Luiz Mattos used to dread Mondays. After nearly a decade in a credit union call center and working odd jobs before that, he was burned out and stuck. He knew he wanted something that would allow him to better support his family and open up opportunities to grow.

Now, he’s a junior software engineer at Southwest Airlines, making $32,000 more than he did before — and loving every moment of it. “I feel much more fulfilled and happy in what I do,” Mattos said.

The catalyst? A flexible, skills-first training program from Merit America that’s helping thousands of people like Mattos rewrite their career stories and filling talent gaps for employers at the same time.

As Meghan Cressman, Merit America’s vice president of development and partnerships, put it, “We’re building a new mainstream pathway to the middle class for millions of Americans stuck in low-wage work.”

But this isn’t just about earning more money. It’s about dignity and potential — and designing work and learning around real lives.

An alternative and accessible pathway to upward mobility

Founded to create a scalable, flexible alternative to traditional higher education, Merit America offers technical training, coaching, and wraparound support to learners who are balancing jobs, caregiving, and other responsibilities. With the organization’s help, these learners blossom into potential employees who are motivated, adaptable, and ready to contribute.

And the results? Over 15,000 learners served in just seven years. Plus, more than $1 billion in estimated cumulative wage gains and an average annual wage increase of $21,000 in just three months for those who complete the program. This isn’t incremental improvement — it’s transformation at scale. And Merit America helps with that transformation in as little as 14 weeks.

Mattos is one of those stories.

He saw a path through Merit America to translate his passion for tech into a high-paying, remote role. “When I decided I needed a career change, college no longer fit into my life,” he said. “I’m married, have bills — it wasn’t feasible. But Merit America made it possible.”

Mattos embarked on Merit America’s intensive Java Development program while working full time. For Mattos, the flexible program aligned with his passion for tech and ambitions for a more meaningful career. Landing the job at Southwest Airlines was more than just an increase in his paycheck — it was a pathway to growth.

“I know that I work somewhere where they care about developing me and my future and that I can grow long term with them,” Mattos said.

Merit America is designed for people like Mattos: working adults with grit, experience, and ambition, who want real outcomes that will improve their career trajectory.

Good for people. Great for business.

Merit America begins with a four-week foundations phase, where learners get a taste of the curriculum and determine how it can fit into their lives. If they continue, learners complete a rigorous technical training phase in areas such as supply chain management, IT support, human resources, data analytics, project management, and more, gaining industry-respected credentials like Google Career Certificates. Finally, they move into a “Job Success” phase that includes building resumes, interview prep, and job search strategy.

But what really sets Merit America apart, said Cressman, is “our secret sauce — our coaching.” From the moment learners join, they’re paired with a personal coach who helps them build a personalized growth plan, fine-tune their online presence, tailor their resume and cover letter, and stay motivated throughout the journey.

Merit America alumni enter the workforce equipped not only with skills but also with a deep sense of purpose and momentum that comes from knowing what they want for their career. And they only pay for Merit America once they’re earning $40,000 or above.

While Merit America centers the learner, the implications for employers are just as powerful.

“Imagine hiring someone who’s energized by their work, committed to growth, and ready to contribute directly to the success of a company,” said Cressman. “That’s what Merit America learners bring to the table.”

Take Southwest Airlines, which partnered with Merit America to hire learners like Mattos through its Junior Technology Associate program. The company has adopted a “hire for attitude, train for skill” philosophy that doesn’t over-rely on degrees, and instead looks for qualities such as communication, teamwork, adaptability, and problem-solving.

“They keep coming back to Merit America learners because they have the skills they need to fill their roles,” Cressman says. “And many of those skills can be hard to spot on a resume.”

As a result, Southwest is building a team of employees who not only have the technical skills to excel in their roles, but also the traits that make them a great culture fit. As Dominique Jones, Southwest Airlines’ talent acquisition program manager, put it, “They directly contribute to the success of Southwest.”

Learning and hiring differently

At its core, Merit America represents a broader shift — from narrow, cost-prohibitive pathways to career growth, to a bet on people’s potential.

For hiring managers, it’s an opportunity to think differently.

A skills-first approach is a smart business strategy. As automation and AI reshape the workforce, traits like empathy, collaboration, and adaptability are becoming even more valuable. Merit America is designed for individuals with these characteristics who are ready to put them to work — and for employers that recognize them.

Cressman encourages hiring managers to rethink interview questions for skills-based hiring, including focusing on behavior such as overcoming challenges, receiving feedback, and solving real-world problems. It’s also important to reframe job descriptions to emphasize competencies, not credentials, and to demonstrate the willingness to invest in potential.

For Mattos, whose tech knowledge ranges from Java to ReactNative, his varied interests gave him a leg up in the hiring process. “I think what made me stand out to the manager who ended up hiring me was my enthusiasm for a lot of things,” he said. “They were OK with taking me on at entry level and [were] confident that I could learn it and grow into the role.”

Uncovering potential in unexpected places

For Merit America alums like Mattos, Mondays can be a day to look forward to. “Every day I get to work on something that interests and excites me, and that is just great for my mental health,” he said.

For employers, that well-being can mean the difference between constant recruitment and long-term retention. Employees who feel seen and supported contribute more, stay longer, and help build stronger teams.

Ultimately, Merit America isn’t just helping people get better jobs. It’s helping companies see potential in unexpected places and proving that everyone wins when we build accessible pathways to learning and career growth.

Merit America is supported by the Charles Koch Foundation, which as part of the Stand Together community funds cutting-edge research and helps expand postsecondary educational options.

Learn more about Stand Together’s efforts to transform the future of work and explore ways you can partner with us.