Workforce Inclusion

“I’ve always seen myself as an underdog, which is why I’m passionate about empowering others like me through youth advocacy— uplifting people and reminding them that they, too, can be big in their own way.”

Erica Barnes has always been a force of nature, whether on the basketball court, in her time as a probation officer at a youth detention center, or now as a Workforce Inclusion Supervisor at PRIDE Industries. Her journey is one of transformation and a deep commitment to empowering others.

How Basketball and Family Shape a Lifetime

Growing up, Erica didn’t realize she was a gifted athlete until a friend invited her to play basketball in elementary school.

“From that day on, my life changed,” Erica said. “I wasn’t like other kids who hung out or dated—I was always practicing. At one point, I ran stadiums every day before school.”

Her dedication paid off.

“My dad and basketball instilled a lot of work ethics in me,” said Erica. “It’s how I got into the University of Arizona and then eventually in 2014 continued my professional basketball career overseas.”

But Erica’s passion extended beyond the court. Inspired by her father and uncle, both probation officers, she transitioned into youth advocacy.

From Athlete to Advocate

After returning to Sacramento, California, Erica became a probation officer at a youth detention facility.

“Since childhood, I’ve been passionate about working with youth, especially those who are justice-impacted or at risk,” she said. “Basketball shaped me into the woman I am today, and it helped me discover purpose in youth advocacy and giving back to my community.”

Her career took an unexpected turn during defensive tactics training when she sustained an injury that led to auditory processing disorder (APD).

“My life changed forever after the injury,” Erica said. “I had to relearn how to care for myself and be gentler with my body, mind, and spirit.”

Finding a New Purpose at PRIDE Industries

After her injury forced Erica to make major changes in her life, she discovered a new way to make an impact, one that would change not only her career but her sense of belonging. A recruiter introduced Erica to PRIDE Industries.

“Joining PRIDE Industries was a breath of fresh air,” Erica said. “The support and love, especially from my director, Andrea Rogozinski, made me feel at home. They were so understanding while I was going through audiology appointments, telling me, ‘You’re in control of your calendar.’ I’d never experienced that before, and it was such a shock, in the best way.”

Her dedication didn’t go unnoticed. Within two years, Erica advanced from Employment Specialist to Workforce Inclusion Supervisor, leading initiatives that empower youth with disabilities.

“I feel supported, I feel seen, and I can be me. We all have a light, and I’m able to be me and shine my light on others.”

Erica expanded her passion for youth advocacy by helping plan and execute PRIDE Industries’ Career Launchpad Summer Camp. As a mentor and guest speaker at the camp, Erica helped inspire more than 100 high school campers with disabilities, who had come to explore career readiness and post-secondary pathways.

“Helping Andrea bring our vision to life was incredible,” said Erica. “From planning to graduation, I felt like I was on cloud nine. Seeing the impact on the youth—the way it truly changed them—was beyond rewarding.”

Unfortunately, Erica’s journey took another turn when her stepmother passed away in a car accident just two months after she joined PRIDE Industries. But that never stopped Erica; in fact, it pushed her further.

“Losing her ignited something in me, it gave me my voice,” Erica said. “I was shy before, but now you can’t get me to be quiet. Her passing gave me even more purpose.”

A Growing Career in Youth Advocacy

Drawing strength from the passion of her stepmother, the mentorship of her father, and the work ethic of basketball, Erica continues to work hard in her support of youth. She sees a bright future for PRIDE Industries’ YES! Program, a service that supports opportunity youth in Sacramento and Placer counties, enabling them to gain the skills they need to succeed in their chosen careers and to live independently.

“I see our YES! Program and team continuing to grow and I’m excited to be a part of that,” she said.

“I want to help, heal, and support youth. Life can be tough, but you can’t give up. Success is possible, and there are people here to help you.”

Her message to youth is simple yet powerful.

“I hope my story empowers and inspires you. You have a light—let it shine.”

As a military veteran and recruiter at PRIDE Industries, Elijah Harris is dedicated to veteran readiness and employment for fellow veterans and people with disabilities. But the journey that brought him here was not a straight path—an experience that many veterans can relate to.

“I just wanted a chance to prove myself and help others who’ve walked the same road I have. I know what it’s like to feel lost after leaving the military, and I want to be the person who helps others find their way.”

