proven model. Through this framework:

• Per Scholas provides rigorous, industry-aligned foundational training.
• PeopleShores hires graduates as paid apprentices.
• Accenture offers curriculum input, production infrastructure, coaching, and long-term career pathways.

To read Caitlyn Brazill’s full article and explore how Per Scholas collaborates with enterprise partners to build custom cybersecurity talent pipelines, click here to read the full feature.

As technology transforms every industry, creating pathways into high-growth technology careers has never been more important. A new report from MDRC, Expanding Access to Tech Careers: Baseline and Early Implementation Findings from the Google Career Certificates Fund Evaluation, examines how workforce organizations are helping learners build the skills, confidence, and support systems needed to succeed in today’s digital economy.

The report explores the early implementation of the Google Career Certificates Fund (GCCF), an initiative designed to expand access to industry-recognized technology credentials through partnerships with nonprofit workforce organizations, including Per Scholas.

At Per Scholas, Google Career Certificates were integrated into a comprehensive workforce development model that goes well beyond technical instruction. Learners also received professional development, individualized career coaching, employer connections, wraparound supports, and continued alumni engagement; an approach designed to prepare graduates not just to earn a credential, but to launch lasting careers.

MDRC’s early findings reinforce an important lesson for the workforce development field: expanding access to high-growth careers requires more than making training available. Learners benefit from comprehensive support that helps them enroll, persist through training, navigate financial challenges, and successfully connect to employment opportunities.

Among the report’s findings, financial access emerged as a significant factor in learner participation. Many learners cited Per Scholas’ Zero Percent Loan as instrumental in helping them enroll in and remain engaged with full-time training by reducing financial barriers during the program.

The report also highlights the importance of strong employer partnerships and career navigation in helping learners translate newly acquired skills into meaningful employment. These findings align closely with the Per Scholas model, which has spent more than 30 years working alongside employers to co-design training programs that respond to real workforce needs while equipping learners with both technical and professional skills.

As demand for technology talent continues to grow across every sector of the economy, the report underscores the need for workforce development models that combine industry-aligned training with holistic learner support and direct employer engagement. Building a more inclusive technology workforce requires removing barriers to opportunity while ensuring learners have the resources they need to succeed from training through career advancement.

For Per Scholas, the research affirms what we’ve seen across our campuses for decades: talent is everywhere, but opportunity is not. When learners have access to high-quality training, personalized support, and strong employer connections, they can launch careers that create lasting economic mobility—for themselves, their families, and their communities.

We are grateful to MDRC, Google, and our fellow workforce partners for contributing to a growing body of evidence on what works to expand access to high-growth careers. As the workforce continues to evolve, research like this helps strengthen the field and informs how organizations, employers, and policymakers can work together to build a more inclusive, future-ready talent pipeline.

Read the full MDRC report: Expanding Access to Tech Careers: Baseline and Early Implementation Findings from the Google Career Certificates Fund Evaluation.

NEW YORK, NY — July 2026 — Per Scholas’ work in Pittsburgh is featured in a new policy brief by America Forward and Results for America, “Stronger Outcomes by Design: Supporting Performance-Based Contracting under the Workforce Innovation and Opportunity Act,” which examines how outcomes-driven contracting models can strengthen public workforce investments and improve results for workers, employers, and communities.

The brief explores how performance-based contracting can help workforce systems prioritize measurable outcomes, increase flexibility for providers, and better support individuals facing barriers to employment. The paper highlights Per Scholas’ partnership with Partner4Work through the Industry Recognized Training Pipeline (IRTP) program as an example of how workforce organizations can align around shared goals to deliver stronger career outcomes.

Through IRTP, Per Scholas Pittsburgh has supported hundreds of learners in gaining technology skills and preparing for careers in the tech industry. The partnership demonstrates the impact of shifting from a traditional vendor relationship to a results-oriented approach that emphasizes accountability, collaboration, and learner success.

“Partnering with Partner4Work through IRTP has offered Per Scholas an impactful alternative to the traditional vendor-based model,” said Gene Walker, Managing Director of Per Scholas Pittsburgh. “This shift from a standard vendor relationship to a strategic partnership fosters deeper collaboration, allowing both organizations to overcome administrative hurdles and align on clear, results-oriented performance goals.”

Partnerships can provide workforce providers with greater flexibility to deliver the services learners need to succeed, while ensuring public investments are connected to meaningful outcomes. Per Scholas’ approach reflects the organization’s commitment to building effective workforce solutions that connect individuals to technology careers and help employers access skilled talent.

