BoomerDen Thought Of It First!

Robert DeNiro’s “The Intern” Highlights a Growing Trend

For Immediate Release

OXFORD, CT, 2015 – In the movie The Intern, which premiered nationwide on Sept. 25, Robert DeNiro plays a 70-year-old retired businessman who jumps at the chance to intern at an online fashion start-up, run by Anne Hathaway’s character, Jules Ostin.

Comedy ensues, as DeNiro’s character slowly proves his value to his younger co-workers, and prevails through myriad jokes and assumptions about his presumed declining ability. A nice story, yes, and a fine movie. But it is Hollywood, after all. Oxford, CT-based BoomerDen, LLC makes the story real.

Boomer Den was founded in 2013 by lifelong Connecticut resident Frances Trelease. A college lecturer and a “boomer” herself, Trelease noticed a widening gap between desire and opportunity for midlife adults seeking to explore new careers. She created BoomerDen with a goal to narrow that gap; to bring businesses seeking new talent together with adults age 45+ who are ready and eager to learn on the job.

BoomerDen offers 6-, 8- and 12-week internships, part-time or full-time, for adults ages 45 and older. Candidates are interviewed to assess their backgrounds, interests and skills. They are matched with businesses that recognize their value. In exchange, business owners provide mentoring and on-the-job training.

“We enable ‘test runs’ between employers and workers, with zero risk for either side,” says Trelease. “Businesses gain from the amazing work ethic and experience of this age group. Interns gain valuable exposure and training in a new or related field.”

Daniel Pizzonia of Wallingford recently completed an internship with BoomerDen. The owner of a construction business, he also wished to explore real estate. While interning for eight weeks with Carbutti Realty in Wallingford, Pizzonia passed a state licensing exam and just recently sold his first house. “I couldn’t ask for a better way to explore a new career,” he says.
In the past year, Boomer Den has closed many such matches, and is on its way to closing many more. The tagline on The Intern’s movie poster reads “Experience Never Gets Old.” Trelease at BoomerDen could have told you that.

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Boomer Den, LLC guides professional adults ages 45+ toward new or encore careers through supervised internships. The company has been featured on ION Media Networks, public access TV Channel 14, the Republican American, and on the AARP-CT home page.

For more information:

Boomers Find Satisfaction in Encore Careers

Author: Trish Thomas, career coach and founder of EDGE Career Solutions
August, 2015

As a Career Coach, I work with many seasoned professionals who are looking to reinvent themselves with a new career. Some are looking for more job satisfaction, while others are changing careers out of necessity as opportunities in their current field are dwindling. One of the best things about today’s resume is that it is a forward-facing marketing document – not an autobiography. I can highlight my clients’ transferrable skills and show potential employers how their experience will enable the jobseeker to be successful in this new role.

One roadblock to career reinvention has been employers’ reluctance to take a chance on an employee who does not have proven success in the same field. Current training can help, but I have recently discovered a better way for mid-career professionals to migrate to a new field!boomerdenlogo Fran Trelease of Boomer Den connects Baby Boomers looking for an encore career with employers willing to share their expertise.

Interested in becoming a baker, social media coordinator or graphic designer? Boomer Den can help you explore a new career in an adult internship. They act as your broker – matching Baby Boomers like you with pre-screened business owners eager to teach you their business. The 6, 8 or 10-week internships can be full time or part time and are generally unpaid. At the end of the internship, if the experience was positive for both the intern and employer, the company typically hires the intern. The employer pays a finder’s fee to Boomer Den – there is no cost to the intern.

I met Fran a few months ago and have found her to be smart, personable and very easy to work with! I have recently referred several of my clients to Fran, and they are excited about the opportunity to gain experience in a new field and make sure it is a good fit for them. What better way to take a job for a test drive, without committing long term? If you are ready to “Write your own chapter two”, visit Boomer Den online at and learn more about how they can help you build a more rewarding career.

