Why are companies like McDonald's investing in internal talent development?

As automation reshapes job requirements and new technologies change what 'qualified' means, companies can no longer rely solely on external hiring. Building internal talent through structured learning programs ensures a workforce that can adapt to ongoing change. McDonald's has been a notable example of investing in employee education and advancement pathways.

What role does Skilltrade play in workforce development?

Skilltrade provides structured training programs designed to help employers build skilled talent pipelines internally. Their platform focuses on trades and hands-on skill development, enabling companies to upskill existing workers rather than competing for scarce external candidates. This approach addresses growing skills gaps in sectors like construction, healthcare, and technical services.

How does a culture of lifelong learning benefit both employers and employees?

For employers, investing in continuous learning reduces turnover, closes skills gaps, and creates a more adaptable workforce. For employees, access to ongoing education and advancement opportunities increases job satisfaction and long-term career prospects. This mutual benefit is driving more organizations to embed learning directly into their workplace culture.

Grow Your Own Talent: How McDonald’s and Sk...

Grow Your Own Talent: How McDonald’s and Skilltrade Are Building a Culture of Lifelong Learning

This article explores how companies like McDonald's and Skilltrade are investing in internal talent development as automation and shifting workforce expectations make traditional hiring insufficient. It highlights the growing trend of employer-led lifelong learning programs as a strategic response to rapid technological change. Building talent from within is positioned as a competitive advantage across industries from fast food to healthcare.

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By Ron Stefanski · October 7, 2025, 7:11 PM UTCAdult LearningCorporate LearningDisruptedJason Aubrey

Key takeaways

Automation and new technologies are forcing companies to rethink how they define and develop qualified workers.

McDonald's and Skilltrade are cited as models for building cultures of continuous, employer-driven learning.

Growing talent internally is becoming a strategic necessity, not just an HR initiative, across diverse industries.

The world of work is changing faster than ever. Automation is reshaping jobs, new technologies are rewriting what “qualified” means, and a new generation of workers is redefining what they expect from employers. From fast food to healthcare, companies are realizing they can’t just hire talent — they have to build it. They’re starting to see employees not only as workers, but as learners with potential to grow and adapt in a constantly evolving economy. It’s a big shift: a recent McKinsey report found that up to 375 million people worldwide may need to change careers or learn new skills by 2030.

So, how are leading employers creating real opportunities for economic mobility while addressing their own talent needs? What does it take to build programs that meet workers where they are — and help them grow into where they want to go?

In this episode of DisruptED, host Ron J. Stefanski sits down with Lisa Schumacher, Director of Education Strategies and Workforce Policy at McDonald’s, and Jason Aubrey, Founder and CEO of Skilltrade, to explore how education, corporate strategy, and technology are converging to redefine the world of work. Together, they discuss McDonald’s Archways to Opportunity program on its 10-year anniversary, the growing link between corporate training and higher education, and how hybrid learning models are shaping the next generation of frontline talent.

Key takeaways from the conversation…

Building opportunity at scale: How McDonald’s Archways to Opportunity has invested $240 million in education benefits for over 90,000 employees, lowering barriers through tuition assistance, flexible scheduling, and career advising.

Upskilling in healthcare: Jason Aubrey on the rise of hybrid hands-on learning models that connect certificate programs with degree pathways, allowing healthcare employers to “grow their own” talent pipelines.

The ROI of education investment: Insights from McDonald’s data showing that 75% of Archways participants stay longer with the company — and nearly half of college graduates from the program are first-generation students.

Lisa Schumacher is the Director of Education Strategies and Workforce Policy at McDonald’s Corporation, where she has spent over a decade developing large-scale education and upskilling programs that strengthen the company’s talent pipeline and workforce reputation. Before joining McDonald’s, she led workforce initiatives at the Council for Adult & Experiential Learning (CAEL), advancing adult education and employer learning partnerships. Earlier in her career, she spent 18 years at the University of Chicago Medical Center, directing professional development and training programs focused on workforce capability in healthcare.

Jason Aubrey is an EdTech and workforce development leader with deep experience scaling technology-enabled education and healthcare training businesses. As CEO of MedCerts, he led the company to a successful acquisition by Stride, Inc., expanding access to online healthcare and IT certification programs. Now the Founder and CEO of Skilltrade, Aubrey continues to innovate in hybrid learning and workforce solutions, drawing on a career that spans product development, organizational transformation, and private equity-backed leadership roles.

Article written by MarketScale.