Building Organizing Infrastructure to Turn Texas Blue

Turning Texas Blue won't come easily, but we can start with the basics.

What if the road to flipping Texas isn’t about waiting for a perfect candidate or election year, but instead lies in investing in the people and systems needed to make it happen? As a former organizer in Missouri, Iowa, and Michigan I have seen the power of early, strategic organizing. While other states benefit from these investments, Texas—a state with untapped potential and growing importance in national politics—remains under-resourced in its efforts.

One key to transforming Texas lies in building lasting organizing infrastructure: recruiting, training, and retaining local talent to lead organizing efforts year after year. I’m an “all of the above” guy when it comes to solutions, so I don’t think this one program will flip the state. But I do believe it is the kind of program we need to build if we’re going to make it happen.

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In 2020, many feared that a prolonged primary season would prevent Democrats from building the early organizing infrastructure in swing states necessary to reclaim the White House. To address this concern, the DNC launched Organizing Corps 2020, a program designed in partnership with seven battleground state parties to recruit and train field organizers throughout 2019 and early 2020.

During the 2020 campaign, I served as a Deputy Organizing Director in Michigan, managing the hiring process for the 2020 One Campaign (Michigan Coordinated Campaign). Our team hired over 200 staff members in just 2.5 months. Organizing Corps 2020 was instrumental in helping us:

1. Meet rapid hiring deadlines.

2. Recruit local and diverse staff.

3. Hire staff with at least some prior organizing experience.

Me and two of my coworkers Jazz Webb and Amy Laube on the One Campaign.

For the past four years, I’ve frequently thought about this program and asked myself: Why don’t we have something like this in Texas? What would it take to implement this in Texas? Below, I outline some of my thoughts on why such a program hasn’t been launched in Texas, what it would take to make it a reality, and what the costs might look like. I also include actionable steps readers can take to help build the necessary infrastructure in a state that so urgently needs it.

Editor’s Note: Coordinated campaigns are referenced often below, so it’s important to define what they are. Coordinated campaigns are partnerships between the state party, campaigns up and down the ballot, and sometimes national entities like the DNC, DGA, or DSCC. These campaigns typically house the field organizing programs, allowing Congressional, State Legislative, and other campaigns to “buy into” the coordinated program. This structure enables smaller campaigns to pool resources with statewide efforts, creating a unified and efficient approach to organizing.

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The Challenge(s) in Texas

Culture and Institutions

Before I dive into the culture and institutions in Texas, I need to make a confession. My field experience is largely outside of Texas. I worked my way through four large statewide field programs, in Missouri, Iowa, and Michigan. As a result, my perspective is shaped by how coordinated programs operated in those states compared to what I’ve observed in Texas.

The cultural and institutional norms in the North and Midwest differ significantly from those in the South. In my experience, the North and Midwest have more powerful institutional leaders—such as state parties, unions, and elected officials—who are able to create more structure and direction among political actors. To be clear, these institutional leaders are more powerful because of the systems in the North and Midwest. I believe these cultural and institutional differences (along with other factors) contribute to how coordinated campaigns in Texas operate differently from their counterparts in the North and Midwest.

Key differences include:

Size - In Missouri’s 2018 campaign, the program had ~125 field organizers or about 1 organizer per 50,000 voters. For comparison, Texas would need 610 field organizers to match that. While hiring that many organizers in Texas may not be realistic or necessary, it highlights how undervalued field organizing has been as an investment in the state. One notable exception was Beto’s 2018 and 2022 campaigns, which built large-scale field operations that successfully mobilized thousands of volunteers across the state. We need consistently large field programs where the institutional knowledge can transfer from cycle-to-cycle.

Paid vs Volunteer - In Missouri, Iowa, and Michigan, our programs relied solely on volunteers. Organizers spent their entire day calling and recruiting volunteers to knock on doors. Since moving to Texas, I haven’t seen a program that operates without paid canvassers or requiring staff to knock on doors themselves part-time.

While paid canvassing has its place in most campaigns, Texas has an untapped pool of volunteer prospects who are simply waiting to be called, trained, and empowered. This cycle, I volunteered in Houston with the Harris for Texas team, which successfully mobilized over 1,000 volunteers in just one month through a volunteer-driven field operation. While inspiring, this experience also highlighted the untapped potential—imagine what a fully resourced field program could achieve, mobilizing tens of thousands of volunteers. We need campaigns to focus on recruiting and empowering these volunteers rather than relying heavily on paid canvassing operations.

