The Talent Pipeline Few Are Tapping in Manufacturing

Manufacturers across the country are still struggling to fill jobs, and many are burning out the workers who remain. But what if the answer isn’t harder recruiting? What if it’s smarter recruiting?

In a recent episode of the Manufacturers Network Podcast, I sat down with Clay Martin, founder of Isla Talent, who has spent over a decade building a workforce bridge between Puerto Rico and the U.S. mainland. No visas. No red tape. Just a deeply underutilized talent pool that’s eager to work.

Here’s what manufacturers need to know:

1. Puerto Rican Talent is U.S. Talent

It may sound basic, but let’s clear this up first: Puerto Ricans are U.S. citizens. No work visas. No international complications. Yet Clay still gets asked, "Where do they get the visa?"

That misconception is costing companies time and opportunity.

2. The Wage Gap Is the Pull Factor

In Puerto Rico, a job paying $9 to $11 an hour is considered good. That same worker can double their pay on the mainland. It's not just about the money, it’s about sustainability. Clay shared that many of these workers are supporting families back home and view mainland roles as a path to long-term stability.

3. It's Not a Program, It's a Partnership

Recruiting from Puerto Rico is not a transactional fix. It’s a system. One that requires trust, planning, and cultural awareness. Clay emphasized:

• Housing must be arranged before arrival

• Orientation and onboarding must be thorough

• Employers must clearly explain pay, deductions, and expectations

Throwing workers "to the wolves" - without training or support - doesn’t just create confusion. It kills retention.

4. The Best Companies Invest in Belonging

Success stories come from manufacturers who go the extra mile:

• Picking up employees from the airport

• Providing transportation and housing

• Setting up furniture and essentials

• Supporting family relocation down the line

Retention is earned through respect, not just a paycheck.

5. Retention Incentives Work

Clay suggests simple but effective ideas like:

• Backdated bonuses after 4–6 months of employment

• Tiered hourly increases based on time served

• Creative perks tied to community (e.g., local sports tickets)

These aren’t gimmicks. They give employees a reason to stay and grow.

6. Word-of-Mouth is Everything

Isla Talent doesn’t rely on flashy ads. Their candidates come through job fairs and referrals. That only works if the workers trust the process. If your workplace culture is broken, word gets around.

7. Language Isn’t a Dealbreaker

Only 20–30% of Puerto Rican recruits speak fluent English, but many can get by. Employers are using translation tools, onboarding visuals, and bilingual training to bridge the language gap.

Bottom Line: If you're struggling to find skilled labor, you're not out of options. You're just overlooking one of the most accessible and loyal talent pools in the country.

But it takes more than a job offer. It takes onboarding with empathy, training with clarity, and leading with humanity.

Learn more about Clay’s work at recruitingpuertorico.com or connect with him on LinkedIn.