The first thing you notice inside the facility is movement. Forklifts move through aisles. Receivers unload shipments. Assemblers build display fixtures, cabinets, and retail components. Teams pack and stage orders for shipping.
Everything moves with purpose.
Then you notice Diane. Employees stop her as she walks the floor. One conversation shifts into Spanish. Another employee asks about the day’s workload. She listens, responds, and thanks him for his hard work before moving on.
It’s clear employees trust her.
Four years ago, the company hired Diane as a direct hire HR leader through Matern Staffing. Today, she leads workforce strategy, retention, and long-term hiring planning.
Building More Than Products
This is not a typical manufacturing environment.
The company designs and builds custom showroom fixtures and retail displays. These include cabinets, shelving, display tables, and branded merchandising structures. Their work humbly complements the products and overall brand experience in grocery stores, retail chains, restaurants, and commercial showrooms nationwide.
Precision defines the work. Paint colors must align with strict brand standards before a product is approved, reinforcing their commitment to getting every detail right. That level of detail requires thorough communication, consistency, attention to detail and skill. It also requires the right workforce to support it.
And that starts with people. As one quote displayed inside the facility reminds visitors:
“Great things in business are never done by one person. They’re done by a team of people.” – Steve Jobs
It’s a simple message, but it reflects what you see throughout the facility: teams working closely together, communicating across roles, and relying on each other to keep production moving.
Identifying and Solving Workforce Challenges
When Diane stepped into her role in 2022, the company faced familiar manufacturing workforce challenges:
- High turnover
- Inconsistent labor availability
- Production demand increased during peak seasons
“When I started, we were dealing with high turnover and the ongoing challenge of finding dependable talent,” Diane said. “There was also a need to ensure we had the right balance of flexibility and stability in our workforce to support production demands.”
Shipments arrive regularly, and production ramps up quickly whenever demand increases. As a result, workforce needs can shift suddenly and require constant attention.
Like many manufacturers, hiring had often been reactive. Teams filled roles as needs appeared, focusing on immediate gaps rather than long-term planning. However, Diane saw an opportunity to change that approach.
Instead of simply responding to constant change, she focused on building stability. Over time, that mindset became the foundation for a more strategic and sustainable workforce plan.
A More Strategic Approach to Manufacturing
Diane’s hiring philosophy started with her own experience entering the organization.
“What stood out most was the transparency and communication,” she said. “The Matern team took the time to understand my experience and career goals and was very honest about the role, expectations, and company culture.”
That experience stayed with her and shaped how she approaches hiring today.
Instead of focusing only on immediate openings, Diane pushed for a more intentional approach centered on long-term fit, workforce stability, and communication across teams.
“Our strategy has shifted to focus more on long-term workforce planning rather than reactive hiring,” she said.
That mindset helped lay the foundation for a more proactive staffing strategy across the facility.
A Growing Partnership, Strengthened by Leadership
The company has partnered with Matern Staffing since 2019, initially relying on support for immediate production needs. Over time, that relationship evolved into a more structured workforce partnership.
When Diane joined in 2022 as a direct hire HR leader through Matern Staffing, the focus on planning and alignment became even stronger.
Matern helped build a reliable pipeline of qualified candidates while aligning recruiting efforts with both operational demands and company culture. As a result, the company improved candidate fit, reduced disruption on the production floor, and strengthened workforce consistency over time.
The team has now filled or completed nearly 200 job orders across general labor, assembly, warehouse, supervisory, and quality control roles. Median time-to-fill sits at just one day and the impact extends beyond hiring speed.
“We’ve seen improvements in attendance, retention, and overall workforce consistency. Having reliable, well-matched employees has reduced downtime and improved team morale.” – Diane W., HR Manager
Hiring volume has steadily increased year over year as workforce planning became more proactive and aligned with production demand. By May 2026, the company had already reached 93% of total job orders filled in 2025. Today, staffing plays a direct role in operational stability and long-term growth rather than serving as a short-term solution.
Creating Long-Term Opportunity
Diane also focuses on what happens after employees join the team. Contract employees often already understand the work environment and expectations. Therefore, having that familiarity creates a smoother transition into full-time roles.
“Employees who transition from contract to full-time roles already understand our expectations and culture,” she said. “That shortens onboarding and strengthens engagement.”
These transitions help stabilize the workforce. They also improve retention and team cohesion over time. Several employees have grown into long-term contributors and leadership roles within the company. That internal growth strengthens both culture and performance.
More Than a Staffing Vendor
Diane’s perspective on staffing has changed significantly over time. At first, staffing supported immediate hiring needs. That role was important but limited in scope. Over time, she saw something different emerge.
“Initially, I saw staffing (as a way) to fill immediate needs, but over time my perspective has grown.” – Diane W.
Today, she views staffing as a long-term strategic partnership.
“The right staffing partner is not just a vendor,” Diane said. “They’re an extension of your team. Matern takes the time to understand your business, delivers quality talent, and supports both your short-term and long-term goals.”
That mindset has helped shift hiring from reactive to intentional. It has also strengthened the connection between workforce planning and business performance.
Takeaways for Manufacturing Leaders
Diane’s story shows what happens when staffing strategy and leadership align.
The right manufacturing staffing solution does more than fill roles quickly. It creates stability, supports production, improves retention, and strengthens culture. It also builds something more sustainable over time.
From a single direct hire placement to a long-term workforce strategy, Diane’s leadership has helped shape how the company grows. Consequently, when hiring is intentional, the workforce becomes stronger, and then everything else follows.
Now It’s Your Turn
Are you ready to take a leap into a new career? Check our Jobs page to learn about our open opportunities – both direct hire and contract-to-hire openings.
Ready to make informed hiring decisions? Let Matern Staffing help you build a strong team for 2026 and beyond. Schedule a no-obligation staffing strategy session, email our sales team, or submit a talent request.