 Figure 1 Spring Job Fair April 2023
The District of Columbia witnesses a silent, personal struggle daily: that of thousands seeking a stable job in an unstable economy. Beyond the capital’s corridors of power, the District’s pulse beats with tales of hope, resilience, and desperation.
For many, this journey starts on a high note, with optimism reigning. But with each unanswered application, hopes dim. Jobseekers tread a world overflowing with connections, yet isolation haunts their steps. Every news alert about economic downturns or layoffs adds to the pressure.
"Is it me or is it the market?" many wonder as they ride this emotional roller coaster. Each interview request is a momentary high, swiftly replaced by lows of rejection.
Yet, the District's rising living costs are relentless. Each price hike at the supermarket, every utility bill, adds strain. Job seekers are walking a tightrope, balancing essentials, and treats, making hard decisions with every step.
Beneath this narrative lies an undeniable resilience. Beyond monetary needs, D.C.'s job seekers chase dreams and purpose. They're seeking validation in an unpredictable world, and they're not just adapting; they're evolving, continually remolding themselves to be the 'ideal candidate.'
They are living testaments to the human spirit's tenacity, highlighting that the journey is as much about finding purpose and belonging as it is about earning.
On October 2, Mayor Bowser focused to the pressing issue: hiring locals. As she celebrated the new fiscal year and the District's cultural feats, her emphasis on the District's commitment to its workforce stood out.
 Figure 2. Spring Job Fair April 2023
Underlining the District's focus, Mayor Bowser noted the success of past hiring fairs, which paved the way for nearly 800 new civil servants. And with a hiring season on the horizon, there's a clarion call for residents to step up and fill crucial roles, roles that promise not just monetary rewards but also a chance to impact the community directly.
 Figure 3. i-team leads co-creation session with Summer Youth Employment Program Participants
The i-team's work to understand the problem, generate, and test new ideas, and deliver solutions, has led to findings specific to the challenges inherent in the local government's hiring process. Concerns range from communication blackouts and technological glitches to delays and inconsistencies across different D.C. agencies.
Attracting mid-career professionals stands out as a challenge in the District government’s recruitment and hiring process. This group feels overlooked despite the District's efforts, signaling a gap in the hiring landscape.
While the intent to rectify is clear, the road ahead includes modernization, efficiency and solutions job seekers need and want. The District is redefining its hiring, embracing systemic change, transparency, and inclusivity.
For now, the story of D.C.'s job seekers continues, a blend of hope and challenge, but with every story told, there's a chance for change.
A D.C. Native's Global Journey Comes Full Circle
The District's alleys and avenues have borne witness to the tale of a six-generation-long love affair with the capital. Born in the heart of Petworth, one Washingtonian's story spans from the classrooms of Bruce Monroe and Dunbar High School to the glitzy skyline of Dubai and the boulevards of Paris.
But returning home after a global expedition wasn't a triumphant return. The shifting sands of D.C.'s job market proved challenging. Once familiar avenues seemed alien, with past contacts disappearing into the District's maze.
 Figure 4. i-team and DCHR leadership meet to collaborate on challenges and solutions
"Is there no place for someone like me anymore?"
His feedback? A call for transparency, inclusivity and for the District to recognize not just fresh talent but also the wisdom that seasoned professionals bring. And while the District's digital hiring gateways generally impress, the job seekers feel there's room to enhance.
An accomplished and aspiring public administrator: A seasoned veteran in local government service, with 12 years under his belt and a tenure across three mayors, the job seekers' goal is clear: to serve Washington, D.C. Yet, connecting the dots to decision makers has its challenges. "There's potential for improvement," he reflects, hinting at the intricacies of D.C.'s hiring landscape.
 Figure 5. Recruiters and hiring managers collaborate with i-team
A Ward 7 job-seeker: For 12 years, D.C. has been home to this mid-career professional. With a rich background in workforce development at DCPS, her expertise seems perfect for D.C.'s evolving needs. But after applying for more than 20 positions in nine months, challenges loom large. Communication gaps, perceived biases towards entry-level roles, and a complex hiring portal hint at the improvements needed.
Both the public administrator and the retuning mid-career professional echo a sentiment many share. While D.C.'s job market's potential remains undeniable, refining its approach is paramount. Their insights hint at the goldmine of talent the District could tap into, suggesting D.C. is poised at the cusp of a hiring renaissance.
 Figure 6. Dr. Lindsay Quarles leads co-creation session with residents in Anacostia
Dr. Lindsay Quarles stands as a testament to what passion combined with expertise can achieve. Serving as the i-team’s Senior Project Manager, she has become an indispensable asset in forging and nurturing pivotal partnerships both within the District and externally.
In alliance with the i-team and the Bloomberg Center for Public Innovation at Johns Hopkins, Dr. Quarles orchestrates the creation of project outlines, managing everything from their inception to ensuring the budget and timelines are met. Transparency and diligence define her approach, guaranteeing that all stakeholders remain harmoniously in sync.
Before making her mark at the Innovation Office, Dr. Quarles was at the helm of educational initiatives as the Director of Learning at OneGoal, a renowned national education-focused non-profit. Drawing from her rich background as a social scientist, she championed the cause of guiding underserved high school students towards their collegiate aspirations.
Her initial foray into the world of education saw her undertake varied roles at the central office of the District of Columbia Public Schools (DCPS). This commitment eventually landed her a coveted research role at the District's Office of the State Superintendent of Education.
A proud product of Dayton, Ohio, Dr. Quarles' academic journey took her from Ohio State University to the corridors of Claremont Graduate University in Claremont, CA, where she earned her doctorate in Applied Social Psychology.
More than just her academic and professional pursuits, she's a living emblem of service and leadership, a virtue she showcases as an esteemed member of the Alpha Kappa Alpha Sorority, Inc.
Outside the confines of her office, Dr. Quarles passionately volunteers for her daughter's Girl Scout troop and leads the charge as the president of the E.W. Stokes East End Parent Teacher Organization (PTO).
A wife, mother, and fervent community advocate, Dr. Quarles epitomizes the spirit of making a lasting, positive difference in people's lives.
The online newsletter, technical.ly, recently did a deep dive into the District's i-team https://technical.ly/civic-news/the-tech-behind-dc-government-i-team/, shining a light on the transformative work achieved since its inception two years ago. The i-team is steadfast in its mission to innovate strategies for the District and is currently focusing on elevating hiring processes across the DC government.
The i-team's versatility has been its strength, unearthing both tech-centric solutions and human-centric training modules.
As the i-team works to reduce wait times from jobs posting to hire, its methodology, rooted in human-centered design, continuously involves rigorous discussions with job seekers, hiring managers, and the DC Department of Human Resources.
The i-team’s approach includes an unwavering commitment to collaboration and feedback as it pursues the goal of lowering the hurdles that residents face when seeking employment with District government. The team’s expansive ideation phase has birthed approximately 200 innovative ideas, now refined to the top 100 set for potential implementation.
Before the completion of their three-year initiative, the i-team will roll out a public innovation strategy. This strategy will be a deep dive into collaboration sprints with other agencies, imparting the invaluable methodologies the i-team has crafted.
 Figure 7. i-team members at protype testing session with residents at DOES site
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