Mike Feinberg distinguishes his workforce development approach from competitors through an unusual commitment: maintaining relationships with program graduates for up to five years after completion.

Most training organizations celebrate certificate completion rates without tracking employment outcomes, according to Feinberg, who spoke about his methods during a recent podcast appearance. “You go to community colleges, trade schools, you see billboards on the highways and ask them, ‘Are you successful?'” he explained. “And they say, ‘Well, 97.8% of our students earn a certificate.’ How many of those people got jobs? They don’t know.”

WorkTexas takes a different approach, prioritizing job placement and career advancement over graduation statistics. The program contacts alumni quarterly to assess their employment status, wages, and professional development needs.

This ongoing support often resembles job coaching, addressing both technical and personal challenges that affect workplace performance. “We are proactively reaching out to all of them every six months,” Feinberg said. “Are you still in the same job? Are you switching jobs? What’s your salary? Do you need any help?”

The education innovator learned this approach through his previous work in K-12 education, where he tracked student outcomes long after graduation. That experience taught him that initial success doesn’t guarantee sustained progress without continued support.

Many WorkTexas graduates face ongoing challenges that threaten employment stability. Economic insecurity, transportation problems, and family crises can derail careers despite strong technical skills and initial job placement.

“A lot of people we train are one flat tire away from disaster,” Feinberg noted, explaining why his organization maintains extensive community partnerships. These relationships enable WorkTexas to connect graduates with housing assistance, healthcare, childcare, and other services that support career stability.

The extended commitment requires additional resources but produces better long-term outcomes, according to Feinberg’s experience. Alumni often contact the organization years later during career transitions or workplace conflicts, seeking guidance they trust.

This model challenges industry standards that measure success through short-term metrics. His philosophy emphasizes sustainable career development rather than immediate job placement, recognizing that meaningful economic mobility requires time and ongoing support.