Consulting

THE PROOF OF CONCEPT

You are making a decision right now.

Who do you trust to design the strategy?

The consultant who read the research, or the one who lived it for 20 years and spent the next 30 redesigning it from the outside?

That is not a rhetorical question.

It is the only due diligence question that matters.

The 50-Year Data Set

Arrested at 16.

Charged and sentenced as an adult at 17.

Twenty years served across two sentences, inside the system that costs the United States $44,090 per person, per year to operate.

Not as a researcher with a grant and an IRB approval.

As a subject.

Then something the system is not designed to produce: a Bachelor's degree and a Master's degree, both earned at Boston University, while incarcerated.

Then 30 more years on the outside, mapping what he survived, naming what the data couldn't explain, and building an architecture to replace what he walked away from.

Fifty years. One longitudinal study. Zero federal funding.

The finding: the system can produce something different.

But only when it's built to.

The Credential Inversion

Here is what traditional consulting credentials look like:

Degrees. Certifications. Published research. Client logos.

That proof tells you the consultant has studied the problem.

Here is a different kind of proof:

A man who navigated every barrier your candidates face, background checks, reentry employment gaps, credential bias, housing instability, household collapse, not in a case study, but in real time, at full cost, with no safety net.

The Psychology of Incarceration Framework didn't come from a literature review.

It came from 20 years of firsthand systems observation, and 30 more years of translating what he witnessed into language that funders, employers, and policymakers can act on.

The 2Generation Economy Workforce Ecosystem didn't emerge from a whitepaper.

It emerged from understanding, at a cellular level, what happens to a household when one person is removed from it for two decades, and what it takes to rebuild that unit into a stable economic engine.

That is not a biography. That is a methodology.

The Market Argument

Every employer scaling a fair-chance hiring program is trying to produce one outcome.

A hire who stays. Performs. Advances. Anchors a household. Returns value that exceeds the cost of the vacancy, the mis-hire, and the turnover cycle.

That outcome is not theoretical.

It is standing here, 66 years old, 50 years into this work, building a company, training practitioners, advising employers, and redesigning the metric.

When you engage Khalil Osiris Consulting, you are not retaining a firm that has studied the return on investment.

You are retaining the return on investment.

No competitor can make that claim.

No case study replicates it.

No credential stack approximates it.

What That Means for You

If you fund workforce programs, you need strategy that accounts for what happens after placement.

If you operate reentry services, you need architecture that measures household stability, not just job retention.

If you are an employer scaling a fair-chance hiring initiative, you need a partner who has been on both sides of that interview table, and knows exactly what the system gets wrong.

Khalil Osiris Consulting is not the largest firm in this space.

It is the most qualified.

Change the metrics. Change the outcomes.

Trusted By

• National Association of Reentry Professionals (NARP) — Membership, Training, and Reentry Certification Partner
• Bluu Kazi — Workforce Innovation Partner
• EC-Council — Cybersecurity Workforce Pathway Partner
• CypherWorx — Training and Reentry Certification Partner
• Jobs For Humanity — Inclusive Hiring Ecosystem Partner

How We Work

Most workforce programs fail because they treat employment as the finish line. We treat it as the starting point.

Most engagements start the same way.

An employer has a hiring gap. A workforce board has a grant and a deadline. A funder wants to see placement numbers by Q4.

Everyone is measuring the wrong thing.

We don't start with your program. We start with your metric.

Because the metric is the architecture. Change what you measure, and you change what the system produces.

The Engagement Model

Every engagement with Khalil Osiris Consulting runs through the same three-phase architecture.

Not because it's a formula. Because it works.

Phase 1 — Diagnose

We identify the metric that is producing the outcome you don't want.

Most workforce programs are not failing because of bad intentions. They are failing because they are measuring placement, not progress. Hires, not household stability. Program completions, not what happens to the family 18 months later.

We audit your current measurement architecture. We map the incentives your metrics are creating. We name the blindspot that's costing you retention, performance, and ROI.

This is where most consultants stop. This is where we begin.

Deliverable: Diagnostic Audit Report, metric map, incentive analysis, gap identification.

Phase 2 — Design

We build the architecture that produces the outcome you actually need.

The 2Generation Economy Workforce Ecosystem is not a framework you read about. It is a design system.

It integrates five interdependent nodes: employer engagement, partner economic mobility, child development and early learning, wrap-around family supports, and systems coordination. It treats the household, not the individual, as the unit of change.

Because when one person gets a job and loses it in 90 days, the hire was not the problem. The architecture around that hire was.

Deliverable: Custom Workforce Systems Design, implementation-ready playbook, role assignments, timeline, and success metrics.

Phase 3 — Deploy

We stay until it works.

Strategy documents gather dust. Implementation is where transformation happens, or doesn't.

We work alongside your team through execution. We train practitioners in the Psychology of Incarceration Framework so they understand the population they're serving at a depth no certification program produces. We track household-level outcomes, not just job placements. We adjust in real time.

We don't hand you a report and leave. We build it with you.

Deliverable: 90-day implementation support, practitioner training, outcomes tracking dashboard.

Who This Is For

Employers scaling fair-chance hiring, watching retention numbers tell you something is wrong.

Funders and foundations investing in workforce programs where placement rates are high but household stability isn't moving.

Workforce boards, reentry organizations, government agencies tired of measuring the same thing and calling it success.

One requirement: you have to be willing to change the metric.

If you're not ready for that, we are not the right fit.

The Difference

Other firms study what works. We built it.

Other firms tell you what the research says. We tell you what it costs a household when the system gets it wrong, because we paid that cost.

Other firms bring credentials. We bring proof.

Change the metrics. Change the outcomes.