I personally reinvented myself in my 40’s, when I left the corporate world to work for myself. Now that I know how wonderful it is to have a job that I love, I help my clients find jobs that they find enjoyable and satisfying. There really is the perfect job for each person. Sometimes, you just need help figuring out what that is. I can help you clarify your career goals, and then Boomer Den can help you gain hands-on experience to increase your marketability. It’s a proven concept that works!

Trish Thomas founded The Resume Resource in 2009 to help people develop the tools, strategies and confidence to build satisfying careers, and then rebranded as EDGE Career Solutions in 2015. As a Career Coach, Resume Writer and Certified MBTI Practitioner, she helps her clients articulate their unique value to stand out from the competition, and guides them through the job search process to make it less overwhelming and more successful. Contact her to see how she can help you build a more rewarding career.

Experience Trumps College Degree?

From The Atlantic Magazine, Nancy Cook, June 18, 2015

Earn a college degree, and you’ll set yourself up for life: a stable job, salary, and mortgage. That was the old adage for generation after generation, following World War II. Yet, both young and old workers no longer hold the same abiding faith in the power of four-year degree, according to the latest Allstate/National Journal Heartland Monitor Poll.

Instead, understanding computer technology, working well with different types of people, keeping your skills current, and having good family connections trump the importance of college—at least, when it comes to people’s notions of what it takes to succeed in the modern workplace. “If you don’t have a good grip on technology, it is very hard to succeed,” said 45-year-old Christine Welch of Idaho, who has three children, ages 17 to 25.

The career paths of Welch’s children personify these new building blocks of career success laid out by many of the poll respondents. Her 25-year-old daughter, for example, works as a graphic designer. She embarked on that career without a college degree, relying instead on her technical and artistic skills to propel her along. Welch’s middle son recently graduated with an associate’s degree in structural engineering from a technical pipe-welder program at Idaho State University. Both children started down these career paths early and mastered highly technical skills, without assuming that a four-year college degree would automatically set them on the best path. (Welch’s third child is still in high school).

College is too expensive now to make that gamble, Welch said—for students to just assume that a degree will set up their career, or automatically confer the skills that they’ll need to get ahead. “If young people can find their calling and pathway, their odds of being successful are so much greater than someone who does not know what they’re doing,” she added. “I’m not sure that college is the best for everyone.”

That’s a startling admission in the United States, where college has long been seen as a Holy Grail to the good life, and, in fact, economic studies show that college graduates still earn far more than those without degrees over their working life. In the Heartland Monitor poll, most people still thought college was an important foundation for a successful work life. But that was hardly an overwhelming verdict either among older or younger people who responded to the poll.

The poll divided respondents into two broad groups: a younger cohort that qualifies as still starting out, and an older cohort that has passed that initial stage of life. The poll defines the younger cohort as all adults aged 18-24, plus the nearly three-fourths of those aged 25-29 who identified themselves as “still ‘getting started in life.’” The poll defined the older cohort as the remaining roughly one-fourth of 25-to-29-year-olds, plus all respondents over the age of 30.

Just 55 percent of the younger group in the poll thought that a four-year degree was “very important” for a good career. Among older respondents, 53 percent agreed. Roughly one-third of each group thought a degree was “somewhat important,” with the remaining one-in-eight in each case considering college not important at all.

That assessment placed the college degree surprisingly close to the middle of the pack for both older and younger respondents when they were asked to rank the attributes that will produce a successful career. For both groups, attributes that reflected an ability to adapt to change topped the list. Older respondents put the most emphasis on “a detailed understanding of how to use computer technology” (85 percent very important); “being able to work with people from many backgrounds” (79 percent); “keeping your skills current through training” (also 79 percent); and “having good family connections” (61 percent). For the older respondents, obtaining the college degree ranked next, ahead of other attributes including “being willing to work long hours” (51 percent very important); “being willing to switch to new jobs and occupations” (48 percent); “being able to create your own job” (45 percent); and “becoming well known in your field and/or your community” (41 percent).

