“I can’t find good workers that last...”

Manufacturers and distributors are stuck in a revolving door of new hires, failing to meet production, and losing workers.

Someone has to call out the elephant in the room.

Today’s workers are demanding – loudly – to work differently…

“How are you able to retain workers when no one else can...”

It’s simple. We all know what the $20/hour worker wants, but you don’t have the time, resources, or budget to offer. That’s what MyWorkChoice does – give workers what they want, and deliver the workforce you need.

Tools & Technology:

View and control their shifts, for when life happens.

Digital Onboarding:

Easy online application means getting hired fast.

Employee Feedback:

Surveys that make workers feel heard and valued.

Train & Upskill

Career growth opportunities to keep them long-term.

Benefits:

Access to affordable health, dental & vision plans.

Same-Day Pay:

Fast access to their earnings, keeping them motivated.

“Workers really want…choice.”

We know what the $20/hour worker want:

Drop and swap shifts, volunteer for overtime, and get schedule options.

That’s what MyWorkChoice does.

We build a separate customized workforce with “quality workers that last.”

“How do you build a reliable, entry-level workforce?”

Our goal is to deliver a long-term reliable workforce that easily integrates into your operation without changing a thing.

Step 1: Identify

Identify entry-level departments with the highest turnover and absenteeism.

Step 2: Hire

We hire an exclusive W-2 workforce with an MWC On-site handling new hires and payroll.

Step 3: Fill Shifts

We seamlessly integrate with your existing schedules, training, and operation.

“What custom workforce is best for my facility...”

Based on your needs, we build the right community of MWC workers, so that you get shift done without disruption.

Temp to Hire Workforce

Modified Workforce

On-Demand Workforce

GE Appliances Modified Workforce

The Problem:

GE Appliances struggled to recruit more than 2-3 workers a week in Fabrication, Assembly, and Warehousing, causing daily production rates to fall below 60%.

The Solution:

In just 90 days, we hired over 500 workers for high-turnover departments, creating a long-term workforce of full-time employees supported by a trained backup pool.

The Results:

MyWorkChoice replaced three staffing agencies and took over GE Appliances’ direct-hire pipeline. Their daily production is now over 90% and we have a retention rate 18 times higher than previous direct hires.

Saddle Creek Logistics On-Demand Workforce

The Problem:

Saddle Creek Logistics in Harrisburg, NC needs 250 workers for ten days and only 25 for the rest of the month, causing constant hiring and training cycles.

The Solution:

MyWorkChoice created an on-demand workforce of over 500 part-time workers, including teachers, college students, semi-retirees, and stay-at-home parents –

all looking for consistent monthly earnings.

The Results:

Three years after building their workforce, we continue to have an average daily fill rate of 98%… with the same workers returning every month, year after year.

Stanley Black & Decker Temp-to-Hire Workforce

The Problem:

Stanley Black & Decker’s California facility experienced a 488% turnover rate every 10 weeks in Assembly and Forklift, due to temp workers leaving only six weeks after starting.

The Solution:

We built a temp-to-hire workforce by offering same-day pay, virtual hiring & onboarding, constant surveys, cross-training, and optional overtime.

The Results:

70% of MWC workers make it to permanent hire and beyond, providing Stanley Black & Decker with the stable pipeline of new hires they need.

GE Appliances: Modified Workforce

GE Appliances Modified Workforce

The Problem:

GE Appliances struggled to recruit more than 2-3 workers a week in Fabrication, Assembly, and Warehousing, causing daily production rates to fall below 60%.

The Solution:

In just 90 days, we hired over 500 workers for high-turnover departments, creating a long-term workforce of full-time employees supported by a trained backup pool.

The Results:

Saddle Creek Logistics: On-Demand Workforce

Saddle Creek Logistics On-Demand Workforce

The Problem:

Saddle Creek Logistics in Harrisburg, NC needs 250 workers for ten days and only 25 for the rest of the month, causing constant hiring and training cycles.

The Solution:

MyWorkChoice created an on-demand workforce of over 500 part-time workers, including teachers, college students, semi-retirees, and stay-at-home parents –

all looking for consistent monthly earnings.

The Results:

Three years after building their workforce, we continue to have an average daily fill rate of 98%… with the same workers returning every month, year after year.

Stanley Black & Decker: Temp-to-Hire Workforce

Stanley Black & Decker Temp-to-Hire Workforce

The Problem:

Stanley Black & Decker’s California facility experienced a 488% turnover rate every 10 weeks in Assembly and Forklift, due to temp workers leaving only six weeks after starting.

The Solution:

We built a temp-to-hire workforce by offering same-day pay, virtual hiring & onboarding, constant surveys, cross-training, and optional overtime.

The Results:

70% of MWC workers make it to permanent hire and beyond, providing Stanley Black & Decker with the stable pipeline of new hires they need.

GE Appliances Modified Workforce

The Problem:

GE Appliances struggled to recruit more than 2-3 workers a week in Fabrication, Assembly, and Warehousing, causing daily production rates to fall below 60%.

The Solution:

In just 90 days, we hired over 500 workers for high-turnover departments, creating a long-term workforce of full-time employees supported by a trained backup pool.

The Results:

Saddle Creek Logistics On-Demand Workforce

The Problem:

Saddle Creek Logistics in Harrisburg, NC needs 250 workers for ten days and only 25 for the rest of the month, causing constant hiring and training cycles.

