Let's Make the Journey!

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Who We Are

Madeit! Foundation is a nonprofit agency providing career resource programs for vulnerable populations in the Greater Baltimore area. The program will form partnerships with local school districts, unemployment centers, and colleges. Madeit! Foundation's goal is to foster a commitment to grow the skills of the emerging employee by providing employment skills: resume writing, interviewing skills, employment goals surveys, networking, career seminars, training for basic computer skills, job hunting, life workload balance coping skills, and employee wellness. 

Madeit! Foundation is a program in direct response to the growing number of people that are having trouble finding sustainable employment. The goal of the program is to identify skills best served for each individual to transition them from employment instability to self-sufficient. Madeit! Foundation also offers a positive support system to avoid the pitfalls that can derail career goals. The focus is slightly different at each level but the goal remains the same; giving people the skills to succeed.

Madeit! foundation focus is underserved communities.  Madeit! Foundation pairs an employee with the right programs to help with their employment goals. During that time the individual will participate in an employee career assessments to focus goals. Participants will be given information about programs to assist with finding employment and set up a possible mentor in their field. Participants have the option to receive continuous training throughout the year.

Over time, Madeit! Foundation created a learning environment that is an invaluable resource to the community at large.

Our Board

Together we can make a difference

Sharon Holland LCSW-C

Board President

Sharon Holland graduated from UMBC with a Bachelors of Arts Degree Bachelors in Social Work and a Masters in Social Work from the University of Maryland Baltimore. She currently holds a license in clinical social work. Sharon currently has over and has more than 5 years of experience in human services. She has worked with populations in the foster care system, correctional system, psychiatric rehabilitation system, child protective services, and social services. She also has more than 12 years of management experience. She most recently served as a departmental manager at the Department of Social Services in Baltimore County. She also serves on the Public Relations Committee.

Tajuana Richardson 


Tajuana Richardson is currently employed as a senior researcher with a Fortune 500 company. She has over 10 years of supervisory experience in commercial real estate. She also has a Bachelor’s degree from Howard University. She currently serves on the Governance Committee. 

Delphine Thomas


Delphine Thomas holds a Master’s Degree in Business Administration from Strayer 

University and a Bachelor’s Degree in Chemistry and Business Admin from Kingston University in the United Kingdom. She has numerous years’ experience working internationally and the last 10 plus years working within the CRE Industry. Currently serves on the board of an international charitable organization based in West Africa and the UK. She currently serves on the Governance Committee.

Phallon Perry

Board Member

Pallon Perry is an accomplished Author and grant writer. She currently holds a Masters and Bachelors degree in English and Creative Writing. Phallon also has numerous years of experience in higher education. She currently serves on the Nominating Committee.

Kenya Johnson 

Board Member

Bio Coming soon

Our Blog

Why Made It?

May 1st, 2017

Through repeated failures in finding successful employment under served communities are more at-risk . This community has lost faith in the possibilities that await them and fall victim to chronic unemployment and poverty. To accomplish successful employment, people must be willing to get the skills to learn, but the resources in most communities are not there.

Madeit! Foundation is a program that is in direct response to the growing number of people that are either falling through the cracks or are already deemed unemployable. The goal of the program is to identify skills best served for each individual to transition to them from employment instability to sustainable employment. .

Madeit! foundation will focus primarily on under served young adults, and low income individuals. It is projected that 33%, of people on government assistance have less than a high school diploma. This group is particularly problematic and a perfect time for employment programs to be effective.

Hope Vs Despair  

June 10th, 2017

This past weekend proves that there is something that needs to be done to help the Baltimore City community. The City is on a pathway to despair. Over the weekend of June 9th 14 people were shot and three have died from their injuries. There have been no arrests in the shootings with all suspects at large. 

This is the result of a lot of people with a lack of hope. The select few people who cause the crime and violence are leading the community in a spiral of chronic hopelessness. When a world has given up on you and you have no employment options to provide for your family the next best thing to do is fall into a life of crime in order to survive and fill the void of worthiness. 

This is a call to action of the people who are in and out of the community who still have hope for the lives of the people. Now, is the time to act by proving other options for people who want change. Organizations like Madeit! Foundation have a bigger role to play in bringing this awareness and showing people you can make it out of the current situation into a better one with help and support.

Is it time to change the Resume?  

July, 1st, 2017

The war on resumes is brewing with more and more people noticing the issues with the traditional acquisition process. In recent year’s job posts have been posted longer with the time to fill positions lagging; and costs of the missing personnel draining local and national companies. The constant theme when asked why the positions are so hard to fill “not enough qualified applicants.” Hmmm, is this true? In some aspects this could very well be the case with less and less students taking the plunge into medicine and the sciences. 

 However, is it possible that there are less people left to fill an office manager type role? The clear answer is NO! The issue that continues to rise is how we’re compensating for the change in the job applicant pool. Millennials make up the majority of the workforce with most of them staying in roles less than three years (Society of Human Resource Management). This alone would damn most of the traditional job seekers, sense the consensus on resumes is one to two pages. If you think about what the typical recruiter is trained to look for that would leave big holes that would never get filled.

 An article by Herb Greenberg in Forbes discussed a study about how there is a huge gap between talent acquisition and job applicants. In the article it refers to a study which was conducted with 8000 people in Puerto Rico and New York City. They were able to place 4000 applicants simply by doing a personality assessment. Not only did the applicants thrive they stayed in the roles; with most of the job applicants remaining in their positions for more than two years. The participants were deemed otherwise unemployable having criminal records or no education but with a little training they were the best fit for the job. There is clearly some work to be done to close this gap. If you look at what a resume truly is, it’s a brief snapshot of who you are and what skills you bring. It leaves out personality, interests, ambition, and career goals. All of which are more important because you can be trained to do pretty much anything. 

With anything in life a brief synopsis is not enough to make big decisions like buying a house or getting married it requires deep knowledge and time to get to know what you are buying or whom you will spend the rest of your life with. Should a long term commitment like a job be any different? Would you marry a spouse who has the perfect credit score, but have absolutely nothing in common (probably not)? So, limiting people before you interview them is not a great idea. The next issue is where we go next if the one way of hiring doesn’t work. We have to use our current job pool to look for answers. The biggest thing Millennials and Generation Z have in common is that they love technology. Social media platforms should play a bigger role in the hiring process, and I don’t mean stalking Facebook post I mean creating websites or employment blogs. This gives a better indication about a person by looking at the color they chose, or the wording used to describe themselves. This will provide details such as videos and assessments of a person’s character. 

Although, it will have numerous benefits I also know it brings a possibility of an increase of discrimination based on age or race. Unfortunately, we live in a world that is not free of bias and sometimes this could lead to an even bigger issue down the road if we use this method. This would call for tighter employment laws with more systems in place to monitor discriminatory behavior. Hopefully, we can find an even balance to help everyone find sustainable employment.

Allifates, Collaborators, Sponsors, & Memberships

Thank you to all the list organizations and companies.