Organizer structure - When I was an organizer in 2016 I made a minimum of 300 volunteer recruitment calls a day. That sounds like a lot, and it was, but almost no organizer went without hitting that goal everyday of the campaign. Organizers were given a 26-page Pitch Bible that outlined six pitch commandments. Following this guide and working with coworkers to refine my pitches were some of the best lessons I learned in 2016.

Organizers did 3 rounds of confirms everyday and another round of confirms on the day of a volunteer’s canvass shift. We did check-in calls with our volunteers once they were in the field to make sure they’re doing well but also to pitch them to finish their packet. These training and systems were essential to become an effective organizer. This level of detail in structure is necessary to building a successful program.

Beyond these specific differences, there’s a broader issue of institutional knowledge in Texas. Due to a lack of investment in statewide coordinated campaigns, there’s a noticeable gap in institutional memory among campaign staff. For example, Missouri’s 2018 field team included many veterans of the state’s 2016 coordinated campaign. While retention between cycles is an ongoing challenge everywhere, this type of continuity has been rare in Texas.

Shortage of Staff

Campaigns nationwide struggled to find enough field organizer applicants in 2022 and 2024, but Texas faces unique challenges. There wasn’t a large statewide coordinated campaign in 2024 hiring hundreds of staff, and past cycles often saw staff leave the state after November. This creates a significant shortage of experienced organizing applicants for Texas campaigns.

Additionally, with Texas’ large and growing Latino population—an increasingly critical demographic—organizing efforts must include bilingual staff who can connect effectively with Spanish speaking communities. When Texas finally receives the level of investment it deserves, finding enough staff who reflect the state’s diversity will be a major hurdle.

Size and Cost of Campaigning

While the solutions I propose below don’t directly address this issue, it’s worth acknowledging. Texas is big, I mean real fucking big by population and by geographic size. Just Harris and Fort Bend counties have the population of Wisconsin. Geographically, Texas covers as much land as Iowa, Wisconsin, Pennsylvania, Michigan, and Georgia combined.

This sheer scale makes investing in field operations a logistical and financial nightmare. Past campaigns likely avoided large-scale investments in field not because they didn’t want to, but because they deemed it cost-prohibitive or ineffective without the right vision. An effective coordinated campaign is essential to overcoming these challenges.

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Investing in Organizing Infrastructure

There are a lot of different ways we can invest in turning Texas blue, but my argument is that we need to start with the basics— a fully funded coordinated program that activates volunteers and voters across the state. The program outlined below is aimed to solve three challenges for the next coordinated campaign:

1. Recruit field organizer applicants to staff a large campaign.

2. Identify local and diverse talent to hire and retain for future campaigns and build a team of organizers with institutional knowledge for the future.

3. Train organizer applicants and retain field leadership between cycles.

I’ve written the outline of what this program could be, but obviously the scale of it can change drastically. Admittedly, I was a bit hesitant to publish a full outline of the program for anyone to read. However, I believe in the power of speaking things into existence and if I don’t write this and pitch it to people, who will? We need more ideas published, critiqued and then executed if we are going to turn Texas blue. Flipping Texas is an all hands on deck project.

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Structure & Timeline

Before I dive into the phases of the program and structure, a few disclaimers and definitions.

Disclaimer: These suggestions are based on my experience as an organizer and reflect what I believe can be accomplished on a realistic budget. I have intentionally left out any fundraising component, with the assumption that a well-established organization like the Texas Democratic Party would support this initiative and provide the necessary funding.

Target Audience: While these training cohorts are primarily designed for students, I strongly encourage additional effort and input to expand outreach to non-traditional organizers, such as those already in the workforce who are passionate about the mission.

Cohorts: A cohort is defined here as a group of organizers undergoing training together. Each cohort should consist of 30-40 organizers, depending on the available budget. The ideal duration for a cohort is 4-6 weeks, providing sufficient time for both foundational training and practical experience.

This plan envisions three separate cohorts, which would collectively train 90-120 organizers. Below, we’ll outline in more detail what the 4-6 weeks of training will entail.

Phases of program

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Staffing

To successfully execute this program, the staffing team must achieve three key objectives:

1. Recruit organizers

2. Train organizers

3. Retain organizers in a pipeline to be hired by the Coordinated (statewide) campaign.

If this program is not funded by a Party or PAC with a long-term funding commitment, fundraising will also be a critical task to ensure the program’s success.

Proposed Staffing Plan

Here’s a smaller-scale staffing plan, including key roles and responsibilities:

Job Description(s)

1. Program Director

   1. Oversee the day-to-day operations of the program, including managing the budget and hiring both coaches and the Training Director.

