The Mom Project Helped Redefine Recruitment by Embracing Diversity and Experience

We teamed up with an enterprise tech company to supercharge their return-to-work program, opening doors for caregivers and infusing fresh, diverse perspectives into their workforce. The result? A rejuvenated talent pool and impressive hiring stats that speak for themselves.

Some statistics:

• 78% of candidates hired for the 2024 cohort hold a Master’s degree in Technology

• 70% conversion rate of returnees into full-time technical permanent roles

• 90% acceptance rate for offers presented in the 2024 cohort

Our client was in need of a fresh approach to building a knowledgeable and skilled diverse talent pipeline. Understanding that resume gaps are common in the workforce today and that these professionals often have extensive experience with in demand skill sets —they wanted to tap into the unique strengths of high-caliber returners. Their goal? Fill their tech and engineering roles with seasoned pros who offer more than just skills and expertise—bringing rich life experiences that expand worldviews, enhance decision-making, and make everyone feel more connected, respected, and valued.

Empowering Career Comebacks With The Mom Project

Designed as a fast-track back to full-time careers, The Mom Project’s partnership for a Return-to-Work program allowed returners to refresh their skills and dive into real projects during a 16-week returnship program..

Supported by a dedicated team of leaders, program managers, and fellow returnees, participants were set up for success from day one. We focused on sourcing individuals with at least five years of experience who had taken a break from the workforce for 18 months or more to care for their families. These candidates were not only skilled but eager to add value to the culture and success of this enterprise tech company. 

Our Return-to-Work program provided direct access to high-caliber, underrepresented talent, aligning with strategic organizational diversity goals and creating a pathway back to paid work for caregivers. With tailored training, mentorship, and support, we ensured these returners were ready to rock like never before—turning career pauses into powerful comebacks that benefited our client’s business goals, top to bottom.

“Starting at this company was a great experience. They have very sophisticated orientation programs that I am going through now. The resources that we need to start are well-prepared. There are people from talent acquisition, technical support, hiring managers, and mentors working together to help us ramp up, which is greatly appreciated.” - Full-stack Developer, Participant in the Return-To-Work program

The Power of Purposeful Recruitment

We didn’t just fill roles; we brought talented professionals back into the workforce, ready to make an impact. For the 2024 cohort, a remarkable 78% of the candidates hired hold a Master’s degree in Technology. Even more impressive, over 70% of these returnees transitioned into full-time technical permanent roles. Our offer acceptance rate hit 90%, with 9 out of 10 offers accepted. Through a structured, supportive 16-week program, these returnees re-entered the workforce with renewed vigor and readiness to contribute meaningfully. By aligning our efforts with the client’s DEIA goals, we enriched their tech and engineering teams with diverse talent, bringing a wealth of professional life experiences that enhance decision-making and foster a culture of connection, respect, and value.

Are you ready to turn career pauses into powerful comebacks? Let’s get to work.