Service Shapes Purpose

Inspired by his older brother, who served in the Navy, Elijah felt a calling to enlist.

“At first, I wanted to go into the Navy with him, but I decided to join the Army instead. I wanted to leave California and see a different part of the world.”

In January 2015, Elijah began his service as a 92 Yankee Unit Supply Specialist at Joint Base Lewis-McChord, serving in the 1-14 Cavalry, First Brigade, Second Infantry Division until 2018. His role involved managing military equipment worth thousands of dollars, an experience that built discipline and leadership, and laid the foundation for Elijah’s future in veteran readiness and employment.

“Some think that because you have a disability, you can’t do the job. But at PRIDE Industries, we know that’s not true. Veterans bring leadership, resilience, respect, and integrity to the workplace”

—Elijah Harris

From GI Bill to Career in Veteran Readiness and Employment

When Elijah left the service, he knew he wanted to help others. But like many veterans, he faced unexpected challenges.

“When I got out, I wanted to go straight into work. But resume building and interviewing were not skills the military or high school taught me,” Elijah shared. “I also didn’t know how to translate the skills I learned in the Army into skills for the civilian workforce.”

Elijah decided to use the GI Bill to go to college after his service. After earning his degree in history from Sonoma State University, Elijah began working as the African American and Veteran Outreach Recruitment Counselor for the university. This role allowed him to connect with other veterans, and fueled his interest in veteran readiness and employment.

“As a recruiter for Sonoma State, I grew this passion to help veterans because I knew where I was when I got out of the military. I knew how lost I was. I didn’t know what I wanted to do, and I felt like I was just running around like a chicken with its head cut off.”

Veteran Readiness and Employment at PRIDE Industries

It was his passion for helping other veterans that led Elijah to PRIDE Industries, which he discovered through LinkedIn.

“I looked up what the mission statement was and immediately said yes,” he said. “Seeing their dedication for veterans and people with disabilities, I thought, ‘Wow, maybe I should think about applying.’”

Alongside hundreds of other veterans seeking employment, Elijah attended PRIDE Industries’ annual Hire A Veteran Day event.

“I went to the event and immediately got an interview,” Elijah said. “I then met the whole team there. I knew right away that PRIDE Industries was different.”

Elijah was hired as a recruiter for a contract made possible by AbilityOne, a program that provides employment for people with disabilities on federal government projects. Based at PRIDE Industries Career Hub in Citrus Heights, this role was a great fit for Elijah, allowing him to combine his military experience, education, and passion for veteran readiness and employment.

“Some companies say they want to hire veterans, but they don’t always live up to that promise. I applied to many jobs and got many turndowns.”

Elijah now helps other veterans navigate these same challenges, enabling them to realize their full potential.

“It just takes one person to talk to you and say, ‘Hey, this is the right way to go.’ I wanted to be that person for others.”

Elijah’s Message to Veterans and Employers

Elijah has a message for any military veterans struggling to find work.

“Seek out resources, attend stand-down events, and connect with veteran-friendly hiring organizations like PRIDE Industries.”

Attending PRIDE Industries’ Hire A Veteran Day event last year was a turning point in Elijah’s career. This year, he was back at the event, helping other veterans navigate the hiring process in his role as a recruiter.

“It was surreal to be on the other side, knowing I could make a difference in a veteran’s life. Employment is so important, especially with the cost of living rising. To be an advocate and help others get jobs brings me a lot of pride,” Elijah said.

For recruiters and employers, his advice is clear.

“Do your research on veterans and people with disabilities. These people have sacrificed so much. Take the time to understand their experiences and skills.”

He also speaks candidly about the misconceptions that often hold employers back.

“Some think that because you have a disability, you can’t do the job. But at PRIDE Industries, we know that’s not true. Veterans bring leadership, resilience, respect, and integrity to the workplace.”

An Employment Partner You Can Rely On

Whether you’re a veteran seeking career growth or an employer ready to tap into the veteran workforce, PRIDE Industries is here to help. Contact us today to learn more.

