While massive, multi-billion-dollar, Meta & Amazon data center projects capture major Headlines, mid-size manufacturing companies remain the primary economic engine driving West Central Ohio. Operating within Ohio’s CNBC 2026, number one state ranking for doing business, these mid-market companies are currently experiencing a period of strategic opportunity paired with a dismal, 35th rank, in workforce readiness.
Macroeconomic Environment
Many Mid-size firms are capitalizing on Ohio’s aggressive pro-business policies, particularly the absence of a corporate income tax and the recent doubling of the Commercial Activity Tax (CAT) exclusion threshold to $6 million—exempting roughly 90% of small firms. However, they face heavy regional real estate and labor competition due to new international plants moving into mid-size hubs like West Liberty.
Critical Skills Deficits
Mid-sized operators continue to face difficulty securing most skilled labor or technical talent. The sharpest labor shortages are concentrated among CNC machinists, industrial electricians, and welders. Internally, HR Associates has proactively developed a new Head-Hunting strategy to address this ever increasing Skilled Trades issue. In addition, we continually promote the many manufacturing certifications offered at Miami County’s own Edison State Community College , the Upper Valley Career Center, and the Hobart Institute of Welding.
Future Outlook
To mitigate these labor gaps, West Central Ohio’s mid-market manufacturers are actively pivoting toward targeted automation and localized vocational training partnerships to insulate their production capacity. Edison State utilizes state grants for their West Central Ohio Regional Education Partnership which fosters support for students from early childhood to when they are ready to join the workforce.
The End Game Strategy
The term “endgame strategy” doesn’t mean winding down operations. Instead, for mid-sized manufacturers, it represents a roadmap to viability, succession, and workforce continuity. With the Ohio Manufacturers’ Association projecting a statewide demand of 35,000 new operators and technicians annually, West Central Ohio companies must find ways to retain their distinct regional wage advantage. In conclusion, these companies must develop new programs to source, train, and pass the torch to the next generation.
