“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.
Retain Workers with Flexible Workforce Solutions
Struggling with high employee turnover?
Today’s hourly workers want more than just a paycheck—they want flexibility. The freedom to drop or swap shifts, pick up extra hours, and control their schedules.
MyWorkChoice provides customized workforce solutions that give workers the flexibility they want while filling the shifts you need to meet production.
“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
- Best for Manufacturers
- Needs Full-Time Workers Open to Direct Hire
Hybrid Workforce
- Best for Hybrid Manufacturing & Supply Chain Facilities
- Needs Full-time Workers & Pool of Fill-Ins
On-Demand Workforce
- Best for Distribution Facilities
- Needs Drastic Fluctuations in Headcount
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
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
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.
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:
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.
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.
How do we build a reliable, entry-level workforce for you?
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.
“So how much does this cost...”
Hire Directly
FREE
We don’t charge any conversion fees when you want to hire MWC workers.
- Retain Reliable Workers
- Hire Directly Fast
- Training Cost Savings
Markup
34-36%
Pay only for the hours MWC workers work.
- Reduce Labor Costs
- Cut Overtime Expenses
- No Recruitment Fees
MWC On-Site
INCLUDED
On location management of MWC program.
- Onboards New Hires
- Handles HR Issues
- Manages Payroll
Frequently Asked Questions
Todd Talks
Todd Warner President of MyWorkChoice
Todd Talks: Learn from the Industry Expert
“We wouldn’t have been able to make it through this year without MyWorkChoice.”
Katy VP of Human Resources at QBP