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When Anthony (Tony) Weathersbee walked into a veteran job fair hosted by PRIDE Industries in El Paso, Texas, he didn’t expect it to change his life. A U.S. Army veteran, Tony had already held several jobs while hiding his disability acquired while in the service. But it was a conversation with a friend and a bit of encouragement that led him to PRIDE Industries, where he now thrives as an HVAC Technician.

“I didn’t even want to go to the fair that day,” Tony said. “I was working and super busy. But a friend that worked at PRIDE Industries kept telling me I should apply. So, I finally did.”

The Hidden Struggles of Transitioning Veterans

Tony’s journey to PRIDE Industries is a story of perseverance. Inspired by his stepfather, a Vietnam veteran, Tony joined the Army as a dental lab technician. He cross-trained as a dental assistant and combat medic, crafting dental crowns and bridges for fellow soldiers. But a serious injury during jump school at Fort Benning changed everything.

“I hurt my neck, back, and shoulder,” he recalled. “It was the beginning of a long road.”

After his discharge, Tony faced the hidden challenges many veterans know too well, finding meaningful work while managing chronic pain. “I didn’t want to be treated differently,” he said. “So I felt I had to hide my injuries just to get by.”

He held jobs as a truck driver, a police officer, and an oil field worker, rising to safety director, all while managing the lingering effects of his injuries. “It was tough,” he said. “I was in pain, but I kept going. Keeping my injuries a secret.”

Meeting PRIDE Industries at a veteran job fair marked a turning point in Tony’s career journey.

Veteran Job Fair Launches New Mission

Tony was quickly drawn to PRIDE Industries’ mission to support veterans and people with disabilities. “I walked in, and it just felt right,” Tony said. “The structure, the mission, the support for veterans; it reminded me of the military.”

Today, Tony is thriving as an HVAC Technician at PRIDE Industries working at Fort Bliss Army Base in Texas. In this role, he’s been able to apply many of the skills he developed during his military service, such as discipline, adaptability, and teamwork, to excel in a fast-paced, mission-driven environment, while earning a competitive wage.

“It’s nice to know that you work for a company that will take care of you and that understands the problems you face, and I see that with a lot of veterans here,” Tony shared. “Some of them have mental health challenges or disabilities but they are able to be open about that and get the support they need.”

For Tony, the reassurance that he no longer has to hide his disabilities has been life changing. He’s found a workplace where his strengths are recognized, his service is honored, and his well-being is prioritized.

Finding Community Among Veterans

Tony found more than a job; he found a community.

“There are a lot of other veterans here,” he said. “It’s nice to work alongside people who understand your experience and know what you’re going through. With so many veterans working here and veterans with disabilities, it feels like a family.”

He also appreciates the understanding that PRIDE Industries offers. “The supervisors are supportive,” he said. “They put you and your family first. If you need help, they’re there for you.”

With natural ambition, Tony is already thinking about what is next. “PRIDE Industries encourages you to move up and grow your career,” he said. “There are programs to help you do that.”

His advice to other veterans seeking sustainable employment?

“Don’t give up. Talk to someone. Ask for help. Find a place like PRIDE Industries that sees your abilities, not your disabilities.”

Liquidation Company Finds Staffing Solution for Warehouse Positions

RL Liquidators is one of the largest liquidation companies in the western United States, but still had trouble filling warehouse positions. The company processes thousands of overstocked and returned products from retailers every day, receiving over eight thousand truckloads of products annually across four national distribution centers, and selling the products through its own retail channels.

The Challenge: Filling Critical Warehouse Positions

In 2024, RL Liquidators was experiencing rapid growth, opening warehouses and retail outlets throughout California. But it had a hard time filling and retaining warehouse positions in the face of an industry-wide labor shortage.

A recent survey by logistics software provider Descartes found that 76% of supply chain and logistics leaders in North America and Europe are experiencing notable workforce shortages, with 37% characterizing the shortage as high to extreme.

“Warehouse positions can be hard to fill. I have many people that come in here and already don’t want to be here,” said Michael Pizarro, Vice President of Operations at RL Liquidators. “We would have employees show up late or already be looking for their next job, with no investment in the work.”

Pizzaro and his team felt the effects of high turnover and the impact on productivity.

“Turnover is expensive. Searching for that labor affects the bottom line and that is money we’ll never get back,” he said.