See our full speaking menu.

Services & Offerings

This is not a menu.

It is a decision tree.

Every engagement starts with the same question:

What outcome are you actually trying to produce?

The answer determines the work.

For Employers

Fair-Chance Hiring Systems Audit

You posted the jobs. You made the hires. The 90-day numbers don't match what you expected.

This is not a candidate problem. It is a systems problem.

We audit your entire fair-chance hiring architecture — job posting language, screening criteria, onboarding design, manager training, retention incentives — and identify exactly where the system is producing the outcome you don't want.

You leave with a report that names the gap, assigns the cost, and tells you what to fix first.

Who this is for: HR leaders, CHROs, and talent acquisition directors managing fair-chance hiring at 100+ employee organizations.

Workforce Integration Playbook

You have a commitment to fair-chance hiring. You do not have a system that makes it sustainable.

We design one.

A custom, implementation-ready playbook built around your industry, your workforce composition, your retention targets, and your WOTC tax credit eligibility. Includes manager training protocols, 30/60/90-day milestone tracking, and household stability indicators that tell you — months before a resignation — when a hire is at risk.

Who this is for: Employers scaling from pilot to permanent fair-chance hiring programs.

Practitioner Training — Psychology of Incarceration Framework

Your hiring managers and HR team are making decisions every day about candidates they do not fully understand.

Not because they aren't skilled. Because no certification program teaches what 20 years of lived systems observation produces.

The Psychology of Incarceration Framework trains your practitioners to understand — at the level of behavior, decision-making, and household economics — who they are hiring, what those candidates are navigating, and how to design onboarding and support systems that convert a placement into a career.

Format: Half-day intensive or full-day workshop. In-person or virtual.

Who this is for: HR teams, hiring managers, workforce development staff, reentry case managers.

For Funders & Foundations

Workforce Investment Diagnostic

You are funding workforce development programs. The placement numbers look acceptable. The household stability numbers — if you're even tracking them — do not.

We diagnose why.

We review your current grantee portfolio metrics, identify the measurement gaps that are masking system failure, and deliver a clear analysis of where your investment is producing outcomes and where it is subsidizing the wrong incentives.

Who this is for: Program officers, foundation leaders, and impact investors funding workforce or reentry initiatives.

2Gen Framework Implementation Consulting

You want to move from individual placement metrics to household economic mobility outcomes.

This is the engagement that gets you there.

We work directly with your team and your grantees to implement the 2Generation Economy Workforce Ecosystem — integrating employer engagement, partner economic mobility, child development, wrap-around family supports, and systems coordination into a unified investment strategy.

This is not a report. This is architecture.

Who this is for: Foundations and government agencies ready to redesign how they measure workforce investment success.

For Workforce Boards & Reentry Organizations

Systems Redesign Engagement

Your program is doing what it was designed to do.

The design is the problem.

We work with your leadership team to redesign your program architecture from the ground up — shifting from individual-outcome measurement to household-stability measurement, from placement tracking to progress tracking, from 30-day retention to 24-month economic trajectory.

This is a six-month engagement. It produces a new measurement framework, a redesigned program model, and a workforce board that knows — for the first time — whether its investment is actually working.

Who this is for: Workforce development boards, reentry service providers, and government workforce agencies.

Strategic Advisory — Retainer

For organizations that need ongoing strategic guidance as they navigate funding shifts, program redesigns, policy changes, or scaling decisions.

Monthly strategic advisory sessions. Direct access. Real-time guidance on the decisions that can't wait for a quarterly check-in.

Who this is for: Executive directors, CEOs, and program leaders managing complex workforce or reentry portfolios.

Speaking & Keynote

Khalil Osiris is one of the most distinctive voices in workforce development today.

Not because of the degrees — though those matter.

Not because of the frameworks — though those are battle-tested.

Because he is the only person in this space who can stand in front of a room full of employers, funders, and policymakers and say: I was the problem your programs are trying to solve. Here is what you are still getting wrong.

Available for: Keynote addresses Panel moderation Executive retreats and leadership off-sites Commencement and convocation addresses Podcast and media appearances

Topics include: The 2Generation Economy Workforce Ecosystem | The Business Case for Fair-Chance Hiring | Why Workforce Systems Are Measuring the Wrong Thing | The Psychology of Incarceration and What It Means for Employers | Human Capital Arbitrage as Competitive Advantage

Start Here

Every engagement begins with a 30-minute strategy session.

No pitch. No proposal deck. One conversation to determine whether what we do matches what you need.

If it does, we will tell you exactly what the engagement looks like and what it will produce.

If it doesn't, we will tell you that too.

We do not take engagements we cannot win.

Speaking & Training

Bring Khalil Osiris to Your Stage

A speaker who doesn't just study broken systems — he survived one. And rebuilt himself inside it.

Khalil Osiris spent 20 years inside the prison system. He studied economics, organizational theory, and workforce development from a cell — and emerged with a framework that is now reshaping how America invests in returning citizens and their families.

When Khalil takes the stage, he delivers a reckoning — moving policymakers, employers, and funders to act differently on the workforce crisis.

Keynote Topics

• The $114 Billion Failure — And the Fix — Why the workforce system fails and the 2Gen Economy framework as an infrastructure-level solution
• The Second-Chance Advantage — The economic case for hiring returning citizens as a competitive business strategy
• Two Generations, One Investment — Aligning parent employment pathways with early childhood investment
• The Psychology of Incarceration — The psychological, economic, and social costs of mass incarceration
• From Policy to Practice — Designing reentry programs that work using the 2Gen Economy framework

Available for: National conferences, corporate events, government conventions, private workshops, leadership retreats, and virtual engagements.