Presented by Provoke Insights
CHALLENGE
A national non-profit works with employers to advance fair chance hiring practices, yet faces growing challenges in clearly articulating its value to corporate decision-makers. While interest in inclusive hiring was increasing, awareness of the non-profit’s specific offerings was low, and implementation barriers remained unclear across different internal roles within organizations.
The non-profit needed a deep, evidence-based understanding of:
- How employers perceive fair chance hiring
- Where hesitation and confusion exist
- Which decision-makers matter most
- How they could better position its services, messaging, and pricing
The organization partnered with Provoke Insights to conduct a multi-phase market research initiative that combined internal alignment, qualitative depth, quantitative scale, and persona development.
SOLUTION
Provoke Insights designed a five-phase, mixed-methods research program to uncover employer needs and translate insight into actionable strategy.
Phase 1: Internal Stakeholder Interviews & Strategic Alignment
The multi-phase market research began with a moderated internal stakeholder session with the non-profit’s leadership and team members. This phase clarified success metrics, surfaced internal assumptions, and identified key challenges around positioning, differentiation, and scalability. A comprehensive SWOT analysis was developed to guide the design of subsequent research phases and ensure internal alignment from the start.
Phase 2: Competitive Analysis
Provoke Insights conducted a comprehensive industry trends analysis and competitive landscape assessment to evaluate brand positioning, advertising, PR initiatives, and service offerings. Using secondary research databases, competitive website analytics, and a review of advertising and sales collateral, Provoke Insights identified the top ten trends shaping corporations and fair chance hiring. The team also developed in-depth competitor profiles outlining organizational backgrounds, brand positioning, key messages, proof points, visual identity, and owned, earned, and paid media strategies.
Phase 3: Large-Scale Quantitative Research
Provoke Insights conducted an online survey among decision-makers at companies with employees across HR, DEI, Training & Development, Operations, Procurement, and Legal/Compliance departments. The study measured awareness, attitudes, motivators, barriers, budget willingness, and partnership expectations related to fair chance hiring.
Phase 4: Qualitative Deep Dives
Insights from the quantitative phase informed in-depth qualitative interviews among priority sub-groups. These conversations added emotional context, clarified implementation concerns, and revealed role-specific needs. Findings from all phases were synthesized into distinct, role-based personas, bringing to life the motivations, fears, decision-making power, and messaging needs of the non-profit’s core employer audiences.
Phase 5: Personas
Provoke Insights developed B2B personas to bring the corporate decision makers to life. Each persona paints a clear picture of the individual inside the organization, including their role, responsibilities, priorities, pressures, and influence in the hiring process. The profiles include representative quotes, core business needs, perceived risks, decision criteria, and key barriers to adopting fair chance hiring.
By mapping out what each stakeholder is trying to achieve, what concerns may hold them back, and what proof points they require, Provoke Insights provided the non-profit with a tangible framework to guide messaging, engagement strategies, and solution development. These personas serve as practical tools for understanding how to effectively reach and persuade employers at different levels of readiness.
RESULT
Through its multi-phase research approach, Provoke Insights delivered a Non-profit clear, cohesive roadmap for growth.
The research enabled the non-profit to:
- Align internal stakeholders around shared priorities and challenges.
- Clearly identify high-value employer segments and decision-makers.
- Understand role-specific barriers to fair chance implementation.
- Refine messaging to move beyond awareness toward action.
- Develop actionable personas to guide marketing, partnerships, and sales strategy
By combining internal insight, qualitative depth, and quantitative data, the non-profit gained the clarity needed to strengthen its employer engagement strategy and position itself as a trusted, implementation-focused leader in fair chance hiring.