Turning to temp agencies and exploring other traditional hiring channels proved to be ineffective. Despite its efforts, the company had trouble finding employees who had the drive and motivation to fill open warehouse positions.

The Solution: Finding a Productive and Reliable Team in People with Disabilities

At the core of RL Liquidators’ business model lies a commitment to helping others, demonstrated by its mission to make essential goods affordable to those who need them most.

Recognizing an opportunity to align their staffing needs with their values, RL Liquidators saw potential in partnering with PRIDE Industries, an organization with the mission to create employment opportunities for people with disabilities.

“Our recruiter made the connection with PRIDE Industries, and we couldn’t have been more thrilled, because that’s always been what the company is built on—helping others,” said Pizarro.

PRIDE Industries offers a specialized workforce solution that proved to be a great fit for RL Liquidators: supported work groups. These groups, which are strategically placed within a business, are comprised of three employees with disabilities and an employment coach. As the employer of record, PRIDE Industries manages all critical employment functions—including recruitment, hiring, training, payroll, supervision, and quality control—which effectively reduces the administrative burden for partner companies like RL Liquidators.

At RL Liquidators, the PRIDE Industries work groups are responsible for sorting, inspecting, and organizing products to help maintain the integrity of the liquidation process. Employing people with disabilities in partnership with PRIDE Industries has strengthened RL Liquidators’ workforce and made many of these processes more efficient.

“Some of the most productive employees are people with disabilities,” says Vladimir Fonsi, a PRIDE Industries Employment Coach working at RL Liquidators. “They work hard. They go out of their way to show that they are productive and hardworking. They don’t have to prove it to us for long because their work ethic is clear from the start.”

The work groups have proven to be an ideal staffing solution, enabling RL Liquidators to fill its vacant warehouse positions with skilled, productive employees.

Izzy Yiznitsky, another PRIDE Industries Employment Coach at the site, has witnessed the impact.

“I have seen how my team alone has increased productivity, and I know that’s what many companies like RL Liquidators are looking for,” she said.

The Results: Inclusive Hiring Eases Warehouse Labor Shortage

RL Liquidators has experienced the positive impact of inclusive employment practices. By offering employment opportunities to individuals with disabilities, it has built a reliable team, increased productivity, and decreased turnover.

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly,” said Pizarro. “It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

As its operations have grown, RL Liquidators has expanded its partnership with PRIDE Industries to keep up. Today, a collaboration that began with a single work group has expanded to include four work groups, with a total of 12 employees and four dedicated coaches. Having this reliable labor solution has enhanced the company’s operational capacity and enabled its growth.

Services Provided

Receiving merchandise
Sorting products
Palletizing for distribution

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly. It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

— Michael Pizarro, Vice President of Operations at RL Liquidators

Reasonable accommodations for employees of all abilities are taking their place as vital components of a thriving, competitive business. Why? Because strategically incorporating accommodations can offer several business benefits. Before we delve into them, what, exactly, is a “reasonable accommodation”?

What is a Reasonable Accommodation?

According to the Americans with Disabilities Act (ADA), a reasonable accommodation is “any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.” The definition goes on to specify that “accommodations are considered ‘reasonable’ if they do not create an undue hardship or a direct threat.”

But the thought of implementing reasonable accommodations still scares some employees—to their loss.

A Myth That Needs Busting

Fear surrounding accommodations for employees with disabilities is largely based on the myth that they’re expensive. They’re not. Over half of surveyed employers report that accommodations cost nothing, while 37 percent report a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expense. Here, we detail the top six business benefits of offering accommodations for employees.

Attracting and Retaining Valuable Employees

Offering reasonable accommodations gives businesses a competitive edge by demonstrating a commitment to diversity and inclusion as well as employee well-being. Potential employees—with or without disabilities—are more likely to choose employers who foster a welcoming and supportive work environment. Providing accommodations also improves employee retention, which is crucial considering the prevalence and high cost of turnover. A 2019 Gallup survey reported that employee turnover costs U.S. businesses $1 trillion per year. A 2023 poll of 1,007 U.S. hiring decision-makers said turnover costs their companies an average of $36,295 annually, and 20 percent pegged the cost at $100,000. When weighed against these high costs, offering and implementing accommodations—effectively expanding the employee base—is well worth it.

