How one student is defying Gen Z stereotypes — with the help of a powerful program.
Some Gen Z young people break the mold. Damien Gunter shatters it.
He’s poised. Purposeful. Sharp in the ways that matter to employers — and humble enough to credit the program that helped shape him: Jobs for America’s Graduates (JAG).
“I was going down the wrong path,” said the 17-year-old from Brookfield High School in Missouri.
Then came JAG.
Stephanie Berger, Gunter’s JAG specialist (teacher) at Brookfield, saw it firsthand. “He made some choices that maybe wouldn’t have been the right direction,” she said. “Now, he’s goal oriented. Driven. The boy could argue that the sky is purple, and you would believe it by the time he was done with it.”
“I’m planning on going to Mizzou [University of Missouri] for my law degree,” Gunter said, with the kind of confidence that turns heads. “I give JAG the props for it.”
Gunter competed this spring at JAG’s National Career Development Conference (NCDC) in Indianapolis, joining nearly 60 other students from across the country to put their skills to the test — résumés, cover letters, interviews, and more.
“Got seventh place!” he said, grinning.
But what he took home was much more than a score.
Recalling his moments at the podium, Gunter is moved by the belonging and support that propels JAG students forward. “This year’s competition not only honed my interview skills but also made me realize I want to root for others. I remember when I didn’t have a lot of people in the stands for me, and JAG gave me one huge team and an amazing family.”
Flipping the Script on Gen Z Hires
Much has been made of Gen Z’s workplace readiness. In a 2024 survey of 966 business leaders by Intelligent.com, a widely respected source for higher education rankings and research, 60 percent said they had to let go of a recent college graduate within the first year. The challenges? Soft skills. Communication. Coachability.
When Gen Z hires — individuals born between 1997 and 2012 — fall short, it comes at a cost: Training takes time. Replacements cost money. Soft skills aren’t optional —they’re essential.
Huy Nguyen, the chief education and career development advisor for Intelligent.com, said, “Recent college graduates may struggle with entering the workforce for the first time, as it can be a huge contrast from what they are used to throughout their education journey. Although they may have some theoretical knowledge from college, they often lack the practical, real-world experience and the skills required to succeed in the work environment.”
And yet, JAG students like Gunter are rewriting that narrative.
“When interviewing recent grads, employers should look for adaptability, problem-solving, and the mindset to grow,” said Nguyen. “That’s what makes the difference.
That’s precisely what JAG delivers.
A Proven Model with Real Results
For 45 years, JAG has equipped students with the real-world tools they need to thrive. Through nationwide middle and high school programs, JAG immerses students in a career readiness curriculum, offers exposure to real job pathways, and surrounds them with educators like Berger, deeply invested mentors who tailor their approach to each student.
JAG doesn’t ask students to fit a mold. It helps them build their own, and the outcomes reach far beyond the classroom.
In Nevada, JAG’s long-standing partnership with Tesla tells a powerful story: Among students placed at Tesla in 2017, 36% are still employed. The average tenure is over two years, with nearly a third surpassing the three-year mark. They’re not just hired —they’re thriving.
The Skills Employers Really Want
“They don’t care if a kid gets a C on a biology test,” said Berger. “They need someone who shows up, communicates well, asks questions, and works through challenges with others.”
That’s exactly what Gunter — and thousands of other JAG students — are learning to do.
“He has a goal,” Berger said. “He wants to grow up to be a lawyer. And he just might do it.”