As Per Scholas continues to expand its impact nationwide, partnerships like IRTP demonstrate the importance of collaboration among workforce systems, training providers, and employers to create stronger pathways to economic mobility.

Read the full policy brief: https://www.americaforward.org/wp-content/uploads/2025/03/America-Forward-_RFA_Performance-Based-Contracting-Brief.pdf

What happens when AI is intentionally designed into workforce training with a clear focus on outcomes?

In a recent Bloomberg Opinion feature by Justin Fox, Per Scholas President Caitlyn Brazill, EVP of AI Tech Solutions Eduardo Hernandez, and Per Scholas learners share how the organization is approaching generative AI not as a disruption to avoid, but as a tool to strengthen instruction, practice, and learner success.

During a recent visit to the Per Scholas New York campus,  Fox met with leadership and learners to explore how AI is being used in real time inside Per Scholas’ accelerated training programs. During the visit, the learners expressed how they are engaging with AI tools as part of their learning experience, particularly for practice, concept reinforcement, and support as they work toward certification and employment.

Across those conversations, a consistent theme emerged: AI is most effective when it is structured around clear learning goals and directly tied to real-world outcomes.

At Per Scholas, that outcome is job attainment. This focus shapes how curriculum is designed, how instructors support learners, and how technology is integrated into the classroom experience. Rather than treating AI as a standalone solution, it is embedded as part of a broader instructional model built to support skill development and career readiness.

Through Azari, Per Scholas’ suite of specialized AI learning assistants, learners are able to access practice quizzes, study guides, and real-time support that reinforces instruction. These tools are designed to help learners deepen their understanding of complex concepts while building confidence through repetition and applied practice. 

This approach reflects a broader shift in how workforce training programs are thinking about AI: not as a replacement for human instruction, but as a force multiplier that extends access to high-quality practice and feedback at scale.

As higher education institutions continue to grapple with questions around academic integrity, learning quality, and the role of generative AI, Per Scholas’ model highlights a different framing. One centered on structure, accountability, and measurable economic mobility.

Read the full article here.

Per Scholas St. Louis Featured in St. Louis Magazine for Expanding Tech Training in the AI Era

LOUIS, MO — March 4, 2026 — Per Scholas St. Louis has been featured in St. Louis Magazine for its impact on expanding access to no-cost tech training and economic mobility in the age of artificial intelligence.

The article highlights the story of Jonai “Serenity” Whitehorn, a recent graduate of the St. Louis campus’s 15-week IT Support program. After completing the intensive course and earning her A+ certification, Whitehorn secured a tech support role at Frontline Managed Services, marking a significant step toward her long-term goal of becoming a mainframe engineer.

The feature underscores Per Scholas’ model of combining rigorous, employer-aligned technical training with comprehensive wraparound support. In addition to instruction, learners receive access to career coaching, certification vouchers, transportation assistance, loaner equipment, and even zero-interest loans to help cover living expenses during training.

Since launching in St. Louis in 2022 at Cortex, Per Scholas has graduated more than 400 learners locally, achieving an 84 percent job attainment rate. According to Per Scholas St. Louis’ Managing Director, Keisha Mabry Haymore, , most learners enter the program earning approximately $19,000 annually and, on average, double or triple their earnings after graduation.

The article also explores how Per Scholas is adapting to rapid advances in AI. Rather than competing with automation tools, the organization focuses on preparing learners to work alongside emerging technologies, equipping them with the judgment, adaptability, and technical fluency needed in evolving workplaces.

Through close partnerships with regional employers, including BJC, Per Scholas continues to strengthen the local tech talent pipeline while expanding opportunity for ambitious St. Louisans seeking sustainable, high-growth careers.

The full feature is available here in St. Louis Magazine.

Per Scholas Featured in Forbes Councils for Insights on Scaling Tech Teams Through Skills-Based Hiring and Upskilling

NEW YORK, NY — February 2026 — Per Scholas was recently featured in Forbes Councils for its thought leadership on scaling technology teams in today’s AI-driven labor market. The article, written by Brittany Murrey, Executive Vice President of Talent Solutions, highlights how organizations can address tech talent challenges by hiring for potential and investing in internal upskilling programs.

Murrey emphasizes that traditional “unicorn” hiring expectations often leave positions unfilled and overburden teams. Instead, companies should focus on identifying candidates with learning agility, adaptability, and leadership potential, while building nontraditional talent pipelines through partnerships with workforce development organizations, community colleges, and technical training providers.

