Building the Workforce of Tomorrow in Cincinnati
(Part 2 of 3 in REDI Cincinnati’s Target Industries Blog Series)
In a global economy where today’s single most important driver of business growth is talent, Cincinnati is setting itself apart by preparing a workforce that is ready not only for today’s jobs but also for tomorrow’s opportunities. With a labor force participation rate that’s lower than pre-pandemic levels, professionals tasked with filling roles with skilled talent understand the job market remains tight,
Though Cincinnati isn’t immune to this tight labor market, REDI Cincinnati is working hard to ensure our region can provide employers in four key industries, aerospace and aviation; chemical and materials manufacturing; life sciences; food, flavoring, and beverage, with a workforce trained in the skills they need for critical roles. According to the 2025 REDI Cincinnati Target Industries Talent Strategy report, the region’s workforce pipeline could be one of its greatest strengths, with continued effort around educational alignment, upskilling, and talent retention strategies.
A Workforce Pipeline Built on Partnership
The report emphasizes that Cincinnati’s talent strategy is deeply rooted in collaboration between higher education, industry, and workforce agencies. Local institutions such as the University of Cincinnati, Xavier University, Northern Kentucky University, and Miami University supply thousands of graduates every year in high-demand fields like engineering, life sciences, business, and technology. Combined with technical colleges and specialized training providers, this educational network creates a steady flow of new talent.
Employers don’t have to wait until graduation to engage with students. Apprenticeship models, co-ops, and internship programs are widely used in the region, giving companies a direct line to emerging talent. This approach not only builds loyalty but also ensures graduates enter the workforce with real-world experience.
The establishment of Butler Tech’s new Advanced Manufacturing Workforce & Innovation Hub in Hamilton, Ohio, has the potential to significantly strengthen the Cincinnati area’s talent pipeline by aligning education more tightly with the evolving needs of industry. Through this facility, developed in partnership with Miami University in Oxford, Ohio, students will be able to begin in Butler Tech’s high-school or adult technical programs (e.g. mechatronics, welding, precision machining, information technology) and seamlessly progress into associate and bachelor’s pathways in engineering technology, robotics, and smart manufacturing via Miami University’s engineering and computing programs. Because the hub is co-located with industry partners and built around hands-on training, apprenticeships, real-world problem projects, and mentorship, local manufacturers will have ready access to graduates who already understand their equipment, processes, and quality expectations. Moreover, specialized certificate programs such as Butler Tech’s Current Good Manufacturing Practice (cGMP) Fundamentals course (targeted at cleanroom, FDA-regulated, and biomanufacturing sectors) will feed into this ecosystem, offering micro-credentials and stackable credentials that meet emergent sector demands. Over time, this facility is likely to reduce skills mismatches, shorten time-to-hire for manufacturers, increase retention of local talent, and establish the region as a magnet for advanced manufacturing investment.
The expansion of Per Scholas Greater Cincinnati and its new satellite campus in Covington, KY, stands to make a meaningful dent in the region’s tech talent gap while improving economic mobility. With no-cost, employer-aligned training in high-demand areas such as IT Support, Cybersecurity Analyst, and stackable credentials (e.g. CompTIA A+, CySA+) offered both in person and remotely, Per Scholas creates a pipeline of job-ready talent matched to local employer needs. The launch of an 8-week software testing (QA) training program—developed in partnership with Thrive Impact Sourcing and Ingage Partners—demonstrates how Per Scholas integrates niche, industry-needed skills into its curriculum and secures immediate hiring pathways for graduates (with over 80% offered positions in past cohorts). As more learners complete these hands-on, credentialed programs, the local talent pool will become richer in midtier technical capability, reducing hiring lead times, lowering recruitment costs for firms, and improving retention of tech workers in the region.