   2. Provide training and management for coaches and the Training Director to ensure a cohesive team.

   3. Develop and implement a recruitment plan, outlining the strategies, timelines, and methods for recruiting organizers.

   4. Design and execute a selection and onboarding process for organizers.

   5. Maintain and strengthen relationships with partners, consultants, and other stakeholders.

   6. Assist in the creation and execution of the training cohorts.

2. Training Director

   1. Design and develop the materials and curriculum for the training cohorts.

   2. Oversee the day-to-day execution of training sessions and ensure cohort goals are met.

   3. Build and maintain an alumni pipeline, tracking the progress of organizers post-program and focusing on retention and placement into campaigns.

3. Coaches

   1. Provide direct training and mentorship for organizers during the training cohorts.

   2. Maintain ongoing relationships with organizers post-cohort to ensure their long-term success.

   3. Support the Program Director with recruitment activities, including interviewing organizer applicants.

   4. Assist in the execution of training cohorts by delivering hands-on guidance and feedback to cohort members.

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Training

The training for each cohort should be designed to achieve three key objectives:

1. Provide real-world organizing experience to cohort members.

2. Prepare cohort members to excel as organizers in fast-paced campaign environments.

3. Foster a strong, empowering cohort culture that builds confidence and collaboration.

Turnover rates in field campaigns are notoriously high. In my experience, nearly half of new hires leave within the first month or two. This high turnover disrupts campaign operations, reduces morale, and limits a field program’s potential to succeed. By engaging cohort members in several weeks of organizing work, they can assess whether organizing is the right fit for them. The program’s structure ensures participants are well-prepared and fully informed about the expectations of the role before joining a campaign team.

Training Schedule

The training schedule includes five initial days of intensive learning followed by practical fieldwork in Weeks 2 through 5. The recap and debrief process concludes the program. Below are detailed suggestions based on my organizing experience. A focus on volunteer recruitment and accountability to daily goals will be critical in creating well-prepared, effective organizers. *Disclaimer: I use a ton of campaign jargon below, apologies in advance!

5-Day Training Top-Lines

• Understand the progressive field movement: Explore its history and the measurable impact field organizing has on campaigns.

• Volunteer recruitment training:

  • Group breakouts to practice.

  • Write your own pitch.

  • Call time at the end of the day to recruit for an event and practice.

  • Retrain at least once more before the week is over.

• Confirm-call training:

  • Highlight the importance of confirmation calls to ensure volunteer completion.

  • Provide checklists for hard-shift pitches and best practices.

• Direct voter contact (DVC):

  • Gain experience knocking on doors and making phone calls.

• Train the trainer:

  • Teach members how to conduct DVC trainings for volunteers.

  • Develop skills to manage and lead volunteer training sessions effectively.

Organize Volunteer Canvasses: Weeks 2–5

During this phase, cohort members transition to real-life organizing tasks, mirroring the responsibilities they will handle on campaigns:

Set and achieve goals:

• Daily call goals: Minimum of 200 dials reported and coached toward every day.

• Shift recruitment and door-knocking goals: Weekly goals ensure consistent progress.

Volunteer recruitment and management:

• Focus primarily on recruitment calls but integrate text messaging and other outreach methods.

• Launch canvasses and phonebanks with volunteers.

Coaching and accountability:

• Coaches act as traditional Regional Field Directors during this period.

• Tasks include writing daily “path-to-goal” emails, conducting weekly one-on-one meetings, and leading daily check-ins to review goals, challenges, and successes.

Recap and Debrief Objectives

The final stage of the program focuses on reflection, feedback, and preparing cohort members for their next steps:

1. Celebrate successes: Acknowledge and highlight program achievements, both at the cohort and individual levels.

2. Gather feedback: Solicit input from coaches, cohort members, and stakeholders to identify strengths and areas for improvement.

3. Outline next steps: Provide clear guidance to cohort members, including:

   • Follow-up meetings and mentorships to sustain growth and connection.

   • Placement into campaigns to ensure continued progress.

   • Ongoing support and resources for professional development.

This structured training ensures participants leave with the confidence, skills, and experience needed to thrive as organizers, while also building a sustainable pipeline of campaign talent.

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Recruitment

Recruiting a diverse and talented pool of organizers is critical to the success of this program. While the steps below offer a starting point, further refinement and innovation are needed to ensure a comprehensive strategy. Special attention should be given to reaching non-traditional applicants—individuals who may already be in the workforce, are not recent college graduates, but are passionate about advancing progressive values.