Improving Productivity

In a groundbreaking report by the Job Accommodation Network (JAN), 53 percent of surveyed businesses reported that accommodations improved employee productivity. It’s important to note that employees without disabilities also receive accommodations—tools and resources to maximize their performance. Extending these measures to employees with disabilities makes sense, as it removes barriers that may impede their abilities. For instance, an adjustable desk can equip an employee in a wheelchair to be a top producer. Written or signed instructions for Deaf employees can eliminate language obstacles, boosting their productivity. Similarly, employees who become overwhelmed in noisy environments may outperform peers when moved to a quieter area. In today’s business world, recognizing that talent and productivity are accessed through diverse avenues, including accommodations, is imperative.

Boosting Morale

Belonging is a basic human need and a crucial component of workplace morale. When employees feel that they belong—their needs understood, respected, and supported—satisfaction naturally improves. Access to reasonable accommodations is a vital component of a welcoming, inclusive environment. In an article in The Journal of Business and Psychology, researchers found that “accommodations send important and positive signals to employees” and that such signals factor into morale—not just for the accommodated employee, but for the whole team. Belonging and measures to achieve it are so vital to the workplace that it is widely studied. A Harvard Business Review study found that a high sense of belonging is linked to a 56 percent increase in job performance, a 50 percent drop in turnover risk, and a 75 percent reduction in sick days. Simply put, welcomed and supported employees want to be at work, engage with coworkers, and give their best efforts—all leading to a better workplace culture.

Improving Company Diversity

A diverse company is a thriving company. According to McKinsey’s “Diversity Wins” report, organizations in the top quartile for cultural diversity are 36 percent more profitable than those in the bottom quartile. As employees with diverse abilities gain their rightful place in diversity initiatives, normalizing reasonable accommodations becomes vital to achieving the the business benefits of an inclusive workforce: a widened talent pipeline, greater appeal to socially conscious investors, greater organizational innovation, and overall greater market reach. But diversity is more than a buzzword or a hiring strategy. It’s a vital part of a forward-thinking, human-centered organization.

Improving Safety and Reducing Workers’ Compensation Costs

According to the JAN study, companies that offer reasonable accommodations increase safety by 29 percent. By adapting the workplace to meet the needs of employees, including people with disabilities, the likelihood of accidents and injuries decreases. Similarly, the presence of reasonable accommodations may allow a sick or injured employee to return to work sooner. Beyond the human toll caused by insufficient safety measures, there’s also a significant business cost. The U.S. Bureau of Labor Statistics reports that workplace injuries and illness are on the rise, costing business around $48.15 billion in 2023. As reasonable accommodations stand to reduce that cost by over a quarter, they should be part of every organization’s safety strategy.

Improving the Bottom Line

Naturally, where employee retention, productivity, and morale rise and workers’ compensation and training costs fall, businesses see a better bottom line. When providing reasonable accommodations attracts and retains employees with and without disabilities, profits may increase even more. A study by analyst firm Accenture found that companies who actively employee people with disabilities see 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than organizations that don’t include people with disabilities. A National Institutes of Health Review reported similar findings, including improved customer loyalty and satisfaction.

At PRIDE Industries, we know that inclusion works—literally. Decades of experience has shown us that, with just a little assistance, including reasonable accommodations, people of all abilities can and do thrive in the workplace.

Let Us Help You Build an Inclusive Labor Force

Inclusive workforces, including those that employ people with disabilities, boast 35 percent greater productivity. PRIDE Industries has helped hundreds of companies to make their teams more inclusive, helping recruit, hire, train, and support this reliable talent pipeline—free of charge to employers.

In today’s business climate, a solid employee retention strategy is more important than ever. Even as the Great Resignation has waned in some sectors, high employee turnover continues to plague organizations. It’s an issue that’s not going away anytime soon. In fact, advisory firm Forester predicts that employers will face more, not less, worker turnover long into the future. This is especially true of frontline workers—who already quit at a rate of 50 percent within the first three months. While some turnover is natural, excessive turnover can crush a business. Beyond the loss of valuable team members, the cost of replacing an employee can be staggering—from one-half to twice the employee’s salary. And the detrimental effects of high turnover extend beyond mere financial strain. Here are six ways that high turnover negatively impacts an organization.