The Solution:

MyWorkChoice created an on-demand workforce of over 500 part-time workers, including teachers, college students, semi-retirees, and stay-at-home parents –

all looking for consistent monthly earnings.

The Results:

Three years after building their workforce, we continue to have an average daily fill rate of 98%… with the same workers returning every month, year after year.

MyWorkChoice has worked perfectly to give employees the work-life balance they need.”

Bill Good
VP of Supply Chain at GE Appliances

GE Appliances Modified Workforce

The Problem:

GE Appliances struggled to recruit more than 2-3 workers a week in Fabrication, Assembly, and Warehousing, causing daily production rates to fall below 60%.

The Solution:

In just 90 days, we hired over 500 workers for high-turnover departments, creating a long-term workforce of full-time employees supported by a trained backup pool.

The Results:

Saddle Creek Logistics On-Demand Workforce

The Problem:

Saddle Creek Logistics in Harrisburg, NC needs 250 workers for ten days and only 25 for the rest of the month, causing constant hiring and training cycles.

The Solution:

MyWorkChoice created an on-demand workforce of over 500 part-time workers, including teachers, college students, semi-retirees, and stay-at-home parents –

all looking for consistent monthly earnings.

The Results:

Three years after building their workforce, we continue to have an average daily fill rate of 98%… with the same workers returning every month, year after year.

Stanley Black & Decker Temp-to-Hire Workforce

The Problem:

Stanley Black & Decker’s California facility experienced a 488% turnover rate every 10 weeks in Assembly and Forklift, due to temp workers leaving only six weeks after starting.

The Solution:

We built a temp-to-hire workforce by offering same-day pay, virtual hiring & onboarding, constant surveys, cross-training, and optional overtime.

The Results:

70% of MWC workers make it to permanent hire and beyond, providing Stanley Black & Decker with the stable pipeline of new hires they need.

MyWorkChoice has worked perfectly to give employees the work-life balance they need.”

Bill Good
VP of Supply Chain at GE Appliances

Where We Operate

We’re more than a product—we’re your partner. With teams across the US, we’re on-site at your facility to manage all entry-level MWC workers.

“So how much does this cost...”

Hire Directly

FREE

We don’t charge any conversion fees when you want to hire MWC workers.

Markup

34-36%

Pay only for the hours MWC workers work.

MWC On-Site

INCLUDED

On location management of MWC program.

Frequently Asked Questions

How do we give flexibility to hourly temp workers when we’re already struggling with headcount?

We get it. Everyone is talking about flexibility, but nobody is delivering the results you need.

But we've got a solution that makes it work for everyone. 

Here’s how it works: 

MWC build a separate workforce to prove the model works. No changes to your current policies or operation.

Once you see how much your fill rates, retention, and productivity improve, we can start talking about how you can bring some of the same benefits to your own workforce.

Here’s some of the things we do:

Easy Scheduling: Workers can view their schedule on the MyWorkChoice App day or night. They can drop a shift, swap for another day, or even volunteer for overtime.
Attendance: MWC workers are given a Reliability Rating that keeps track of how dependable a worker is. Are they showing up on time and working the shifts that they are assigned. We promote a culture of “with great power (flexibility) comes great responsibility.” It’s the anti-point system that works.
Surveys: Constantly checking in with workers to find out what’s working, and what isn’t. Not only does this give us invaluable feedback, it makes workers feel seen and heard.
Keep Tabs Anywhere: Supervisors can log into our Client Portal anytime to see who's coming in, who's calling out, and who’s backfilling. It's all there, 24/7.

Offer the flexibility workers want and keep everything running smoothly. Problem solved. 

How does your billing work?

Our model is simple. You're only billed when the process works. Hours are counted when a worker from your extended workforce is actively clocked in and working. There are no startup fees, recruitment costs, or conversion fees. You only pay for the labor you actually use.

How long does it take to get started?

The time it takes to get started can vary depending on your specific needs. Typically, you can expect to be up and running within 3-4 weeks, from initial consultation to full implementation.

What industries do you service?

We have 35 years of experience in light industrial, manufacturing, and distribution. We’ve partnered with market leaders such as GE Appliances, Stanley Black & Decker, and Saddle Creek Logistics. Curious if we could help in your business?  Schedule a free consultation.

Does my team have to post schedules and manage backfills?

No. Your dedicated MyWorkChoice Community Manager posts schedules in the app for you. We handle schedule changes, cancelations, and overtime requests as well. Our Automated Backfill Technology™ takes care of filling any open shifts created in the app 24/7.

Can I see who is scheduled for every shift?

Yes. Supervisors can access the Client Portal on desktop or mobile anytime to see:   

Worker schedules by department, position, and shift start time.
Worker details such as Total Hours Worked, Shifts Dropped, and who’s covering for any open shifts. 
Details about each worker, such as Star Rating, Approved Skills/Positions, and Total Hours in each department. 
Real-time data of workers who are in the facility and clocked in.

The Client Portal is a critical part of ensuring operational efficiency by knowing who is showing up before a shift starts. 

Are your workers 1099 or W-2?

At MyWorkChoice, we firmly believe in the importance of W-2 employment. That's why all our employees are W-2 workers, ensuring they receive the benefits and protections they deserve. By classifying workers correctly, we build a reliable workforce that's protected and covered—for them and for our clients.