Enroll Today in the NFFS 2026 Talent Pipeline Program
Stop reacting to turnover and start building
systems that keep people engaged, productive,
and ready to meet future demand.
The workforce challenges facing foundries are no longer short term, and they are no longer isolated to individual plants. Persistent turnover, unfilled positions, and inconsistent onboarding are now limiting productivity, straining supervisors, and impacting delivery performance across the supply chain.
That is why the Non-Ferrous Founders’ Society (NFFS) is inviting members to join the 2026–2028 Talent Pipeline Program (TPP) cohort, beginning July 1, 2026.
This cohort brings together a network of foundries that are committed to moving beyond reactive hiring and intentionally building workforce systems that support long-term stability and performance.
Workforce Stability Is No Longer Optional
Foundries cannot increase output, improve quality, or meet customer expectations with an unstable workforce. Recruiting alone is not the solution. Without strong systems for recruitment, hiring, onboarding, and retention, foundries remain stuck in a cycle of constant vacancies, early turnover, and supervisor burnout.
The Talent Pipeline Program was created to help employers break that cycle by improving the entire talent lifecycle, not just filling open positions.
The program is supported by the United States Navy, recognizing that long-term manufacturing capacity depends on stable, productive workforces. Shipbuilding and defense production plans extend decades into the future, and those plans rely on foundries that can sustain output without workforce disruptions. Workforce systems are now a production and capacity issue, not just a human resources concern.
What Participation in the NFFS Talent Pipeline Program Looks Like
The NFFS Talent Pipeline Program works inside foundries to strengthen how people are recruited, hired, onboarded, led, and retained. This is not a training seminar or a one-time initiative. It is an internal improvement process supported by an external coach, designed to create lasting change.
Participating foundries take a hard look at how talent enters the organization, how new hires experience their first 90 days, and how supervisors influence engagement and retention on a daily basis. Hiring practices shift toward fit first, emphasizing attitude, reliability, and cultural alignment, while technical skills are built through structured onboarding and training.
At the same time, supervisors are equipped to lead people, not just manage production. When supervisors embrace the mindset, “I am a leader, and my team plays to win,” engagement improves, expectations become clearer, and productivity follows.
Why the Network Matters
One of the most valuable aspects of the NFFS TPP cohort is the peer network. Foundries are not working through these challenges in isolation. They learn alongside other casting operations facing the same pressures, sharing what works, what does not, and how to apply solutions in real foundry environments.
This shared learning accelerates progress and reinforces accountability. Foundries benefit not only from external coaching, but also from the collective experience of peers who are committed to improving workforce systems across the industry.
New Members Can Start Gaining Value Immediately
While the 2026–2028 cohort officially begins on July 1, 2026, new members do not have to wait to engage.
Once a foundry signs up, it is immediately eligible to participate in current cohort activities. This early participation allows new members to observe how the program operates, begin learning from peers, and start assessing their own recruitment, hiring, onboarding, and retention systems well before the formal launch.
For many foundries, this early momentum is what turns intention into action.
Is This the Right Fit for Your Foundry?
The NFFS Talent Pipeline Program is designed for foundries that are ready to move beyond short-term hiring fixes and take ownership of their workforce systems. It is especially valuable for organizations experiencing growth, persistent turnover, or leadership strain at the supervisor level.
If your foundry believes that productivity improves when teams are engaged, supervisors are supported, and people see a future inside the organization, this cohort was built with you in mind.
Now Is the Time to Join
The workforce challenges facing the casting industry will not correct themselves. Foundries that act now will be better positioned to meet production demand, strengthen their teams, and remain competitive in an increasingly constrained labor market.
- The Talent Pipeline Program provides the framework.
- The NFFS cohort provides shared learning and accountability.
- Foundries provide leadership and ownership.
The 2026–2028 cohort begins July 1, 2026.
Participation in current cohort work begins as soon as you sign up.