Employer partnerships

Hire Ready. Hire Local.

Second Chance Staffing

You have a position open and you need someone who will still be there in six months. We work with motivated candidates who have completed job readiness training before they reach your interview — and we stay involved after the hire.

Talk to us about hiring How it works

Why this works

This is a staffing solution, not a favor

Second chance hiring gets talked about as charity. It is not. It is access to a pool of workers most of your competitors are not looking at, at a time when almost everyone is short-staffed.

What makes the difference is not goodwill — it is preparation and follow-through. Our candidates come through Workforce Development first: résumé, interview practice, workplace expectations, and an honest plan for how to talk about a record. By the time we send someone to you, they have done the work.

And you are not on your own afterward. When something comes up in month two, you call one person who already knows the employee and the situation.

See our programs

Photo needed A participant in work clothes on a real job site, or a first day on a partner worksite

What you get

What a partnership actually includes

No fee to post a position with us, and no obligation to hire anyone we send.

Pre-screened candidates

We meet every person before you do. You get candidates matched to the role you described, not a stack of applications to sort through.

Job readiness completed first

Résumé, interview preparation, workplace expectations and communication are covered before the referral, not after the hire.

Retention support after day one

We stay in contact with the employee. Transportation, housing and recovery are the things that end placements early, and those are the things we work on.

One point of contact

A named staff member for your account. Not a queue, not a form — a phone number and a person who knows your business and the people we sent you.

Help with hiring incentives

Federal and state programs exist that reduce the cost and the risk of these hires. We help you find out which ones your position qualifies for.

Honest matching

If someone is not right for your role, we say so. Sending you a bad fit costs us the relationship, and it costs the participant a job. Neither is worth it.

How it works

Four steps, and the first one is a phone call

There is no contract to sign to get started and no cost to find out whether this fits.

Step one

Tell us about the role

Shift, pay, location, what the work is actually like, and what would get somebody removed from it. The last one matters as much as the first.

Step two

We match candidates

We put forward people whose skills, schedule and transportation fit the position. If we do not have anyone right for it, we tell you that too.

Step three

You interview and decide

Your hiring process, your standards, your call. We prepare candidates for it; we do not ask you to lower the bar.

Step four

We stay involved

We check in with the employee and with you through the first months. Problems get handled while they are still small.

Incentives

Programs that lower the cost and the risk

These are established federal and state programs, not something we invented. Most employers we talk to have never been walked through them.

Work Opportunity Tax Credit

A federal tax credit for employers who hire from certain groups, including people with a felony conviction hired within a year of conviction or release. The credit is claimed against your federal tax liability and there is a certification deadline after the start date, so it pays to ask before you hire, not after.

Federal Bonding Program

A no-cost fidelity bond that covers an employer against employee theft or dishonesty for an initial period, at no charge to you or the employee. Ohio administers it through the Department of Job and Family Services. It exists specifically to remove the risk question from hiring decisions like this one.

A candidate who is already supported

Housing, transportation and recovery support are already in place through our other programs. Those are the three reasons placements fail in the first ninety days, and they are being worked on whether or not anything goes wrong at your site.

No staffing agency markup

We are a nonprofit. There is no placement fee, no hourly markup and no temp-to-hire conversion charge. The person is your employee from day one, on your payroll, at your rate.

Ask which programs apply to you

Straight answers

The questions employers ask us

Usually on the second call, once the polite part is over. Here they are answered up front.

“What will it cost me?”

Nothing. There is no fee to work with us, no placement charge and no contract. We are funded as a nonprofit, not as a staffing agency.

“Do I have to hire whoever you send?”

No. You run your normal hiring process and make your own decision. A referral from us is a candidate, not an obligation.

“Will I know about someone’s background?”

Candidates are prepared to discuss their history with you directly and honestly. Your own background check policy stays exactly as it is — we do not ask you to change it or to waive it.

“What if it does not work out?”

Call us early. Most problems are transportation or scheduling and can be solved. If it genuinely is not working, we will help you close it out cleanly and keep looking for the right person for the role.

“What kind of roles do you fill?”

Entry-level and skilled positions across warehousing and logistics, construction and the trades, manufacturing, food service, hospitality, cleaning and facilities, landscaping, retail and general labor.

“How fast can you send someone?”

It depends on the role and who is ready when you call. Tell us your timeline on the first call and we will tell you honestly whether we can meet it.

What we ask

What we need from a partner employer

Three things, and none of them cost money.

Be specific with us. A clear picture of the shift, the pay, the physical demands and the deal-breakers lets us send you someone who will last. Vague postings produce bad matches.

Judge the work. Hold the same performance standard you hold everyone to. Our participants are not asking for an easier job — they are asking for the job.

Call us early. If attendance slips or something feels off, a call in week two is a solvable problem. A call in month four is usually a termination.

Start the conversation

Ready to talk?

Call 614-502-0396 or email tiffany@ttc-solutions.org and describe the position. We are at 1511 S. High St, Columbus, Monday to Friday, 10am to 6pm.

If it is easier, we will come to your site and see the work for ourselves. That usually produces better matches than anything we could put in a job description.

Our partners

Employers hiring with us

Partner logos go here once we have written permission from each company to use them.

Partner logo

You have a position. We have people ready to work.

One phone call is enough to find out whether this fits. There is no cost and no commitment.

Talk to us about hiring