We build the demand-gen and attribution foundation that keeps both sides of your marketplace filling — upskilling learners on one side, hiring employers on the other.
Workforce and career platforms live or die on both sides of the marketplace at once. A cohort only works when learner supply and employer demand arrive in the same window — and the pitch that convinces a career-switcher is nothing like the one that convinces a VP of Talent to sponsor seats. On top of that, the money often comes from somewhere other than the person clicking: grants, apprenticeship funds, and employer L&D budgets each carry their own proof requirements. We treat the two sides as two funnels feeding one pipeline, and we instrument the whole thing so completion and placement — not raw signups — are what the reporting rolls up to.
We map the two sides as distinct funnels — learner acquisition and employer demand — then run them against one clean attribution model so you can see which channels feed enrollment, which feed placement, and where the marketplace goes out of balance. The learner side leans on organic and lifecycle for research-heavy career-switchers; the employer side runs demand gen against named accounts and workforce buyers. From there it's a steady test roadmap tied to the outcomes that fund the business — completion, placement, wage lift. Same senior team on both sides, start to finish.
Two-sided by design — separate learner and employer funnels stitched to one pipeline view, so you can rebalance supply and demand instead of guessing.
Outcome-based attribution — we instrument for completion, placement, and time-to-hire, not signups that never finish a cohort.
Funding-fluent planning — WIOA, apprenticeship grants, and employer-sponsorship dynamics baked into the roadmap, not bolted on after launch.
We run the full stack, but we don't apply it uniformly. For Workforce & Career, these are the disciplines that compound fastest — ordered by impact.
Topical authority and technical SEO for the research-heavy queries career-switchers actually type before they enroll.
Account-based campaigns and paid programs aimed at talent teams and workforce buyers who fund seats.
Google, Meta, Reddit, and LinkedIn — bid against funded enrollments and employer meetings, not raw clicks.
Separate conversion paths and A/B tests for the learner apply flow and the employer sponsorship inquiry.
Triggered journeys that carry learners from signup to completion and keep employer partners engaged between cohorts.
GA4, server-side events, and CRM stitch that report on placement and completion — the numbers that fund the next cohort.
A workforce-development platform for modern Registered Apprenticeship Programs. iExcel turned a fragmented surface into a measurable engine — paid, events, CRM, attribution.
Early-stage cybersecurity bootcamp. Fragmented digital footprint. iExcel built the acquisition engine — HubSpot, paid media, LinkedIn, SEO, and the reporting that held it together.
A legacy career-interest assessment used across education, rehab, and workforce development. This is how iExcel rebuilt the digital foundation and mapped the audiences worth reaching.
15 minutes with someone senior who has shipped growth for Workforce & Career brands like yours. We'll pressure-test your funnel and tell you — candidly — where the fastest compounding lives.
