Up until now, we’ve focused on two key parts of the RiseTalent journey.
First, we explored the reality job seekers face today, sending out hundreds of applications with little to show for it, and why a new path was needed. Then, in a recent LinkedIn post, we showed what a cohort built to perform really looks like: clear onboarding, meaningful project work, and timely feedback that help new hires contribute faster.
Today, we'll look at how the first RiseTalent cohort experience was shaped by the teacher who helped build its foundation: Gina Van Bemmel, RiseNow’s Training Program Manager.
A Teacher at Heart
Gina started her career in the classroom. Teaching was never just a job for her; it was a way of shaping futures. Even after moving into corporate learning roles, she missed the daily connection with students.
“I’m in the last quarter of my career,” she said. “I asked myself, what do I want this part to be? I wanted fulfillment. And for me, it always comes back to teaching and mentoring.”
When she learned about the training program manager role just weeks before the first RiseTalent cohort was set to launch, she jumped at it. “It felt like food for my soul,” she said. “It was everything I love: program design, direct teaching, and being able to mentor early-career talent.”
Designing the Program
From the start, Gina worked alongside Bill King and Mark Monroe, both Senior Directors at RiseNow, to craft the coursework that would shape the apprentices’ days.
Three hours each day were dedicated to asynchronous learning through LinkedIn Learning or Jaggaer University. The remaining five hours were live, designed, taught, and refined daily by Gina, Bill, and Mark.
“Bill would build the outline; I would create the slide deck. Sometimes Mark would lead, sometimes I would,” Gina explained. “We were building and adjusting constantly.”
The team set up an LMS that became the one-stop shop for the cohort: agendas, assignments, reference materials, and feedback all lived there. This structure gave apprentices the consistency of a school-like environment while grounding every activity in practical application.
Teaching the Hidden Rules
For Gina, content wasn’t enough. She wanted apprentices to leave with the professional habits that no one usually teaches.
“I call myself their work mom,” she said, laughing. “My job is shepherding them through. That means showing them things people often assume you already know, like how to take notes in client meetings, why it matters to be five minutes early, how to translate vocabulary into action.”
She built tools to make these rules visible. A shared Padlet became a running glossary of terms like “punch-out.” Daily reflections helped apprentices process what they had learned and connect it back to their work. Shadowing assignments gave them the chance to observe workflows and borrow the best practices from experienced consultants.
Gina also emphasized the ability to work alongside technology; not just use it. Apprentices practiced critical thinking, learned how to question outputs, and were taught that future teams will include both humans and AI. Knowing how to lead both will be a huge differentiator.
Listening and Adapting
From day one, Gina created space for feedback. She circulated surveys, held one-on-one check-ins, and asked directly: Is this making sense? Is the cadence working? What’s missing?
At one point, the apprentices noted that they needed more guided practice between training lectures and sandbox assignments. Gina adjusted immediately.
“I realized we were missing that middle step,” she said. “So we built it in. Teach it, do it together, then try it on your own.”
She invited alumni back to lead these sessions. The first was run by Cesare Allocco, who had only recently completed the program himself. “Watching him teach, I thought, this is exactly what we want. Confidence growing, ownership building, and apprentices stepping up as mentors for the next group,” Gina said.
Confidence That Lasts
As the cohort progressed, Gina could see the difference. Apprentices who once doubted themselves were now running sessions, leading discussions, and sharing best practices.
“They all started strong, but I have seen them grow in confidence,” she told me. “One designed his own best-practices session, and another offered to teach new apprentices about invoice work she has been doing. They’re not just learning. They’re leading.”
That confidence, Gina said, is what will allow them to guide projects, manage technology-enabled workflows, and eventually lead AI-powered teams.
What Makes RiseTalent Different
By the end of our conversation, I asked Gina what she thought set RiseTalent apart. She didn’t hesitate when she said, “It’s not a sit and get. We don’t just hand people information and expect them to learn on their own. Apprentices interact with content, apply it, and build confidence through it. And we are agile. We refine constantly, because teaching and learning is never finished.”
That philosophy, teaching as iteration and learning as practice, has shaped not only the first cohort but also the foundation of what RiseTalent will be moving forward.
My Takeaway
Listening to Gina made it clear that RiseTalent is much more than a training program. It's a community where growth is shared, supported, and intentional. Apprentices are never left to figure things out on their own. They are coached, guided, and challenged so they're ready to step into client work with confidence.
This is the foundation that prepares apprentices not just to do the work, but to lead it. Gina put it simply: “This is food for my soul.” By the end of our conversation, I understood exactly what she meant.
In future installments of this series, we will share perspectives from Bill King and Mark Monroe on how they shaped and refined the program and how they help apprentices make the transition into client projects, equipping them to lead teams where human expertise and AI work together.
For Employers
RiseTalent agents are coached by experienced consultants, guided through real client scenarios, and taught the hidden rules that make teams succeed. By the time they join your projects, they are confident, prepared, and ready to deliver results from day one.
Explore hiring a RiseTalent cohort →
For Job Seekers
If you’re searching for your first real step and want a mentor like Gina guiding you along the way, RiseTalent is for you. This program combines structure, feedback, and real project experience so you don’t just learn the skills; you learn how to thrive in a professional environment and lead in a future where humans and AI work side by side.
Learn more and apply to join the next cohort →
