R
2
NO
20
6
T
N N E RS I W O C H
A
9 ST
9 C O M PA N I E S
A great place to work. A great place to make a difference. A NorthCoast 99 Best Workplace 22 years running. At MetroHealth, we’re consistently named one of Northeast Ohio’s best workplaces because here, it’s more than work. It’s a calling. To care for our community. To look out for our neighbors. To improve lives. And we bring that same level of support and understanding to our very own team, by offering truly meaningful careers, comprehensive benefits and a culture
Find your career at MetroHealth, scan here.
built on growth. Because we know that when people feel appreciated, they do their best work. And for those who want their work to matter, Northeast Ohio’s Home for Health is a place that feels like home. We’ll see you at MetroHealth.
connect @metrohealthcle
3RD TIME WINNER
Making Connections.
Globally
Since 1953, Brennan Industries has grown into a global leader serving the aerospace and defense, hydraulic, instrumentation, and industrial sectors. For more than 70 years, we’ve remained committed to quality, innovation, and exceptional service. As we’ve expanded our global footprint and invested in new technologies, one thing has never changed: our dedication to our customers, our employees, and delivering world-class solutions.
Find the path that suits you brennaninc.com/careers
Honoring 99 Great Northeast Ohio Workplaces For Top Talent IF THERE’S ONE THING I’VE LEARNED THROUGHOUT MY LIFE, it’s that music has a remarkable way of bringing people together. I still remember my very first concert: The Jets. I went with my neighborhood childhood friends and our moms, and honestly, the planning was almost as fun as the concert itself. We wore matching Coca-Cola rugby shirts, acid-washed jeans and, of course, made sure our hair was styled exactly the same. It was one of those moments where the excitement started long before the music did — all of us getting ready, coordinating every detail and then finally being together in the crowd, singing along and feeling like we were part of something bigger. That memory has always stayed with me because it captures what music does so well: it brings different people, voices and energy together around something shared. The same is true in our workplaces. The best organizations are not built by one leader, one department or one top performer. They are built by people with different perspectives and expertise working toward a common goal. It’s no surprise that 95% of this year’s NorthCoast 99 winners prioritize one-on-one meetings with employees, helping every voice stay connected to the larger mission. Great bands also know the best performances happen when everyone is in sync. This year’s winners reflect that same spirit, with 93% hosting town halls and more than 90% creating opportunities for dialogue through small-group discussions and informal walk-arounds. And just like musicians who keep refining their craft, great workplaces keep investing in their people. Nearly every NorthCoast 99 winner supports growth through conferences (99%), training (98%), project leadership opportunities (97%) and mentoring (92%). They know that when employees grow, the whole organization performs better. That is why we chose Top of the Charts: Workplaces that Rock as this year’s theme. Here in Cleveland, the birthplace of rock ‘n’ roll, we know the lasting impact music can have on a community. In much the same way, NorthCoast 99 winners are shaping the future of Northeast Ohio by creating workplaces where people feel valued and supported.
EARNING THE TITLE of NorthCoast 99 winner is no easy task. The NorthCoast 99 isn’t just a list of great places to work — it’s a look at the Northeast Ohio organizations that are excelling in providing environments in which top performers can flourish. Each of the winners you’ll read about in these pages participated in a rigorous application process to help us find the best of the best in our 22-county region. To be eligible, all organizations must have a local workforce of at least 15 full-time equivalent employees and have had a Northeast Ohio presence (headquarters, satellite office, distribution center, etc.) for a minimum of three years.
To apply, organizations were required to complete an application that asked for detailed information about how their organization addresses top-performer attraction, engagement and retention in five distinct areas. These areas included: Organizational Strategy, Policies & Benefits; Talent Attraction, Acquisition & Onboarding; Employee Well-Being; Employee Engagement & Talent Development; and Total Rewards.
Kelly Keefe
PRESIDENT & CEO, ERC — EMPLOYERS RESOURCE COUNCIL
TOP-PERFORMER SURVEY
MAKE YOUR WORKPLACE ROCK! ERC offers an array of data-driven reports designed to provide Northeast Ohio organizations with ideas and benchmarks for continuous improvement, including: •N orthCoast 99 Winner Practices Report
Applications open Feb. 2027
Contact us for more information: yourERC.com
Subscribe to NC99 updates: NorthCoast99.org/email
4 | NORTHCOAST99.ORG / YOURERC.COM
How We Do It
APPLICATION
These winners reflect what makes every great band memorable: connection, collaboration and shared purpose. They earn their place at the top of the charts because every employee has the opportunity to contribute, every leader invests in talent, and together they create something bigger than themselves.
• ERC Employee Engagement Surveys • ERC Compensation & Benefits Surveys
A CLOSER LOOK
for next year’s awards.
Surveys were also distributed to at least 50% (or 100 total, whichever was smaller) of each organization’s top performers, defined as employees who earned an aboveaverage rating on their most recent performance review. This year, we collected 5,419 employee responses from applicants regarding what they value most in a workplace and how their employer meets their needs.
