Creating Tech Pathways That Matter: How i.c.stars Is Reimagining Opportunity with Dr. Cheryl Camacho

What happens when education, tech, and equity collide?

In this inspiring episode of Beyond the Offer, co-hosts Bill Gates and Rosanna Snediker welcome Dr. Cheryl Camacho, Chief Learning and Program Officer at i.c.stars, a nonprofit dedicated to connecting underserved talent to tech careers. Cheryl shares her journey from Teach for America educator to Harvard-educated learning leader—and how she’s helping i.c.stars evolve its groundbreaking model for the future of work.

“Talent is equally distributed—opportunity is not. Our mission is to change that.”

What Is i.c.stars?

i.c.stars is a workforce development program that trains and supports high-potential individuals from underserved communities for tech careers. Its immersive model combines:

• Tech skills training
  
• Leadership development
  
• Business simulation projects
  
• Peer mentorship and community-building
  
• Post-program residency placements with employer partners
  

With offices in Chicago (Cycle 56), Milwaukee, and Kansas City, the nonprofit operates a 4-month full-time bootcamp followed by a 20-month career residency with real-world tech placements.

From Teacher to Learning Executive: Cheryl’s Mission

Cheryl’s career began in public education and later moved into nonprofit leadership roles, driven by one consistent theme: expanding access to opportunity. With degrees from University of Illinois and a doctorate in education leadership from Harvard, she now applies that learning to rethink how adults, especially those often left out of traditional systems, can launch and thrive in tech careers.

“Whether you’re from a small town in Illinois or a big city, your zip code shouldn’t dictate your future.”

Evolving the i.c.stars Model for the Future

While the core of i.c.stars is strong, Cheryl is focused on modernizing and expanding the program to address today’s fast-moving job market and the evolution of tech careers:

• Strengthening the curriculum to reflect emerging tech and soft skills
  
• Building a data infrastructure to track outcomes and program effectiveness
  
• Expanding support for entrepreneurship, not just corporate tech tracks
  
• Piloting new models like i.c.Moms to include young mothers returning to work
  

“The training is intense—12 hours a day, five days a week. But it works. We don’t just teach tech. We teach how to learn, how to lead, and how to grow in your career.”

Learning > Degrees: Rethinking Education in 2025

Cheryl has a powerful perspective on education, both as a former teacher and as a parent of a son who’s chosen a tech path without college.

“Degrees aren’t the only indicator of skill. You can be brilliant and not have a traditional diploma. That’s why I love skills-based hiring.”

She encourages companies to adopt skills-based hiring models, provide strong onboarding and development, and value non-traditional career paths as much as formal degrees.

Recruiting and Retention: Real Talk from a Leadership Expert

Cheryl shares her no-fluff take on what works and what doesn’t when it comes to people management:

• Be transparent in job descriptions and hiring conversations
  
• Onboard based on the role: don’t hand the same playbook to execs and entry-level hires
  
• Don’t normalize high turnover: it’s often a red flag for culture or leadership misalignment
  
• Prioritize learning strategy: especially when undergoing organizational change
  

“Retention issues often come from a lack of structured learning and support. People leave when they don’t feel prepared—or valued.”

DEI That’s Not Just Performative

In one of the most powerful sections of the episode, Cheryl calls out the danger of quota-based diversity practices and stresses the need for concrete, human-centered DEI strategies:

• Focus on promotion, performance, and attrition data across demographics
  
• Improve managerial skills for working across lines of difference
  
• Avoid symbolic hires—embed inclusion in how you work, not just in what you say
  
• Approach DEI as a developmental process, not a compliance checklist
  

“Hire for skill. Train for empathy. Build systems that support everyone, not just the majority.”

“We need more places where people can build things, learn together, and feel joy.”

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Key Takeaways:

• Equity in tech starts with learning, not just access.
  
• Degrees ≠ skill. Skills-based hiring unlocks more potential.
  
• Retention is earned through support, onboarding, and leadership.
  
• DEI is not a title. It’s a company-wide responsibility with measurable outcomes.
  
• Lifelong learning is a superpower, especially for those historically excluded.
  

Listen to the full episode of Beyond the Offer to hear more from Cheryl about redefining leadership, rebuilding educational systems, and why she believes learning is the most scalable solution to economic mobility.