College Campuses

Leveraging college campuses is a natural first step to identify and engage potential organizers:

• Engage academic networks: Build relationships with professors, alumni, political groups, and clubs to share information about the program.

• Tabling: Set up tables outside political science and other relevant classes to connect with students interested in politics.

• Host information events: Organize on-campus sessions to present the program and answer questions.

• Prioritize HBCUs and community colleges: Focus on institutions that can provide a more diverse pool of applicants.

Partner with Local Organizations

Local Democratic entities and advocacy groups can help amplify recruitment efforts:

• Tap into Democratic networks: Collaborate with local Democratic parties, clubs, and organizations to distribute applications.

• Work with local leaders: Encourage local candidates, elected officials, and other influential figures to promote the program through their networks.

Relational Recruitment

Personal networks are often the most effective way to reach motivated individuals:

• Social media amplification: Require every accepted applicant to share the program on their social media channels with an application link.

• Peer referrals: Encourage applicants to share the listing with at least five people in their network who might be interested or know someone suitable for the program.

What’re some other ideas you have on recruiting diverse organizers? Put your ideas in the comments section below.

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Cost

The proposed budget below outlines the financial requirements to launch this program. While it’s not an expansive plan, it would be sufficient to staff 20%-40% of a statewide field team (~100 organizers). This budget excludes several important expenditures, such as software, food, housing, or advertising costs. Additionally, there is no allocation for hiring consultants or experts with experience in similar initiatives, which could be a valuable addition to ensure the program’s success.

Staff overhead

Note: This overhead already has 20% added for salaries covering healthcare and taxes. It does not have any gas, food, etc. reimbursement accounted for.

Cohort Cost

Key Assumptions:

• A 15% buffer has been added to cohort pay to cover salaries and benefits.

• Cohort members are compensated at $15/hour.

• Basic cohorts consist of 30 members, with a ratio of 10 members per coach.

• Advanced cohorts consist of 40 members, with a ratio of 13-14 members per coach.

• The program assumes the implementation of three separate cohorts

Rationale for Budgeting

The budgets included here provide a ballpark estimate, serving as a foundation for more detailed planning. Additional expenditures—such as training tools, technology platforms, and consultant fees—should be considered in a more comprehensive plan.

Investing $1 million in the off-season to recruit, train, and establish crucial organizing infrastructure should be a no-brainer, especially in a state where the 2024 Senate candidate raised over $100 million. For Texas to achieve its long-term goal of flipping blue, this type of infrastructure is not optional—it’s essential.

My hope is that someone reading this has the resources, or knows someone who does, to fund a program like this. Every dollar spent on infrastructure like this will yield dividends in building the kind of lasting political movement Texas needs.

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Next Steps

If you’ve made it this far, you’re likely as passionate as I am about transforming Texas into a battleground state. The roadmap outlined here is just the beginning, but its success depends on people like you—activists, organizational leaders, elected officials and everyday Texans committed to making real change. So, what’s next? Below, I’ve broken down action steps tailored to different folks.

For Texas Activists

• Advocate for Change at the State Party Level

  • Push for this type of organizing program to be part of the conversation as Texas Democrats choose their next state party chair.

  • Call for the state party to prioritize fundraising and investments in long-term infrastructure projects like this.

• Engage Your Networks

  • Share this idea with your friends, colleagues, and fellow activists. Encourage discussions about how programs like this can transform our organizing culture.

  • Organize meet-ups to discuss these ideas and identify collective next steps in your local community.

For Leaders in Progressive Organizations

• Be a Champion for Investment

  • Advocate within your organization for this program to become a priority. Push for funding and resources to help make it a reality.

  • Use your platform to bring attention to the need for field infrastructure and why it matters for turning Texas blue.

• Form Coalitions

  • Partner with other organizations to create a united front. Together, coalition partners can advocate, fundraise, and execute a program of this scale.

  • Collaborate with local Democratic clubs, unions, and grassroots groups to expand recruitment and reach underserved communities.

• Lead by Example

  • Begin incorporating these ideas into your own organization’s initiatives. Build programs that recruit, train, and retain local organizers.

For Everyone

• Share and Discuss

  • Spread the word! Share this document with your network and initiate conversations about the importance of investing in long-term infrastructure.

• Reach Out

  • Let’s continue the conversation. If you have ideas, feedback, or want to discuss how you can help, email me directly at Leviasher15@gmail.com.

Share this substack with your network to help start conversations about the importance of building long-term infrastructure in Texas.