- Name: Dosis Feludu
- Title: Founder & Chief Executive Officer
- Email: info@biitechacademy.com
- Phone: (240) 618-9748
BiiTech Academy is a workforce readiness and career development organization focused on helping employers strengthen workforce pipelines through hands-on training, mentorship, and career readiness support. We work with participants to build practical workplace skills, improve onboarding readiness, and support long-term career growth across administrative, technology, and support-focused career pathways. Our approach combines workforce development, participant engagement, and employer-aligned preparation to help organizations improve recruitment, retention, and workforce stability.
BiiTech Academy offers workforce pipeline development, candidate sourcing, pre-employment readiness training, employer-aligned screening, and post-placement retention support by first conducting a structured organizational needs assessment with each client, then activating parallel sourcing channels, moving candidates through a five-stage screening and training process, and maintaining 30-60-90 day post-placement follow-up to protect retention outcomes. We operate as both a talent development engine and a recruitment partner by embedding role-specific workplace readiness training — covering practical skills, professional conduct, and employer cultural expectations — directly into the candidate preparation process before any individual is presented to an employer. Our services are designed to serve organizations seeking not just filled positions but stable, long-term hires by ensuring every placed candidate has been assessed against the client's defined role profile, trained to meet their operational environment, and supported through the critical early months of employment where turnover risk is highest.
BiiTech Academy specializes in recruiting across the following disciplines and professions by maintaining active, role-specific training pipelines and sourcing networks built around each pathway:
Administrative Coordinators — office management, scheduling, correspondence, and organizational support roles
Patient Service Representatives — front-desk reception, patient intake, appointment coordination, and insurance verification roles in healthcare and FQHC environments
Health Support Staff — medical administrative assistants, care coordination support, and community health worker adjacent roles
Front-Office Operations Personnel — multi-line reception, records management, and operational workflow support
Data & Records Management Staff — data entry, electronic health records support, document control, and reporting roles
Technology Support Roles — IT help desk, systems support, and digital operations positions at the entry-to-mid level
Workforce Development & Training Support Staff — program coordinators, participant support specialists, and workforce services administrators
BiiTech Academy differentiates itself from traditional staffing agencies by developing candidates from the ground up — conducting employer-aligned role profiling first, then running candidates through structured pre-employment training that covers practical workplace skills, professional conduct, and sector-specific preparation before a single resume is ever submitted to a client. We close the gap between candidate qualification and candidate readiness by embedding skills gap analysis, situational judgment assessments, and behavioral interview preparation directly into the pipeline process, ensuring employers receive individuals who have already been stress-tested against the demands of the role rather than simply matched on paper credentials. Our model produces sustainable workforce stability rather than transactional placements by maintaining active post-placement engagement at 30, 60, and 90 days — intervening early when friction emerges and providing continued coaching to placed candidates before performance issues escalate to turnover.
Phase 1 — Organizational Discovery & Needs Assessment
BiiTech Academy initiates every engagement by scheduling a structured intake session with the client's HR team, site directors, or executive leadership, during which we collect and document the specific role requirements, minimum qualifications, preferred candidate behaviors, workplace culture indicators, onboarding capacity, and known retention challenges — producing a written workforce needs assessment that becomes the governing reference document for all downstream recruitment activity.
Phase 2 — Role Profiling & Pipeline Strategy Development
Using the discovery findings, BiiTech Academy builds a detailed role profile for each open position that defines the technical competencies, soft skills, workplace readiness benchmarks, and disqualifying indicators a candidate must meet before being advanced — then constructs a pipeline strategy that identifies which sourcing channels, assessment tools, and training tracks will be activated specifically for this engagement.
Phase 3 — Candidate Sourcing
BiiTech Academy activates six parallel sourcing channels simultaneously — drawing from active training cohorts, a curated alumni and graduate participant network, formal community-based workforce development partnerships, educational and vocational institution referral pipelines, targeted digital outreach campaigns focused on career-transitioning professionals, and community engagement events in underserved labor markets — with each channel continuously monitored for yield quality and adjusted throughout the engagement based on pipeline performance data.
Phase 4 — Initial Screening & Eligibility Review
Every incoming candidate completes a standardized application and undergoes a structured eligibility review in which BiiTech Academy's recruitment team evaluates educational background, relevant work history, and baseline role alignment against the client-defined role profile — redirecting candidates who do not meet minimum thresholds into appropriate development tracks rather than dismissing them outright, preserving pipeline depth for current and future engagements.
Phase 5 — Skills & Workplace Readiness Assessment
Eligible candidates advance to a multi-dimensional assessment process that combines written skills evaluations targeting role-relevant technical competencies, situational judgment scenarios designed to surface how candidates respond to real workplace pressures, and structured behavioral interviews conducted by BiiTech Academy's workforce readiness team using role-specific question frameworks validated against the client's defined candidate profile.
Phase 6 — Pre-Employment Training & Preparation
Candidates who clear the assessment phase enter a role-specific pre-employment training track in which BiiTech Academy delivers targeted instruction covering practical workplace skills, professional conduct expectations, administrative or technical competencies relevant to the target role, onboarding readiness protocols, and — for sector-specific environments such as FQHCs — patient-facing communication standards and compliance awareness, with training duration and content depth calibrated to both the complexity of the role and the assessed readiness level of each candidate cohort.