Younger people just starting out largely expressed the same priorities, though in slightly different order. For them, being able to work with diverse colleagues (82 percent very important) topped the list, followed by maintaining skills after finishing school (79 percent); mastering computer technology (77 percent); family connections (59 percent); obtaining the college degree; and becoming well known in your field or community (47 percent). For younger people, being willing to work long hours or to switch jobs, and creating your own job followed at slightly lower levels. Both older and younger respondents placed the least weight on five factors: knowing a foreign language (though this tied with creating your own job among the young); keeping up on cultural trends; having volunteer experience; being willing to relocate to new cities; and mastering social media.

Even poll respondents on track to earn degrees, in followup interviews, presented a more nuanced view of the college credential. “Most jobs now require both experience and a degree,” said 22-year-old Anthony Libutti of Staten Island, who is studying accounting, finance, and economics at the College of Staten Island and simultaneously working for a construction company. “Part of college is being able to make those networking connections.”

On the other hand, even self-avowed technophobes see mastery of computer skills as vital in a world where the economy and career paths change so rapidly and relentlessly. William O’Shea, 79, of Connecticut worked for years as a school superintendent before he retired in 1997. During that time, he said he blissfully never used computers that much. Now, he said, no one in the workplace would be able to get away with that behavior. “It is indispensable now. The world has sped up,” he said.

When asked about other important skills for a successful career, O’Shea, like most poll respondents from both the younger and older cohort, cited social intelligence and the ability to work well with different people. “You have to understand the strengths and weaknesses of human nature, if you want to climb the ladder and appeal to other people,” he said.

And, what about the old reliable standby, the college degree? Even O’Shea, a former educator, sounded a little down on it. “It carries the mystique of success,” he said. “The idea of the importance of going to college and graduating depends on the school. There are colleges and then, there are colleges.”

Attitudes on the centrality of the college degree shifted slightly across racial and ethnic lines, as well as party affiliation. African American and Hispanic respondents, both young and old, viewed a college degree as a more important asset or skill than whites did. Democrats also overwhelmingly listed it as a higher priority, compared to Republican and independent voters.

Even presence of the student debt did not affect younger people’s assessment of college as a necessary skill for the workplace. Although young people with college debts often report more financial strain than those without them, the percentage of young people, with and without student debt, who saw college as a “very important” skill was virtually identical. The same held true for young people, regardless of whether their parents attended college.

Read When It Comes to Getting a Job, Americans Believe Skills Trump College on

Boomer Den — Learn, Network & Make Money. Sign up today to explore adult internship opportunities!

New Internship Opportunity


BRAND NEW FOR SPRING! Opportunity to provide part-time hours to the accounting division of a thriving brand marketing firm located in New Haven County. You will receive light training in exchange for your enthusiasm, willingness to learn, and some background/skills in bookkeeping and accounting.

Internships are now being offered as either 6-week or 12-week, to better fit your needs and schedule. This opportunity will go quickly. If you’re interested in learning more, contact Boomer Den today at, or call (203) 888-2740.

I look forward to hearing from you!


Open Letter to Connecticut Small Businesses

Open Letter





To Businesses – How Can We Help You Grow?

Boomer Den, LLC provides a tool for business owners and adult interns to benefit from each other’s skills and expertise. We operate on a simple premise: you provide insight into your industry, along with an environment in which to learn. Our candidates, in turn, provide their skills, maturity and motivation to help your business thrive.

Connecticut business owners are offered these candidates non-salaried, in exchange for providing guidance and industry exposure. It’s a no-risk way for both parties to “test out” the other, and it’s an idea that’s gaining momentum.

Boomer Den charges a one-time, 10% placement fee. So, for example, if it would cost $3,500 to hire an intern at a junior level for 12 weeks, you would pay a one-time fee of just $350. That’s it. No gimmicks, no strings.

We take it from there.  We interview candidates and conduct a thorough screening process, to ensure the right placement. We review background, employee history, prior education, and references to match experience and skills to your unique workplace needs.

