We Find Talent. We Train Talent. We Put Talent to Work.

aka Inner-City Computer Stars Foundation   |   Chicago, IL   |  www.icstars.org


Inner-City Computer Stars is an educational and workforce development organization offering inner-city young adults a solid foundation of technical skill and leadership training. We support and measure career readiness, teaching the competencies needed to succeed in the workplace. We help cohorts connect to internships and job opportunities. As we train a new generation of technology professionals, we increase diversity in the tech space and bring opportunity to disadvantaged neighborhoods. We help end the cycle of marginal jobs and generational poverty while cultivating leaders who can drive change in their communities.

Ruling year info


President & Co-Founder

Sandee Kastrul

Main address

415 N. Dearborn, Ste 300

Chicago, IL 60654 USA

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NTEE code info

Employment Training (J22)

Human Service Organizations (P20)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Programs and results

What we aim to solve

SOURCE: Self-reported by organization

According to UIC’s Great Cities Institute, in Chicago 59% of black young adults (ages 20-24) are out of work. The end of industrialization produced a dramatic departure of jobs from large sections of the city along with the rise in chronic and concentrated joblessness. Additionally, according to the 2019 Strada Institute for the Future of Work’s On-ramps to Good Jobs report, “our current education and training system is lagging and failing too many unemployed and underemployed Americans.” At the same time, tech is the fastest-growing sector. i.c.stars bridges employers with tech jobs to fill with underrepresented and underserved adults who need opportunity. Through its emphasis on technical mastery, soft skills, network building, and market-facing curriculum, i.c.stars has been recognized as an on-ramp to technology jobs. Not only is there continued job growth in this industry, but IT has been recognized by Urban Labs as a particular area of interest for disconnected young people.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Business, Leadership & Technology Job Skills Training

i.c.stars was established to create economic opportunity for underserved communities by bridging disconnected young adults with the high growth tech sector. Participants learn by doing; they build web based applications to solve client challenges - with coding, business, and leadership instruction provided along the way. They also gain the professional network needed to jumpstart their careers.

i.c.stars graduates become technologists who earn living wages (300% more than before) working as application developers or business analysts. They create nonprofits and advocate for change, putting into action i.c.stars’ definition of leadership: making opportunities for others.

Population(s) Served
Economically disadvantaged people
Immigrants and migrants

Through quarterly industry events and employer convenings, i.c.stars works to change employer perceptions and practices around nontraditional talent. Each year, i.c.stars engages hundreds of technology executives around themes including workforce diversity, cyber security, talent retention and recruitment, and innovation.

Population(s) Served

Where we work

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Too often, talented students graduate from high school and find few options beyond dead-end, minimum wage jobs. Schools had not prepared them for the growing number of tech related careers. Life had not prepared them to see themselves as able to succeed in the corporate world or ready to take a seat at that table. They are invisible to the entrepreneurial ecosystem and lack the network that mentors and applauds new business leaders.

Talented youth from inner-city neighborhoods want good jobs that lead to high growth careers, empowerment, and connection to a like-minded network. Companies want and need diversity and high performers in their workforce. At the same time, a growing number of high-paying careers require the use of sophisticated software and for candidates to have programming and advanced technology skills. i.c.stars is the bridge that links talented, underserved applicants to skills training, a diverse corporate network, and high growth jobs.

i.c.stars identifies non-traditional talent, trains them for higher paying, technology-based jobs, mentors them for success in the corporate world, and connects them to high-paying careers and a network of successful entrepreneurs in the Chicago and Milwaukee areas.

Participants learn by doing; they build web-based applications to solve client challenges and gain the professional network needed to jumpstart their careers. We also work to change employer perceptions and practices around inner-city and nontraditional talent-- literally changing the face of corporate tech talent. Employer partners advocate for us and help attract new partners into our project-based skill development program. This matters because it brings employers into new communities and changes the way they recruit.

Goals Include:
To deliver a project-based model that will prepare young adults, through training and networking, for technology, business careers & entrepreneurship:
*Increase the number of young adults who have access to tech job skills
*Increase number of young adults with skills and social capital for tech jobs with growth potential
To place participants in positions that are the first steps toward higher level positions in the industry, reducing the unemployment rate in underserved communities:
*Increase in number of underserved young adults working in tech & business
*Increase in participant earnings by 300% (from $10,000 before the program to $44,000 at 12 months post graduation)
To cultivate leaders who drive change in their communities:
*Increase in the number of community leaders
*Increase the number of employers hiring i.c.stars graduates as a result of exposure to i.c.stars’ talent, employer partners and project sponsor segment

i.c.stars participants are young adults - the majority between 18–30 and more than 90% are people of color or other groups facing high barriers. At least 48% receive Federal Benefits, approximately 15% have experienced homelessness, 16% had a felony and 35% have children. Additionally, all of the young adults i.c.stars serves are from low-income communities, and 100% are unemployed or extremely underemployed.