The impact of these partnerships, like that through Butler Tech and Per Scholas, are already impacting Cincinnati’s talent landscape. By and large our area businesses are well-served by program completions from local universities. The supply/demand ratio (the number of skilled workers compared to the number of job openings) for aerospace engineers, for example, is 138%, and the ratio for biological technicians is 165.2%. The ratio for clinical laboratory technologists and technicians is 122.5%, and mechanical engineers sit at meeting 78.7% of local talent demand. These ratios showcase an over supply of workers compared to available opportunities. The city of Cincinnati was recently named the best city for recent college grads and our region’s largest university, University of Cincinnati (UC), just announced record enrollment for the fall semester. With 53,682 students enrolled, UC is bucking a national trend of retreating enrollment numbers in higher ed with much of that growth attributed to its very impressive co-op programming available.
Upskilling and Reskilling: Preparing for Change
The Talent Strategy report also highlights the importance of upskilling and reskilling workers. Industries like life sciences and advanced manufacturing are changing quickly, requiring workers to adopt new technologies and methods. Cincinnati’s workforce programs are designed to meet this challenge, offering pathways for current employees to gain certifications, technical skills, and leadership training.
Our economic experts are ready to help employers identify job readiness partnerships and programming to help candidates develop soft skills and digital literacy, and to prepare them to meet workplace expectations. With these deep partnerships, staff for packaging jobs (for example) could be developed for roles like filling machine operators or even first-line supervisors. Roles for freight handlers and assemblers present tremendous opportunity for upskilling and advancement to skilled trades and technical careers with local strategic training programs.
This adaptability ensures that companies relocating to Cincinnati won’t just find a snapshot of talent today, they’ll have access to a workforce that is constantly evolving to meet the needs of tomorrow.
Retention Through Affordability and Quality of Life
Attracting talent is only part of the equation. Keeping workers engaged and rooted in the region is equally important. The Talent Strategy report connects Cincinnati’s workforce success to its affordability and livability. The cost of living in Cincinnati is significantly lower than in many peer metros, which means wages go further and employees can enjoy a higher quality of life.
In addition to attractiveness for college graduates, Cincinnati is a remarkably affordable place to live. There are plenty of high paying jobs available locally to keep talent in place, and for roles that don’t pay quite as much as they would elsewhere (software developers can earn a higher salary in other metros, for example), the trade-off of affordability more than makes up for paycheck differentials.
Looking at data collected over the last five years we see that, between 2018 and 2023, the retention rate of college graduates in Cincinnati is 51.9%. Health care grads are the most likely to stay local, with 90% living and working in the region after graduation. Among alumni of the region’s largest university, UC, most (59.3%) choose to stay in the Cincinnati region. And associate degree holders choose Cincinnati at a 78.2% rate.
Drilling down into the four target industries, we see that college grads from programs that produce trained talent stay in our region at the following rates: science technologies/technicians, 69.0%; physical sciences, 56.1%; engineering, 51.3%; precision production, 50.8%; engineering technologies/technicians, 46.7%; and biological and biomedical sciences, 44.0%.
Cultural amenities, professional sports, thriving neighborhoods, and strong schools add to the appeal. This combination helps companies present Cincinnati not only as a place to work, but as a place to build a lifelong career.
Another defining feature of Cincinnati’s approach is its commitment to equity. Workforce programs are increasingly designed to ensure opportunities are accessible, addressing gaps in employment and education. By broadening access, the region not only expands its available talent pool but also fosters a more resilient economy.
For businesses considering relocation, Cincinnati’s workforce advantage can’t be overstated. The region offers a talent pipeline that is diverse, future-focused, and supported by strong institutional partnerships. This is what sets the region apart: an ability to match talent supply with industry demand, while maintaining a quality of life that helps retain workers for the long term.
In the final part of this series, we’ll look at how these workforce and industry strengths come together to create a powerful business case for relocation. We’ll emphasis why Cincinnati isn’t just a competitive option, but the smart choice for sustainable growth.
Explore opportunities at REDI Cincinnati and reach out to us for access to the full 2025 Target Industries Talent Strategy report.
Read part 1 of this 3 part series: Where Talent Meets Industry