Businesses’ proprietary interests are always legally protected.

Our interns hone their skills in a wide range of fields, including:

 • Bakery and Culinary Services

Graphic design

Social Services

Broadcast Media


Digital Marketing

Health Care

And many more.

Many candidates are highly educated, with bachelor’s degrees and above, and are looking to explore new or related fields while sharing existing skills.

Boomer Den has been featured on ION Media Networks, Public Access TV Channel 14, in the Republican American newspaper, and on the AARP-CT home page.

The need is there. Boomer Den oversees that rewarding relationship, to provide a safe, open letter, guided experience for all.

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BoomerDen LLC was founded by Frances J. Trelease — a baby boomer, just like her friends and clients. She is a professional journalist and lecturer, with more than 20 years’ experience using her M.B.A. and industry knowledge to help ambitious adults achieve their dreams. She seeks to offer passionate Boomers a chance to write their own “chapter two.” She is dedicated to partnering talented boomers with new career opportunities.,, 203-888-2740.

What’s Your Next Move?

With credit to


In order to manage your own career, you first need to take stock of your strengths and your interests. What are you great at and passionate about? What areas do you struggle with? What do you excel at but are not excited by? If your career path is still unclear, give these job-goal exercises a try to plan your next move.


Goal setting is an essential component to long-term success, yet many people struggle to set the right objectives and see them through to the end. Create your professional bucket list, or what leadership expert Jim Collins calls your Big, Hairy, Audacious Goals (BHAGs). They should be long-term, visionary goals that you want to accomplish over the course of your career.

Next Move
Learn.Network.Make Money.

Business Owners Take Note — Talent is Ready & Waiting

New opportunities are rising for business owners!

Boomer Den has a list of impressive intern candidates ready to be placed in dynamic work environments. Business owners in and around Hartford, New Haven and Fairfield Counties: contact us for a list of mature professionals eager to pitch in to help your business grow. These are unsalaried, short-term placements. What a great chance for  you to test drive their strengths and abilities, while they grow under your tutelage!

Business Owners 2

Boomer Den is an internship placement service for adults ages 45+.  We help professional workers in their mid-life explore new fields and creative passions, while helping small and mid-sized employers grow their business. Pre-screened candidates bring education and experience to 12-week internship positions, part-time or full-time.

Current applicants are talented and ready to pitch in, in some of the following fields:

Health Education

Plumbing and Electrical



Business Analysis


Media & Broadcast

Drop us a note today!


Your Job Search May Be Holding You Back

Steven Greenberg, radio host of “Your Next Job” at CBS in New York, (@SGreenbergCBS,) tells candidates of their job search to venture out into their communities as a way to make connections. While the digital era we live in may make it quicker and easier to apply for jobs, it often hinders the very process it’s designed to streamline.

You see, some credentials just can’t be measured through online databases. And we still live in a world where face to face matters. So does eye contact. And so do solid handshakes and smiles. A few employers are slowly starting to recognize that, too. A select few have been taking their postings back off the online boards, and now choose to talk to their candidates in real time — and not rely solely on scanned key words and typed jargon. They’re starting to get it.

Don’t succumb to the “resume black hole” of the internet. Whether it’s through volunteer activities, mentoring someone who’s coming up the ranks, or seeking to be mentored yourself, boost your visibility the old fashioned way. Technology may change by the day, but human connections will never go out of style.

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Fran Trelease is founder of Boomer Den, LLC, a service matching profit and non-profit industries with qualified, experienced interns ages 45+.,, 203-888-2740.


A Talent Shortage in the Job Market? Believe It.

I read a great post the other day from J.T. O’Donnell, CEO of CAREERREALISM Media (#bigideas2014.) Ms. O’Donnell sees an upcoming talent shortage in our country, as incoming Millennials entering the workforce don’t keep pace with retiring Boomers.

marketHer article touches on an interesting issue. Yes, we remain in a sluggish economy. And yes, desirable jobs remain in shortage. But employment statistics only tell part of the story.  Why is it, as O’Donnell notes, that a “war for top talent” remains?