Decreased Productivity

According to Gallup, employees who are considering leaving tend to become disengaged, and disengagement incurs a cost of between $450 billion and $550 billion each year in lost productivity. If workers do leave, the time it takes to train new employees—a minimum of three months by some estimates—further impairs productivity as managers are spending more time onboarding and training newcomers. Expedited training isn’t a viable solution. It can result in embarrassing, costly, or even dangerous mistakes that wind up taking even more time away from production.

Impaired Customer Relations

When employees are constantly new, lacking knowledge about products, services, and procedures, customers grow increasingly frustrated. Consulting firm Watermark found direct, negative correlations between companies’ employee retention rates and their Net Promoter Scores (a widely used measure of customer experience quality). High turnover led to low customer satisfaction. Especially in frontline industries, where courteous, skilled public-facing employees are vital to the customer experience, high employee turnover means bad online reviews and, eventually, lost customers.

Plummeting Morale

As employees watch their coworkers come and go, they become less likely to engage with new hires. Moreover, as coworkers leave, employees are more likely to consider the reasons why—ultimately leading to their own departures. Managers lose motivation, too, when it comes to implementing new initiatives or investing in employees’ growth. When morale is low among frontline employees, their customer service skills decline. In fact, a survey by Eagle Hill Consulting found that dissatisfied employees were more than 2.5 times more likely to say they do not provide excellent customer service. As mentioned above, indifferent customer service is contagious, leading to indifferent customers who will take their business elsewhere

Tarnished Reputation

High turnover makes businesses look bad. Those poor online reviews from disgruntled customers send a negative signal to both would-be buyers and potential employees. According to Forbes, negative online reviews deter 80% of viewers from contacting a business. And a Harvard Business Review study found that businesses with a poor reputation as employers had to offer at least 10 percent higher salaries to entice employees to join. A bad reputation can also discourage partners, investors, and lenders who view low employee retention as a sign of overall organizational instability.

Product Quality Issues

Whether the product is a clean, safe facility or a medical device, high turnover can negatively impact product quality. In the custodial industry, where turnover hovers around 200%–an entire workforce replaced twice in a year—turnover can turn into dirty, cluttered buildings. A poorly maintained building can deter potential tenants and visitors, as it’s often their first impression of a business. When it comes to manufacturing, poor employee retention can mean faulty products, leading to costly returns. A a research study by Informs found a direct link between turnover and product quality: “Despite the manufacturer’s extensive quality control efforts, including stringent testing, each percentage point increase in the weekly rate of workers quitting from an assembly line (its weekly worker turnover) is found to increase product failures by 0.74%–0.79%.”

Safety Concerns

High turnover decreases safety. According to OSHA, 40 percent of employees who are injured have been on the job less than one year. Not only is this statistic troubling when considering the human toll, but it’s also bad for a company’s bottom line. Businesses incur over $170 billion annually due to employee injuries or illnesses. Indirect expenses such as productivity loss, equipment damage, and legal fees can multiply total costs by a factor of ten.

Start with Recruiting the Right People for the Job

According to the Harvard Business Review, 80 percent of turnover is due to bad hires. Employee retention starts with recruiting and onboarding the right people. To do that, recruiters need to be crystal clear about their expectations and communicate them in an effective, accessible way. They also need to understand how much emphasis to put on hard versus soft skills—especially when it comes to frontline roles. In some cases, “trainable” is better than pre-trained. Finding the right people for the job also means widening the talent search to include innovative employment models and underutilized workforces. A 2020 study by Accenture and Harvard Business School coined the term “hidden workers”—an estimated 27 million people, including individuals with disabilities, who are eager to work, demonstrate numerous business benefits, and are statistically more likely to stay at a job.

Let Us Help You Reduce Employee Turnover

Turnover in frontline roles like retail, hospitality, manufacturing, and facilities maintenance is an ongoing challenge. Let us introduce you to a workforce that wants the jobs you sometimes find difficult to fill and retain. PRIDE Industries has decades of experience working with hundreds of businesses to provide turnkey, scalable staffing solutions. We make it easy to offer life-changing employment to individuals looking for long-term opportunities. Join us.