Santa Cruz County is known for its coastline and redwoods, but its true economic engine isn't just the scenery—it’s the people. However, a common challenge for local businesses is the "brain drain": talented young professionals growing up here, getting educated, and then feeling forced to take their skills over the hill to find a "real" career.

The future of our local economy depends on shifting that narrative. It’s not enough to simply attract talent; we must develop, support, and retain the young professionals who are already invested in our community.

For many Santa Cruz CEOs, hiring feels like a high-stakes gamble. You need talent to grow, but the wrong choice can cost your company thousands and significantly more in lost productivity and damaged morale.

To help local leaders navigate these pitfalls, Santa Cruz Works is hosting a CEO Works Luncheon event on Wednesday, April 22, 2026 with Candice Elliot, a seasoned talent strategist and founder of Fortress and Flourish. Candice specializes in helping organizations move away from "panic hiring" and toward sustainable growth systems. This event is designed specifically for employers who are interested in hosting an intern or are planning to expand their team soon.

Foundation First: Why You Must Prep Before You Hire

Adding staff to an unprepared business is like adding a second story to a house with a shaky foundation. Before you post that job description, you need to ensure your internal infrastructure is ready to support a new human being.

A bad hire costs a company an average of $17,000 in lost productivity and re-hiring expenses. Most of the time, the failure isn't the candidate—it's the lack of a system to receive them.

According to recent recruitment data, most hiring failures aren't due to a lack of talent in the market, but rather "system errors" within the hiring process itself.

Rushing the Process: Organizations that prioritize "time to fill" over quality see 11% higher rates of hiring mistakes. In the rush to fill a gap, managers often hire the first "decent" candidate rather than the right one.
The "Gut Feeling" Fallacy: Relying on charisma or "likability" is a major trap. Persuasive candidates often outperform in interviews but underperform in the role. Structured interviews with consistent, skill-based questions are far more predictive of success.
Vague Job Descriptions: If a job post reads like a generic wish list, you'll attract a generic pool. 2026's top talent looks for clarity on KPIs—what does success look like in the first 90 days?
Ghosting and Poor Communication: 47% of candidates who withdraw from a process do so because they were "left in the dark." In a competitive local market like Santa Cruz, a slow response can damage your employer brand for years.

Turning Theory Into Action with a $10,000 Grant

Building these systems isn't just about avoiding a $17,000 mistake—it’s about preparing your business to take advantage of incredible local opportunities.

During the event, we will also discuss the AHSC Internship Opportunity, a partnership between Santa Cruz Works, Digital NEST, and the City of Santa Cruz. This program provides local businesses with $10,000 grants to host interns from underserved communities.

By attending the luncheon, you’ll learn the exact systems Candice recommends to ensure that when you "test-drive" a potential new hire through this grant-funded program, you have the foundation in place to turn that internship into a long-term success story.

If you are planning to hire or want to meet talent, consider participating in our upcoming job fair at Santa Cruz Launchpad on Wednesday, May 13, 2026 from 5-7pm. The deadline for employers to sign up is April 29, 2026 at 4pm.

Join the Conversation

Connect with us and fellow business leaders and learn about internships and building a strong foundation for your team at our next CEO Works Luncheon: How to Attract, Grow, & Retain Young Talent.

Date: Wednesday, April 22, 2026

Time: 11:30 AM – 1:00 PM

Speaker: Candice Elliott

LINK HERE: https://bit.ly/ceosctalent

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