Built for youth justice re-entry programmes
Multiple Intelligences and Skills Audit surface what participants already do well. Career Match emphasises reasonable-entry-point pathways. Transferable-skills statement participants can hand to second-chance employers.
JobCannon for Youth Justice Re-entry Programmes serves justice-involved youth and young adults in re-entry, post-release, and diversion programmes. The platform deploys with strengths-led framing — Multiple Intelligences and Skills Audit surface what the participant already does well (often kinesthetic, interpersonal, naturalistic intelligences undervalued in school settings). Career Match output emphasises pathways with reasonable entry points and avoids credential-heavy paths participants cannot realistically reach in a 6-12 month re-entry timeline. Trauma-informed delivery model recommended: programme staff administer or sit alongside, battery sequencing starts strengths-led before personality instruments, result reveal is a coached conversation not self-served PDF. The platform does not collect criminal-history data and does not gate Career Match output by background-check requirements; programme staff handle eligibility-determination conversation. Outputs include a transferable-skills statement written in employer-facing language for use with second-chance employers. OJJDP Title II and Title V reporting supported via assessment-completion and Career Match alignment data feeding the employment-readiness column. Used alongside Roca, YouthBuild, Year Up Justice Initiative, Center for Employment Opportunities and similar national operators. Multi-site rollup for national operators on partnership tier. Free for participants; programme dashboard on Business tier or scoped under partnership.
Strengths-led, trauma-aware, second-chance-employer-ready.
Strengths first, personality second, pathway third.
For a national re-entry operator with 12 sites and 1,200 participants per year
Participant access stays free. Programme dashboard on Business tier ($199/mo flat) or scoped under partnership for national multi-site re-entry operators.
Try it with a micro-team
For independent coaches and therapists
For startups, teams and HR
For agencies, L&D and scale-ups
For 200+ person companies
All plans currently activated manually via the contact form — we review each request within 24 hours and provision access the same day. Self-serve checkout coming once we've heard from the first wave of teams.
Tell us your programme model, your site network, and your OJJDP or foundation funding. We respond with a partnership scope within three business days.
Most career assessments were designed for high schoolers in stable settings, with the implicit assumption that the participant has cultural and material context for "what could I be when I grow up". Youth involved in the justice system often arrive with truncated career imagination — narrow exposure to occupations, complicated relationship to authority figures and credentialing systems, history of being told what they cannot do. The platform deploys with a strengths-led framing: Multiple Intelligences and Skills Audit surface what the participant already does well (often kinesthetic, interpersonal, naturalistic intelligences undervalued in school settings). Career Match output emphasises pathways with reasonable entry points and avoids credential-heavy paths the participant cannot realistically reach in a 6-12 month re-entry timeline.
JobCannon does not collect criminal-history data and does not gate Career Match output by background-check requirements at the participant-facing layer. Programme staff can flag pathways requiring specific licensure (CDL, healthcare licensure, security-cleared roles) for participant-and-staff conversation, but we do not perform background-check filtering. The conversation about which paths are realistic given a record is a programme-staff conversation; we provide the assessment data, not the eligibility determination. Many states have ban-the-box and fair-chance hiring frameworks that change the realistic path landscape; programme staff stay current with state-specific opportunities and use the platform output as one input.
OJJDP (Office of Juvenile Justice and Delinquency Prevention) Title II Formula Grants and Title V Local Delinquency Prevention Grants typically require outcomes data on youth-served including educational and employment indicators. JobCannon contributes assessment-completion records and Career Match alignment data that feeds into the employment-readiness column of programme reports. We do not file OJJDP reports for you; we provide the assessment-evidence column in the reporting structure your programme already maintains.
Real concern, addressed by deployment design rather than by the platform itself. Three patterns. (1) Programme staff administer or sit with participant during assessment delivery rather than handing out a link and walking away. (2) Battery sequencing starts with strengths-led instruments (Multiple Intelligences, Values) before personality instruments (Big Five) — emotional regulation is fragile in early sessions. (3) Result reveal is a coached conversation, not a self-served PDF — programme staff frame the data as one piece of self-knowledge, not a verdict. The platform does not mandate this delivery model; we recommend it strongly to programmes serving justice-involved youth.
Complementary. National re-entry programme operators (Roca, YouthBuild, Year Up Justice Initiative, Center for Employment Opportunities) run intensive case-management and employment-prep programmes; JobCannon sits inside the curriculum as the assessment-and-discovery layer. National operators running multi-site programmes use the partnership tier for multi-site cohort rollup with site-level privacy. Cross-site comparison surfaces effective sites and informs technical-assistance prioritisation.
The platform produces a transferable-skills statement participants can hand to employers — written in employer-facing language, focused on demonstrated skills not deficit framing, and grounded in assessment data not self-report alone. Programme staff coach participants on using the statement in interviews. We do not manage the employer relationship or run the second-chance hiring marketplace; we produce one tool participants and programme staff use in their own employer engagement. National second-chance employer networks (FWD.us business advisory council, Society for Human Resource Management Getting Talent Back to Work toolkit) provide the employer-side infrastructure.