“Tech leaders do not have a talent shortage problem. They have a talent strategy problem,” Murrey writes in Forbes Councils. “Organizations that prioritize skills-based hiring and internal development will be best positioned for long-term growth in an evolving market.”

The feature reinforces Per Scholas’ commitment to advancing workforce development and economic mobility by connecting skilled technologists to high-demand careers. By combining rigorous technical training, professional skills development, and employer-aligned pathways, Per Scholas helps organizations build resilient, future-ready teams while providing learners with opportunities to thrive in the tech economy.

With more than 30,000 alumni trained across 20+ campuses and remote programs nationwide, Per Scholas continues to demonstrate how workforce development strategies that focus on potential and upskilling can scale impact and transform lives.

👉 Read the full Forbes Councils article here.

DETROIT, MI — A recent feature by Outlier Media and the Ralph C. Wilson, Jr. Foundation has highlighted the transformative impact of Per Scholas Detroit, showcasing how the national nonprofit is creating a new pipeline of tech talent in the heart of the Motor City.

Operating out of the historic Fisher Building since 2018, Per Scholas Detroit provides no-cost, high-growth IT training, certifications, and career coaching to residents across Southeast Michigan. The program is specifically designed to bridge the opportunity gap for individuals who have the drive but lack the credentials required by today’s top employers.

Key Highlights from the Feature:

Proven Results: In a recent cohort, 75% of learners secured high-quality IT roles prior to graduation, proving the immediate demand for Per Scholas-trained technologists.

Thriving Wages: Per Scholas targets placements with starting wages of $24 per hour or higher, often including full medical benefits and paid time off, a critical step in building generational wealth.

A “Full-Circle” Success Story: The article spotlights Tracy Maricle, an alumna who used the program to validate her tech experience with industry certifications. Today, Tracy has returned to the campus as an Instructional Assistant, helping a new generation of Detroiters launch their own careers.

Future-Proofing for AI: Always evolving with industry standards, Per Scholas Detroit announced that, beginning in 2026, all courses will expand to include a specialized AI training component to meet the growing needs of employer partners such as General Motors, Blue Cross Blue Shield, and Corewell Health.

“We are extremely appreciative of the funding we receive from the Ralph C. Wilson, Jr. Foundation because this is creating a legacy in the city of Detroit,” said Laura Chavez, Managing Director of Per Scholas Detroit. “The impact is not just on an individual; it’s on the family of the individual.”

Since its inception, Per Scholas Detroit has remained committed to serving a diverse learner base, including veterans, retirees, and parents re-entering the workforce. By removing financial barriers to elite tech education, the organization is ensuring that Detroit’s tech economy is as inclusive as it is innovative.

Read the full feature story here.

Per Scholas Cincinnati is proud to be featured in LINK nky for our pivotal role in addressing the tech talent shortage in Northern Kentucky. With IT identified as a critical growth cluster by BE NKY, our Covington satellite campus at the Kentucky Career Center is bridging the gap between local talent and high-demand careers.

As noted by our President, Caitlyn Brazill, and Greater Cincinnati Managing Director, Dr. Roger Burns, our mission is to provide affordable, hands-on training that bypasses the traditional barriers of time and expense. From Cybersecurity to AI-integrated software engineering, we are ensuring NKY residents are equipped for the plant floors and boardrooms of tomorrow.

Read the full article here!

A recent feature in the Charlotte Business Journal highlighted the surging impact of Per Scholas North Carolina, fueled by a $1 million grant from The BlackRock Foundation. This partnership is successfully bridging the opportunity gap, moving beyond the Charlotte hub to reach rural communities across the state.

The collaboration has delivered significant economic results for North Carolinians in less than one year:

• 339 Technologists: Trained in high-demand IT roles across the state.
• 2.6x Income Growth: Alumni have more than doubled their average pre-program earnings.
• $100M Lifetime Uplift: Estimated total earnings increase for North Carolina’s workforce.

The BlackRock investment enabled Per Scholas to implement a “boots on the ground” strategy in Western North Carolina. By partnering with Asheville-Buncombe Technical Community College, the program provides a critical pathway to stable, high-paying tech careers for workers displaced by Hurricane Helene and those in the hospitality sector.

With nearly 40% of participants holding only a high school diploma and over 40% being parents, the program focuses on holistic support rather than just technical training. 

Since 2020, Per Scholas has trained over 1,000 learners statewide, proving that with the right investment, the tech workforce can thrive in every corner of North Carolina.

Read the full Charlotte Business Journal article here.