Your early-career hires take too long to ramp — and leave before they pay off.
Adulting101 Masterclass closes both gaps.
One shared language across generations, so managers and early talent stop translating expectations and start performing — taught the way any other business skill is taught
1.1 Yrs
Gen Z's average early-career job tenure — the shortest of any generation (Gen X: 2.8 years).
RANTSTAD WORKPLACE BLUEPRINT, 202550 - 200%
of an employee's salary is what it costs to replace them when they walk — often tens of thousands per exit.
SHRM / GALLUP~8 months
for a new hire to reach full productivity — strong onboarding & development can cut it to about 3.
AGGREGATED ONBOARDING RESEARCH, 2025–26T H E R E F R A M E T H AT C H A N G E S T H E C O N V E R S AT I O N
WHAT THE DATA SHOWS
They leave when they feel underprepared and unsupported and can't see a path to grow. It's a preparation and communication gap — not a character flaw. And gaps are teachable.
“Gen Z is entitled, disloyal, and impossible to manage.”
The Myth
Adulting101 Masterclass teaches early talent the human skills they were never taught —
and equips managers to lead, coach, and communicate across generations
T H E O U T C O M E S YO U G E T
New hires contributing in weeks, not quarters — because both sides share the same frameworks and vocabulary from day one.
Faster Ramp
TRACK · TIME-TO-PRODUCTIVITY
Keep the early-career talent you already paid to recruit, onboard, and train — instead of restarting the cycle every year.
Higher Retention
TRACK · FIRST-YEAR RETENTION
Managers Who Lead Across Generations
Leaders who give feedback that lands and set expectations Gen Z can act on — and hold onto their teams.
TRACK · MANAGER READINESS & TEAM RETENTION
The Math: a single avoidable early-career departure can cost 50–200% of that person's salary. The program is a fraction of one replacement — and it works across every early hire on the team, not just one.
H O W I T W O R K S
01
Understand the Gap
A conversation about your ramp time and retention goals.
02
Align on Outcomes
Agree on what success looks like — not just which modules run
03
Deliver
Virtual or in-person, built around your team, with workbooks & 30-day action plans.
04
Measure Impact
Track ramp time, retention, and manager readiness over time
AIT Worldwide
•
College Bound Opportunities
•
Merel Family Law
•
Robin Hood
•
Packaging Corporation of America
AIT Worldwide • College Bound Opportunities • Merel Family Law • Robin Hood • Packaging Corporation of America
TRUSTED BY:
14 Modules across two tracks:
EARLY-CAREER WORKPLACE READINESS · ACCELERATES RAMP TIME
For years 0–3 · 11 modules
01 Professional Communication That Gets
02 Meetings That Build Credibility
03 Reading the Unwritten Rules of Work
04 Networking That Opens Real Doors
05 Turning Feedback Into Growth
06 Speaking Up With Confidence
07 Owning Your Work, Start to Finish
08 Owning Your Career
09 Building Trust at Work
10 Building Resilience That Lasts
11 Working Across Generations With Confidence
LEADING ACROSS GENERATIONS · BUILDS RETENTION-DRIVING MANAGERS
For leaders managing Gen Z · 3 modules
M1 Generational Fluency Foundations
M2 Managing Gen Z: Feedback, Communication & Expectations
M3 Coaching Gen Z to Independence
What People Are Saying
“Her insight and advice was invaluable for me and my employees — lessons crucial to success in any field.”
— Jonathan Merel
Founder, Merel Family Law
“Your passion, energy, and content was really spot on. Hope to partner again!"
— Angela Mancuso
CHRO, AIT Worldwide
Ready to start a conversation about your ramp-time and retention goals?
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