Build a reliable talent pipeline with built-in retention support.
Bridges connects you with prepared, motivated young adults and provides structured onboarding and support for up to 12 months, at no cost to your organization.
76% 90-day retention (2015-2024) across 24,100+ placements since 1989 · 98% employer satisfaction · Established by the Marriott family.
Our proposition
Bridges isn’t a charity.
It’s a talent pipeline.
Companies already hiring through Bridges
6,659+ hiring partners across the industries you're filling roles in.
Marriott
Hospitality
Aramark
Food services
CVS
Healthcare retail
Amazon
Warehouse + retail
Kroger
Grocery
Target
Retail
UPS
Logistics
Home Depot
Retail
Accenture
Professional services
Bank of America
Financial services
Wells Fargo
Financial services
... and thousands more across retail, healthcare, hospitality, and logistics.
Video length: 0:15
Read the transcript42 words in the transcript for Accenture and Bridges partnership
It's a chance for all of us to help you who are incredible, talented and that really excites us because it's an opportunity to not only give back but to see the next generation growing and learning. I learned a lot about
Hiring young talent shouldn't feel risky.
Entry-level turnover costs time and money. Unfilled positions slow your operations. And onboarding new hires without support often leads to early exits.
Bridges is built to reduce these risks: prepared candidates, aligned onboarding, and structured follow-up through the first year on the job.
98%
Employer satisfaction
2,130+
Multi-hire employer partners
78%
90-day retention (PY2025)
12
Months of support
Every year we have measured, published.
Retention is the number that decides whether a hire worked. We publish ours by program year, including the years it fell, because a number you can only see when it flatters us is not evidence.
Bridges hires still working, by program year
Share of placed participants still employed at 90 and 180 days. Denominator is unique participants placed, not placement events. The program year still in progress is excluded, because its cohort has not cleared the 90 and 180-day windows yet; the live partial figure is published on /outcomes. Lifetime one-year retention across all program years is 44%.
| Program year | 90-day | 180-day |
|---|---|---|
| 2000 | 33% | 9% |
| 2001 | 43% | 19% |
| 2002 | 42% | 17% |
| 2003 | 50% | 23% |
| 2004 | 59% | 36% |
| 2005 | 61% | 36% |
| 2006 | 59% | 37% |
| 2007 | 56% | 35% |
| 2008 | 60% | 42% |
| 2009 | 58% | 39% |
| 2010 | 63% | 43% |
| 2011 | 61% | 48% |
| 2012 | 70% | 54% |
| 2013 | 77% | 61% |
| 2014 | 77% | 62% |
| 2015 | 76% | 63% |
| 2016 | 77% | 63% |
| 2017 | 78% | 64% |
| 2018 | 77% | 64% |
| 2019 | 80% | 66% |
| 2020 | 66% | 51% |
| 2021 | 77% | 63% |
| 2022 | 78% | 65% |
| 2023 | 75% | 63% |
| 2024 | 76% | 65% |
| 2025 | 78% | 66% |
The tax math
Up to $2,400
Work Opportunity Tax Credit per qualifying hire, claimed against federal income tax. Higher for some groups.
Currently in hiatus. WOTC authority lapsed for wages paid after 31 December 2025 and awaits reauthorization by Congress. It has lapsed and been restored retroactively before, so screening and filing on time now preserves eligibility if it is.
- How it is claimed
- IRS Form 8850 plus the Department of Labor pre-screening notice, filed within 28 days of the start date.
- If you are tax-exempt
- Tax-exempt employers can claim WOTC only for qualified veterans, against payroll tax, on Form 5884-C. Most Bridges placements will not qualify a tax-exempt employer.
- Recruiting fees
- None. Bridges charges employers nothing, so the credit is not offset by a placement fee.
Your finance team should confirm eligibility. We can walk your HR team through the certification paperwork at hire. How WOTC works.
What you get with Bridges.
Pre-screened candidates
Every candidate goes through career readiness training, workplace preparation, and strength-based matching before we make an introduction.
No cost to you
Bridges is fully funded through grants and donations. There is no fee, contract, or obligation to hire.
Dedicated Youth Employment Specialist
A Youth Employment Specialist works with both you and the new hire through onboarding, check-ins at 30/60/90 days, and retention follow-along for up to 12 months.
Reduced turnover risk
Structured support is designed to reduce early exits. Your Youth Employment Specialist checks in at 30, 60, and 90 days, and stays engaged through the full first year on the job.
Where Bridges hires show up on the job.
Real jobs across hospitality, retail, financial services, and more. These are the kinds of placements you can expect.
Omni Hotels
Banquet culinary
FedChoice Credit Union
Member services
Philadelphia Zoo
Retail associate
Wrigley Field
Stadium operations
Target
Retail associate
How it works.
Tell us what you need
Share your open roles, hiring timeline, and workplace culture with your local Bridges team.
We match and prepare
We screen candidates based on your requirements and prepare them specifically for your workplace.
Hire with support
You make the hiring decision. We coordinate onboarding and provide a smooth first-day experience.
Retain with confidence
Your Youth Employment Specialist stays involved for up to 12 months, supporting the employee and troubleshooting challenges before they become turnover.
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What employers say after hiring through Bridges
Hiring managers and workplace leaders, in their own words.
“He's a great young man and a welcome addition to our team.”
Keishia Walker
General Manager, Sodexo Magic
“Give me ten more like Rhys!”
Jewel-Osco store manager
Jewel-Osco
“Pedro is an absolute pleasure to work with. He is so sweet and kind and loves learning new culinary techniques. He even helps us recruit and has referred multiple people to apply for our openings.”
Bllanca Barbosa
Human Resources Manager, Dallas Renaissance Hotel
Ready to hire with confidence?
Tell us about your hiring needs. No commitment, no cost. Just a conversation.