Case Study

San Antonio’s Employer-Led Talent Pipeline Management

San Antonio historically relied on low-wage work but aimed to compete in high-value sectors such as aerospace, advanced manufacturing, and food production. Workforce shortages and fragmented training systems were the city’s primary barrier to growth.

Background

San Antonio historically relied on low-wage work but aimed to compete in high-value sectors such as aerospace, advanced manufacturing, and food production. Workforce shortages and fragmented training systems were the city’s primary barrier to growth.

Intervention

The regional economic development organization (EDO) adopted the Talent Pipeline Management (TPM) framework, emphasizing employer leadership. Employers were convened quarterly, with trade associations representing small and mid-sized manufacturers. The EDO streamlined TPM’s survey tools to collect data on projected hiring needs and retirements, then shared aggregated findings with colleges and training providers.

Outcomes

  • Colleges expanded technician programs in direct response to aggregated demand signals.
  • Employers gained confidence in the system through measurable results, such as internships converting into full-time positions.
  • Smaller employers had a voice through trade associations.
  • The EDO became a trusted convener, bridging employers, educators, and workforce boards while leveraging $25 million in reskilling funds.

Lessons Learned:

  • Employer-led design builds trust and accountability.
  • Aggregated data empowers educators to scale training programs.
  • Trade associations ensure SMEs’ voices are included.
  • Focusing on one shared “pain point” at a time produces practical results