McKinsey has already reported that up to 30% of critical roles in many companies aren’t filled by the most appropriate people. That means there is space—but we need to prepare talent who are ready for it. That’s where adaptability and learning agility come in. Employers aren’t just hiring resumes. They’re hiring resilience. And we as a people? We have resilience in our DNA. At Prescott, we train candidates not just for skills, but for mindset. How to navigate transitions. How to tell their story. How to pivot when the market shifts. That’s how you future-proof your career— and your community. LinkedIn Is Not Optional—It’s Essential One of the first things we teach our candidates is how to build a professional brand online. And that starts with LinkedIn. I tell people all the time: If you’re not on LinkedIn, you’re invisible to the people who matter.
We are not simply filling job orders. We are building pipelines of talent who are prepared to lead, grow, and evolve with the demands of the future. At Prescott Solutions, we are creating a new model—one where equity, strategy, and innovation are at the core of recruiting success.
Why Technology and Cybersecurity? Because the Future Demands It When I launched Prescott Solutions, I was already ahead of the curve by focusing on staffing in the technology sector. But today, as the world rapidly shifts toward digital transformation and cybersecurity becomes central to national and economic security, we’ve evolved again. Cybersecurity isn’t just a hot sector—it’s a critical one. Black communities need to be involved in protecting systems, institutions, and information. But more than that—we need to lead those efforts. It’s time to shift our mindsets: to stop seeing tech as “for them” and start seeing it as an urgent calling for us. I say this at every panel I speak on: We can’t be locked out of the most innovative sectors of the economy because of a lack of exposure, preparation, or belief. We at Prescott Solutions are here to change that. We’re not just placing candidates into roles. We are placing purpose into action. Preparing Our Youth: The Talent Pipeline Starts in High School We cannot wait until college or career fairs to introduce our youth to opportunities in tech. We need to start in high school—or earlier. Our kids should be getting certifications in software, cybersecurity, and data analytics now. We need to normalize coding the same way we once normalized trade school.
Why?
Because 875 million people are on the platform. Because it’s one of the most powerful tools for professional visibility. Because if someone Googles your name, your LinkedIn profile will likely show up before anything else. But most importantly—it’s where decision- makers are looking. LinkedIn isn’t just for job seekers; it’s for thought leaders. It’s for Black professionals building credibility, sharing knowledge, and connecting to opportunities we were once locked out of. In our community, we must leverage every tool that closes the exposure gap. LinkedIn isn’t just a platform—it’s a bridge.
The future doesn’t wait—and neither can we.
40 The Acumen
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