Improving Maintenance Hiring: Grede Leverages Ready to Hire Program

At SME FUSION 2025,  Grede, a leader in the foundry industry, shared how hiring skilled maintenance technicians has been a challenge. High turnover, tenure gaps, and a shrinking pool of qualified candidates meant traditional recruiting wasn’t cutting it. But instead of relying on outdated solutions, Grede took a step forward by partnering with Cengage to pilot the Ready to Hire program. 

Panelists, left to right were Denise Cowburn, Sr. Client Executive/Workforce Development Specialist, SME; Becca O'Toole, Partnership Development Director, Cengage Ready to Hire; and Matt Hladki, Chief Administrative Officer, Grede. 

The Problem 

A Talent Pipeline Under Pressure  

Grede's maintenance roles were facing persistent vacancies, and data showed a clear trend: applicants weren’t sticking around. Whether due to a lack of preparation, mismatched expectations, or poor job fit, retention was suffering. The stakes were high, and Grede knew they couldn’t afford to wait for talent to show up; they needed to build it. 

The Solution 

A New Model for Entry-Level Talent  

Enter Ready to Hire, a scalable, employer-driven approach developed by Cengage. Unlike traditional education models, this program focuses on outcomes, not enrollment. Grede and Cengage collaborated on a recruitment-to-retention model built around real-world manufacturing needs. The result? A multi-stage pipeline that moves job seekers from interest to interview in under two months. 

The process includes: 

• Strategic campaign design tailored to Grede’s brand and roles 
• Targeted outreach using Cengage's nationwide network of 4M+ learners 
• Job-fit screening and info sessions to align expectations 
• Foundational soft-skills and manufacturing readiness training 
• Role-specific instruction, including SME certification 
• Online manufacturing classes provided through Tooling U-SME 
• On-the-job training and validation at Grede sites 

The Grede Ready to Hire pilot wasn’t only about filling roles. Grede implemented market-based wage adjustments, tuition repayment programs, military recruitment initiatives, and skill-based compensation to attract and retain team members. Ready to Hire added another layer, helping Grede connect with untapped talent who might be overlooked. 

Impact: Outside In, Then Inside Up 

Grede created a sustainable, repeatable hiring model by recruiting from the outside and then developing from within. The early results show promise: increased candidate quality, more efficient onboarding, and a better cultural fit among new hires. More importantly, the program positions Grede as an employer of choice, one willing to invest in people and innovation. 

The partnership between Grede and Cengage proves that manufacturing hiring doesn’t have to follow a traditional script. With a focus on readiness, retention, and real-world alignment, Ready to Hire is helping Grede find and keep talent. For more details on this topic, check out the presentation recap from SME FUSION 2025.