by Tori Lyon, CEO of Jericho Project
Published: March 11, 2026 by Young Upstarts
Stability is a core quality startup founders want to see in a new hire. Consequently, founders may be quick to reject résumés that show signs of instability, such as gaps in residence, sudden shifts in employment, or multiple moves within a short period.
The problem with that approach, however, is that startups can miss out on excellent hires by assuming those signs indicate a lack of reliability, when in reality they may be the result of challenges associated with homelessness. Instability is one of the most misunderstood workforce barriers tied to homelessness and one that, once overcome, can pay dividends to a startup as well as provide hope to those in the homeless community.
Positive and negative effects of housing instability on those seeking employment
Housing instability negatively affects everything from sleep and health to scheduling and communication. These downsides can contribute to gaps in employment history and hiccups in the hiring process, which can come across as a lack of attention or interest. For example, those who are currently experiencing homelessness can struggle to secure the clean and appropriate clothing, reliable transportation, and consistent internet or phone service needed to move forward in the job application process.
However, housing instability can also inspire remarkable resilience, adaptability, and resourcefulness. As a result of facing housing instability, individuals who have experienced homelessness typically know how to solve problems under pressure, navigate complex systems, and persevere despite setbacks.
When employers learn how to recognize instability on a résumé as the result of structural barriers rather than a lack of motivation or talent, they allow themselves to tap into the many desirable skills that people who have experienced homelessness can bring to the workplace. And when employers commit to addressing those barriers with the right type of support, they often gain employees who become deeply committed.
Ways employers can create employment pathways for those experiencing homelessness
Those who have experienced homelessness can bring to the workplace a unique combination of grit and adaptability that is key to startup success. However, bringing employees with that background on board can feel like assuming more risk.
For those who are hesitant, partnering with agencies that support those experiencing homelessness can be an effective first step. Nonprofits and city agencies that specialize in housing and workforce services are ready to help employers tap into existing trust, expertise, and support systems to bring clarity to the process and address challenges as they arise.
As companies begin onboarding people who have experienced homelessness, training them in workplace culture will be just as important as training them in workplace skills. Those starting jobs after experiencing homelessness may not be familiar with current workplace norms, such as meeting structures, departmental roles, or when to go to IT versus HR. Clear onboarding that addresses expectations and provides a pathway to employee assistance programs is important for ensuring a smooth transition.
Long-term benefits of removing workforce barriers for those who have experienced homelessness
Companies that choose to look beyond the stigma of homelessness can realize immediate benefits by filling positions with capable and committed personnel. And choosing that course can create a ripple effect that results in greater, long-term benefits for the company.
For example, implementing practices to support employees who have experienced homelessness, such as mentorship and clear communication, benefits all staff. Such practices address insecurity and other personal well-being issues that can affect any employee.
Companies that invest in understanding and supporting their employees as they seek to overcome personal struggles foster high levels of loyalty and commitment. When employees sense they have been given a real opportunity, along with support, they typically become deeply invested in their work and their teams.
Ultimately, investing in removing the workforce barriers faced by those experiencing homelessness is not just a social good. It allows companies to tap into a broader talent pool, strengthens company culture, improves retention, and equips organizations to support a broader and more resilient workforce.
Tori Lyon joined Jericho Project in 1996 as Director of Development and became Chief Executive Officer in 2016. She brings more than 30 years of experience in the supportive housing field, with deep expertise in strategic planning, fundraising, housing and program development, and executive leadership. Under her leadership, Jericho Project has supported more than 250 job placements in 2025, reflecting a growing emphasis on employment as a pathway to long-term stability.