Phase 7 — Employer Alignment Interview & Candidate Presentation
Following training completion, each candidate participates in a simulated employer-alignment interview mirroring the client's actual interview format and expectations — after which BiiTech Academy prepares a structured candidate readiness profile summarizing assessment results, training completion, identified strengths, and role fit indicators, and formally presents the vetted shortlist to the client's hiring team for review.
Phase 8 — Client Interview & Selection
The client conducts their own interviews with presented candidates while BiiTech Academy remains actively available to provide supplemental candidate context, coordinate scheduling logistics, facilitate communication between candidates and the hiring team, and incorporate client interview feedback into the ongoing pipeline refinement process for any remaining open positions.
Phase 9 — Offer Support & Onboarding Transition
Upon candidate selection, BiiTech Academy supports the offer and onboarding transition by conducting a pre-start preparation session with the placed candidate covering first-day expectations, documentation requirements, professional conduct reminders, and role-specific readiness reinforcement — while simultaneously coordinating with the client's HR team to align onboarding timelines and eliminate administrative gaps that commonly derail early employee experience.
Phase 10 — Post-Placement Retention Follow-Up
BiiTech Academy conducts structured bilateral check-ins with both the placed candidate and the employer at the 30, 60, and 90-day marks post-placement — using a standardized feedback framework to surface early friction points, unmet expectations, or emerging performance concerns, then deploying targeted coaching or mentorship interventions for the placed candidate before issues escalate to voluntary or involuntary separation, with all retention data aggregated and shared with the client to strengthen future hiring cycles.
BiiTech Academy customizes its services by beginning every engagement with a structured discovery session in which HR staff, site directors, and leadership define the specific role requirements, candidate profile benchmarks, cultural expectations, and known retention pain points of their organization — and then translating those inputs directly into the screening criteria, training curriculum, and sourcing strategy used for that client's pipeline. Engagement scope is adjusted based on the client's hiring volume, urgency, and budget by offering flexible structures including cohort-based placements for high-volume needs, individual role pipelines for specialized positions, and ongoing retainer arrangements for organizations with continuous hiring cycles. For organizations with sector-specific demands such as FQHCs — where patient-facing communication standards, compliance awareness, and administrative precision are non-negotiable — BiiTech Academy further tailors pre-employment training content and candidate vetting criteria to reflect those environmental requirements before any candidate is presented.
BiiTech Academy sources candidates by simultaneously activating six structured channels — pulling from active training cohorts already enrolled in BiiTech Academy's workforce readiness programs, a maintained alumni and graduate participant network built from prior placement and training cycles, formal partnerships with community-based organizations and regional workforce development boards, referral pipelines established with educational and vocational institutions serving career-transitioning adults, targeted digital outreach campaigns engineered to reach underrepresented professionals in relevant labor markets, and direct community engagement events conducted in partnership with local workforce and social service organizations — with each channel tracked for yield quality and rebalanced throughout the engagement based on real-time pipeline performance data to ensure consistent candidate volume and quality against the client's role profile.
Screening is executed through a structured five-step process in which candidates first complete a standardized application reviewed against the client's defined role profile, then advance to an eligibility review where BiiTech Academy's team evaluates educational background, work history, and baseline role alignment, then complete a multi-dimensional assessment combining written skills evaluations targeting role-relevant technical competencies, situational judgment scenarios designed to surface how candidates respond to real workplace pressures, and competency demonstration tasks calibrated to the demands of the target position, then participate in a structured behavioral interview conducted by BiiTech Academy's workforce readiness team using role-specific question frameworks validated against the client's candidate profile, and finally — for all candidates advancing to employer presentation — undergo reference verification to confirm professional history and workplace conduct, with every stage of the screening process designed to evaluate not only technical qualification but the practical readiness indicators of communication effectiveness, reliability, adaptability, and role commitment that determine whether a placed candidate will perform and remain.
Pricing may vary depending on the number of participants, level of workforce support requested, customization needs, onboarding requirements, and the overall scope of engagement.
Services may be adjusted or canceled with written notice based on agreed engagement terms. Flexible engagement structures are available depending on organizational needs and project scope.
BiiTech Academy approaches workforce recruitment and retention as a systems problem rather than a transactional one — recognizing that most organizations do not simply have a hiring problem but a pipeline problem, a readiness problem, and a retention problem operating simultaneously, and building a service model that addresses all three by integrating needs assessment, candidate development, structured screening, and post-placement support into a single continuous engagement rather than treating each as a separate vendor relationship. We are particularly well-positioned to serve FQHCs and community health organizations by combining our workforce development infrastructure with recruitment execution, offering flexible engagement structures including phased cohort placements, individual role pipelines, and ongoing retainer arrangements that adapt to the hiring volume, budget, and workforce planning maturity of each organization. BiiTech Academy does not fill seats — we build the workforce capacity that allows organizations to operate, grow, and serve their communities with stability.
