Transforming Tech Education

Pablo Listingart founded ComIT with a clear mission—to dismantle barriers and expand access to tech education for underserved communities across Canada. Driven by personal experience and deep empathy, Listingart recognized early on that systemic challenges kept talented individuals from thriving in the rapidly evolving tech industry. ComIT addresses these barriers through innovative, responsive, and inclusive training programs tailored directly to market demands. In this interview, Listingart discusses his approach to fostering continuous innovation, building sustainable tech ecosystems, and ensuring equitable opportunities that empower individuals to succeed in Canada’s competitive tech landscape.

1. Tell us about your journey founding ComIT and your mission to transform access to tech education in Canada.

I founded ComIT in 2016 with a simple but urgent mission—to break down barriers to tech education and employment for underserved communities across Canada. Since starting a first social project in South America in 2011, I saw firsthand the challenges of finding meaningful work despite having skills and experience. Many talented individuals, especially newcomers, Indigenous peoples, and underemployed Canadians, face similar struggles due to systemic barriers, lack of access to training, and the fast-changing demands of the tech industry. ComIT was built to address these challenges by offering free, industry-aligned training and mentorship, helping people develop the skills they need to secure fulfilling careers in tech.

2. What does innovation mean to you in the context of tech education and workforce development? How has this definition evolved since founding ComIT?

Innovation in tech education isn’t just about new tools or platforms—it’s about accessibility, adaptability, and inclusivity. When I started ComIT, my focus was on filling technical skills gaps. Over time, I realized that true innovation means creating a system that continuously evolves based on real industry needs and learner challenges. It’s about meeting people where they are, leveraging technology for personalized learning, and fostering a culture where continuous upskilling is the norm. For example, we introduced training in DevOps and Mobile Development after noticing a surge in demand from employers, expanding our curriculum as companies began prioritizing these skills. By staying responsive to industry shifts, we ensure our graduates remain competitive in the job market.

3. ComIT develops tech talent in underserved communities. How does your team identify emerging skills gaps and generate ideas for new training programs that align with industry demand?

We work closely with industry partners (such as Google, CIBC, Scotiabank, Microsoft and hundreds more) and hiring managers to understand their evolving talent needs. Through ongoing conversations, surveys, and job market analysis, we identify the skills that are in demand. Additionally, we gather feedback from alumni to track job placement trends and skill gaps they encounter after completing our programs. We also scan job search platforms on a weekly basis across Canada to understand what the current hiring needs are. This allows us to adjust our curriculum dynamically and introduce new courses that align with market trends.

4. The tech education landscape is constantly evolving. What practices or rituals do you employ to refresh your organization's approach to curriculum development and teaching methodologies?

We operate on a cycle of continuous improvement. Every course we run is evaluated not just through student feedback but also through employer insights and job market trends. We regularly test new teaching methodologies, from project-based learning to mentorship-driven approaches, to ensure engagement and effectiveness. Additionally, we are always looking for new instructors who are versed in state of the art technologies, ensuring we stay current with the latest industry practices.

5. Your work bridges education and industry needs. What resources or methodologies does ComIT use to forecast tech trends and ensure graduates remain competitive in a rapidly changing job market?

We combine multiple approaches:

• Industry partnerships: Direct discussions with tech leaders and hiring managers give us insight into upcoming trends.


• Labor market data analysis: We monitor reports from organizations like CBRE, ICTC, Indeed, Glassdoor, Google Jobs and LinkedIn to track hiring trends.


• Alumni networks: Our graduates provide real-time insights into hiring challenges, needed skills, and changing industry expectations.

This multi-faceted approach ensures our programs remain relevant and forward-looking.

6. As Canada faces increasing competition for tech talent from the US market, what do you see as the biggest challenges for building a sustainable Canadian tech ecosystem?

The biggest challenge is retention. The US market often offers higher salaries and faster career progression, making it difficult to keep top talent in Canada. To counter this, we need more investment in local tech companies, stronger support for startups, and policies that make it easier for businesses to scale. Additionally, improving access to upskilling and creating a culture of lifelong learning will help ensure that Canadian tech talent remains competitive and engaged within our ecosystem.

7. Has there been an instance where a non-tech industry has influenced ComIT's approach to education or community building? How did this cross-pollination of ideas enhance your program?

Absolutely. We’ve learned a lot from the nonprofit sector and consulting sector, particularly in how they approach mentorship and peer-to-peer learning. In these industries it is common for experienced professionals to mentor others in a structured way, which inspired us to incorporate mentorship into our programs. Now, many of our graduates support current students, reinforcing learning and building a stronger sense of community.

8. What elements do you believe are essential to creating an innovative culture within both educational organizations and the broader tech community in Canada?

Three key elements:

1. Collaboration – Universities, non-profits, and companies need to work together rather than in silos.
2. Experimentation – Encouraging new learning models and technologies without being afraid of failure.
3. Inclusion – Innovation thrives when diverse perspectives are included. Expanding opportunities for underrepresented groups brings fresh ideas and untapped talent into the ecosystem.

9. Looking to the future, how will ComIT continue to lead innovation in tech education, and what structural changes do you believe Canada needs to implement to retain and nurture homegrown talent?

ComIT will continue to innovate by expanding micro-credentialing, personalized learning, and regional tech hubs that bring opportunities beyond major cities.

For Canada, structural changes should include:

• Expanding tech investment beyond urban centers.


• Incentivizing companies to invest in local talent rather than outsourcing.


• Making upskilling and reskilling programs more widely available and government-supported.

10. Your recent survey revealed that 42% of respondents cited lack of talent development as a key issue. How might distributed tech hubs beyond major urban centers address Canada’s tech talent retention challenges?

Tech hubs in smaller cities can provide cost-effective opportunities for businesses and professionals. Many talented individuals want to work in tech but are limited by geography. By creating strong regional hubs—supported by remote work infrastructure and local industry partnerships—we can retain talent while also strengthening smaller economies across Canada.

11. As someone who experienced immigration barriers firsthand, how do you see Canada’s immigration policies evolving to better support the growth of our tech sector while creating opportunities for newcomers?

Canada has made great strides with programs like the Global Talent Stream, but there’s still room for improvement. We need to streamline credential recognition, create clearer pathways for skilled immigrants, and offer better support for newcomer entrepreneurs. Additionally, stronger industry partnerships like the ones ComIT has with companies such as Google or Scotiabank can help newcomers integrate into the job market faster, ensuring that we don’t waste valuable talent.