In part, because existing skills in the job market don’t match employer needs.  Trend analyses such as O’Donnell’s zoom in on a growing phenomenon – the skills and experience that retiring Boomers will take with them aren’t easily replaced.

And while we think of computer technology as the wave of the future for employment, hiring needs paint a broader picture — beyond “cutting edge” jobs such as software development and computer apps.  There’s also an ongoing need for industry-specific skills across the board.

Here are a few, according to a 2014 survey by ManpowerGroup:



1 | Skilled Trade Workers

2 | Engineers

3 | Sales Representatives

4 | Technicians

5 | Accounting & Finance Staff

6 | Management/Executives

7 | IT Staff

8 | Drivers

9 | Secretaries, PAs, Administrative Assistants & Office Support Staff

10 | Laborers

It makes good sense, then, to keep in mind the proven talents and track records of younger Boomers and Generation Xers. Many are in their late 40s to mid-50s, looking to transition to a second career, or rediscover a dormant one. They bring invaluable resources to employers, and they’re sorely overlooked and undervalued. More than ever before, it’s time to take a new look at this group.


Fran Trelease is founder of Boomer Den, LLC, a qualified service matching profit and non-profit industries with experienced interns ages 45+.,


Observation Status

Guest Blog by Frances Trelease

I'll be here all the time

Good news for seniors requiring hospital stays: Connecticut Governor Dan Malloy signed into law an “observation status” bill, HB 5535, that requires hospitals to tell patients whether their stay is classified as “observation status” or as traditional inpatient.

This distinction is important. The legislation, which takes effect October 1, 2014 and is supported by AARP-CT, empowers patients by making them aware of those hospital health care costs that will be passed on to them, and those that will be covered by Medicare. Patients admitted under “observation status” face lower Medicare reimbursements, and therefore higher out-of-pocket costs.  Any senior using traditional fee-for-service Medicare is affected by this classification.   

Deb Migneault, senior policy analyst for Connecticut’s Legislative Commission on Aging, says that under Medicare benefit rules, patients on observation status are considered “outpatient” and do not have access to the same Medicare benefits as someone considered “inpatient.”

And without proper notification, many patients are unpleasantly surprised by high out-of-pocket fees that they thought would be covered.  Additionally, patients discharged to a skilled nursing facility for rehabilitation, will not have their care covered if they have not met a 3-day inpatient hospital stay requirement. This patient, too, gets stuck with the bill for that nursing care.

The Medicare “observation status” classification was created under the George W. Bush administration, as a way to curb rising health care costs by auditing hospitals for possible overpayments or improper admissions; hospitals found in violation are required to return all Medicare payments received.

But confusion has resulted, because in many hospitals, medical services provided under either status — inpatient or observation — are virtually identical.  Examples of identical, but non-covered services may include: doctor visits, testing, and routine prescriptions for chronic conditions such as high blood pressure and diabetes.

According to Toby Edelman of the Center for Medicare Advocacy [3], hospitals receive lower reimbursements for observation status patients. “But at least hospitals know they’ll get something,” he said.

He cites federal data showing a dramatic rise in Medicare patients classified as observation patients — from 920,000 in 2006 to 1.4 million nationally in 2011.  Kaiser Health News also reports a 69 percent increase in five years.

Seeing the need for reform, the Connecticut AARP testified in support of the bill, along with Medicare advocates and senior advocacy groups.

AARP-CT now urges families to ask their doctors about admission status, although some physicians may also be unaware.   “Get your doctor to go to bat for you,” said Edelman.

Additional resources: The Center for Medicare Advocacy has a self-help packet [4] on its website that explains the observation-status issue in detail.

Frances Trelease is a professional business writer, helping small and mid-size businesses communicate key messages to their audiences. [5].

Article printed from AARP States 

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