I don’t need to see your turnover data to know where the problem is—it’s at the entry-level.
And if you’re using temp pools? It’s even worse. So, let’s stop dancing around it and attack the real pain point in your company: entry-level roles.
We’re not going to overhaul your entire company overnight. Instead, we’ll start small, incubate change, and learn from it.
The key? Flexibility—right where it matters most. This is your bloodline, where your future supervisors and next-generation leaders come from. Get it right here, and it sets the tone for everything else.
Here’s how we do it: stop selling the same tired job descriptions—“40 mandatory hours, 3 days off in four months.”
What if you offered something real? Something that actually pulls people in. Imagine a job where workers can take a half-shift off to go to the doctor, fix their car, or make it to their kid’s soccer game—things white-collar workers do all the time.
So why not offer that same flexibility?
Let’s make it happen. Allow workers to take half-shifts, offer an extra unpaid day off—paid, if you can make it work. But here’s the truth (we use this phrase a LOT): it’s not about paid vs. unpaid—it’s about the freedom to handle life’s unexpected moments.
People want more than just a paycheck. They want the flexibility to manage their lives, and when you offer that, they’ll come to you. And not just more candidates, but better ones.
The kind of people who want to stick around.