GRESHAM TALENT ADVISORS

Your students deserve an employer pipeline that actually delivers.

We work with technical colleges, community colleges, and career-focused institutions as a dedicated employer relations partner — building the industry connections your Career Services and Workforce Development teams need but don't have the capacity to fully sustain.

• Schedule a Strategy Conversation

Who we serve

Technical Colleges · Community Colleges · Career Institutes · Workforce Programs

How we work together

Fractional Employer Relations

Your dedicated employer relations partner on retainer. We prospect, cultivate, and manage employer relationships on your institution's behalf — consistently and strategically. Includes ongoing outreach, monthly reporting, and employer cultivation events. Frequently fundable through Perkins Act or WIOA.

Employer Partnership Audit & Strategy

A structured review of your current employer relationships, pipeline health, and engagement gaps — delivered as a clear 90-day roadmap your team can act on immediately. Includes labor market alignment assessment and ideal employer profile development.

Targeted Employer Outreach Campaigns

Focused campaigns to break into specific industry sectors — healthcare, advanced manufacturing, IT, logistics — aligned to your program mix. We design and execute the outreach, onboard new partners, and deliver results as a discrete project engagement.

Career Services Advisory & Coaching

For institutions building internal capacity. We coach your Career Services or Workforce team, develop employer relations playbooks, and facilitate staff training — so your team sustains momentum independently over time.

Institutional Experience

About
Terrance Gresham

Terrance Gresham has spent 20+ years building employer partnerships inside institutions where the standard is high — including Babson College and Georgia Tech's Scheller College of Business. He has presented on partnership development at the GMAC Annual Conference.

He is also a working bandleader and corporate event performer — a background that shaped how he approaches every employer conversation. The most powerful partnerships aren't sold. They're conducted. You listen, you attune, and you make the other party feel like the room was built for them.

That's what GTA brings to your institution.

Ready to build your employer pipeline?

Schedule a complimentary 30-minute strategy conversation. We'll discuss your institution's current employer relationships, where the gaps are, and what a dedicated partnership engagement could look like.

• Schedule a Strategy Conversation

Prefer email? Reach us at [email protected]

Frequently asked questions

What exactly does a fractional employer relations partner do?

Think of GTA as your institution's dedicated employer outreach arm — without the cost of a full-time hire. We prospect new employer partners, cultivate existing relationships, coordinate site visits and engagement events, and report on pipeline activity monthly. Your internal team sets the strategic direction. We do the sustained relationship work that keeps your employer pipeline growing.

How is this different from just hiring a part-time career services staff member?

A part-time staff member is a generalist managing many responsibilities. GTA is a specialist focused exclusively on employer-facing relationship development — with 20+ years of experience doing exactly this at institutions like Babson College and Georgia Tech Scheller. You also get a partner who has built employer pipelines from scratch, not someone learning on the job. And because GTA engagements are frequently fundable through Perkins Act or WIOA grants, the budget conversation is often simpler than adding headcount.

Can our institution actually fund this through grants?

Many institutions do. Perkins Act funding, WIOA workforce development grants, and state-level workforce innovation funds frequently support employer engagement activities — including external partnership development support. We recommend pulling your institution's current Perkins and WIOA plans and looking for language around employer engagement, work-based learning, and industry partnerships. In many cases the budget case is already written. We're happy to talk through this during your strategy conversation.

What does a typical engagement look like in the first 90 days?

We start with a structured onboarding to understand your institution's programs, existing employer relationships, and priority sectors. From there we build your ideal employer profile, audit your current pipeline, and begin active outreach within the first 30 days. By day 90 you'll have a documented employer pipeline, a set of new relationships in active cultivation, and a monthly reporting cadence that keeps your leadership informed on progress. No black box — you see exactly what we're doing and why.

We're a small institution with a limited budget. Is GTA the right fit?

Smaller institutions are often our best fit — because the capacity gap is most acute there. A large institution might have a dedicated employer relations team. A technical college with two Career Services staff members covering everything does not. GTA's project-based and advisory engagement models are specifically designed for institutions that need high-impact support without a large ongoing commitment. The right starting point is a 30-minute strategy conversation where we assess your situation honestly — including whether a GTA engagement makes sense for where you are right now.