Each participant experienced twelve hours of assessments from an initial candidate pool of 400-600 before selection into the program. i.c.stars begins with a four-month bootcamp, during which participants receive 1,000 hours of training. During the bootcamp, participants respond to an RFP from a corporate employer partner, with employer needs complementing the coding skills - HTML, CSS, JQuery, JavaScript, Python, and SQL - and methodologies like agile and scrum. Support and skill development continue during the 20-month residency period following the bootcamp, when program graduates receive job placement assistance, mentorship, higher education support, and counseling and case management as needed. While participants receive a stipend - and a laptop - during the four month bootcamp, i.c.stars means forgoing a minimum wage in order to invest in skills that lead to a career.

What is most unconventional about i.c.stars is the agility built into our project-based model: employers pay to engage in the training, because they understand the value of a program that incorporates attributes specific to their organization. This keeps the technology curriculum market-facing and fluid. i.c.stars employs a unique educational model in that it uses responsive pedagogy, not teaching participants how to answer questions, but how to write them. i.c.stars’ daily High Tea speaker series brings a senior executive to the learning studio to share their career journey, building social capital for program participants’ and a talent pipeline for guest speakers. i.c.stars’ social justice, civics and leadership components result in alumni who volunteer and give to charities at rates of 80 - 90 percent. Finally, i.c.stars sets itself apart by promoting debt-free education: participants are provided with a stipend and laptop to work closely with the corporate clients with whom they partner.

For program graduates, the average initial placement rate is 90%, earnings increase is approximately 300%, and industry retention is 80% at 12 months. In addition, 52 graduates have started for-profits or nonprofits, and 55 have become homeowners.

i.c.stars’ success is evident in our ability to provide a market-facing technology, leadership, and business training program, industry network, wraparound support, and guidance to connect motivated, underserved young adults with high growth technology careers.

i.c.stars has developed a repeatable process, and an ability to build deep employer relationships and meet community needs. The i.c.stars program is driven by employer demand, and supported by a robust ecosystem of IT and technology organizations. Graduates work in technology at organizations such as Microsoft, Accenture, Discover, US Foods, United Airlines, Deloitte, Northwestern Mutual, Kohl’s, and Salesforce among others. What sets i.c.stars apart is not just the outcomes, however, but the longer term impact, which includes pursuit of higher education, homeownership, and entrepreneurship.

i.c.stars is led by award-winning Black social entrepreneur Sandee Kastrul, who co-founded the organization. Before founding i.c.stars, Sandee designed interactive programs for GED students at Jobs for Youth, implemented a professional development program with Harold Washington College Career Center, and developed experiential learning modules for over 70 schools.

The leadership structure includes a Milwaukee program Executive Director, Chief Operating, Chief Revenue and Chief Financial Officer, supported by a national board and city advisory boards. Board expertise is wide-ranging and targeted to the needs of i.c.stars; it includes senior level executives from healthcare, technology and Artificial Intelligence, financial services, management consulting, and legal.

i.c.stars’ model is proven by twenty years of success. Over the next two years, i.c.stars is participating in a randomized control trial in partnership with Notre Dame’s Lab for Economic Opportunities, the College of William and Mary, and the University of Illinois. By conducting this RCT, researchers will add external evidence to the impact of i.c.stars on employment and earnings.

Since our inception twenty years ago, our average initial placement rate has been 90%, graduates experience a 300% earnings increase, and employment retention is 80% at one year following graduating. What sets i.c.stars apart is not just the outcomes but the longer term impact, which includes pursuit of higher education (38% of recent graduates obtained a B.A. after i.c.stars), homeownership (55 graduates have become homeowners), and entrepreneurship (52 graduates have started for-profits or nonprofits).

At a systems level, the economic empowerment of i.c.stars ensures that individuals and their families’ basic needs are met, and a cycle of poverty is broken. Graduates transition from receiving benefits to paying into the system. With i.c.stars, the estimated lifetime earnings of one graduate grows from $540,343 to $2,161,370 (based on $10,000 average pre program wage, assuming conservative annual cost of living raises of 2%, and based on average initial post i.c.stars salary of $40,000).

The Strada Institute for the Future of Work report On-ramps to Good Jobs features i.c.stars as a case study of "innovative programs that serve as an engine of upward mobility". What is most innovative about i.c.stars is the agility built into the project based model: employers pay to engage in the training, because they understand the value of a program that incorporates attributes specific to their organization.

A graduate said the following about how the program had changed their self-image: “I transformed my view of self. I came in with low self esteem and lower self confidence. I didn’t value myself or feel like my opinion mattered. I was in this constant state of comparison to others but I found out I have my own way of seeing things and understanding. I have a different view of things and that makes me special in my own way.”

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Case management notes,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • With whom is the organization sharing feedback?

    Our staff, Our board, Our funders,

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We aim to collect feedback from as many people we serve as possible, We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, It is difficult to find the ongoing funding to support feedback collection,



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The people, governance practices, and partners that make the organization tick.


Connect with nonprofit leaders


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Connect with nonprofit leaders


Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

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Board of directors
as of 1/17/2022
SOURCE: Self-reported by organization
Board chair

David Edelstein

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? No
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? No
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? No
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? No
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? No

Organizational demographics

SOURCE: Self-reported; last updated 01/20/2021

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.


The organization's leader identifies as:

Race & ethnicity
Black/African American/African
Gender identity
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person without a disability

Race & ethnicity

No data

Gender identity

No data


No data

Sexual orientation

No data


No data