CELEBRATING TWO WINNERS
ALLOY ENGINEERING
MACH 3 MACHINING
FOUR TIME WINNER
TWO TIME WINNER
Proudly Part of AECO An employee-owned family of companies Thank you to our employee-owners who are committed to creating exceptional workplaces and delivering exceptional results for our customers.
aecocorp.com • alloyengineering.com • mach3machining.com • thermcraftinc.com
THE 2026 NORTHCOAST 99 AWARDS PROGRAM PRESENTED BY
ERC PARTNERS WITH LEADERS to solve real workplace challenges, from pay to employee relations and everything in between. Through trusted HR support, custom training, and compensation expertise, we deliver practical solutions that drive results. As the founder of NorthCoast 99, we’re proud to celebrate and support top talent across Northeast Ohio.
PUBLICATION CREATED BY
2026 NORTHCOAST 99 SPONSORS
Copyright 2026 by Great Lakes Studios. No part of this publication may be reproduced by any means without permission of Great Lakes Studios. All rights reserved. ERC and the publisher are not responsible for errors or omissions. All information is subject to change. 6 | NORTHCOAST99.ORG / YOURERC.COM
Contents
Building a Workplace Worth Applauding B
usinesses are the stage. Employees are the rock stars. It’s not the stage that makes a show successful — it’s the people who bring energy, talent and commitment every time. Cleveland, the birthplace of rock ‘n’ roll, is home to countless rockstar employees whose dedication drives the success of organizations throughout Northeast Ohio. The winners of this year’s NorthCoast 99 recognize the importance of taking care of these rock star employees because, without them, there are no ticket sales or eager fans. Happy employees are the ticket to success. All of this year’s winning organizations work hard to create workplaces where team members don’t just show up, but thrive.
In addition to offering an array of benefits, these businesses create thoughtful onboarding plans, opportunities for continued growth, Q&A sessions with company leaders to stay engaged and much more. Employees aren’t just hired; they’re nurtured. As one first-time winner noted: “We have such an opportunity to give people a sense of purpose in what they do.” That sense of purpose — and the feeling that they’re more than just employees — goes a long way in creating a supportive environment that makes the best and brightest want to stay. When team members feel recognized and supported, they’re going to do their best work every day. They’re the stars of the show, and the stories on the following pages illustrate how the NorthCoast 99 winners are making sure they shine.
9 12
MEET THE WINNERS SPECIAL CATEGORY AWARDS
Read winners’ stories of unique practices in total rewards, organizational strategy, policies and benefits and more.
22
AWARDS OF EXCELLENCE
36
FIRSTTIME WINNERS
52
LEGACY AWARDS
58
PLATINUM AWARDS
62
QUALITIES OF WINNING ORGANIZATIONS
Check out workplace success stories from winning organizations based on size or industry type.
Learn about the nine organizations that won NorthCoast 99 for the first time this year.
Find out how this year’s 10-time NorthCoast 99 winners focus on empowering their rock star employees.
The 20-time NorthCoast 99 winners showcase what it means to be a great workplace.
See strategies and best practices of the NorthCoast 99 and data about the region’s top performers. 8 | NORTHCOAST99.ORG / YOURERC.COM
Meet the Winners
BREAKING DOWN THE 2026 NORTHCOAST 99
Years in Business
75%
9%
PRIVATE, FORPROFIT
189 YEARS THE OLDEST
7%
PRIVATE, NONPROFIT
64 YEARS
PUBLIC, FORPROFIT
•
THE AVERAGE
9 YEARS
5%
GOVERNMENT
3%
EDUCATION
1%
OTHER
Industries • 24% MANUFACTURING
THE YOUNGEST
SCIENTIFIC & 22% PROFESSIONAL, TECHNICAL SERVICES
96%
RETENTION RATE AMONG TOP PERFORMERS
11% HEALTHCARE & SOCIAL ASSISTANCE 9% FINANCE & INSURANCE; OTHER EACH
INFORMATION; 3% CONSTRUCTION; EDUCATIONAL SERVICES EACH
Northeast Ohio Counties
70%
CUYAHOGA
10% SUMMIT
3% STARK
1% EACH
EACH
1%
4LAKE% 2EACH%
WHOLESALE TRADE; REAL ESTATE & 2% UTILITIES; RENTAL & LEASING; ARTS, ENTERTAINMENT & RECREATION; ACCOMMODATION & FOOD SERVICES EACH
ERIE, MEDINA
4%
LORAIN
GEAUGA, RICHLAND, TRUMBULL
RETAIL TRADE; TRANSPORTATION & WAREHOUSING; MANAGEMENT OF COMPANIES & ENTERPRISES; ADMINISTRATIVE & SUPPORT & WASTE MANAGEMENT & REMEDIATION SERVICES
Number of Employees AT OUR TOP RANKING COMPANIES
MEDIAN: 172 | AVERAGE: 1,174
40% Mid-Sized (100-499)
35% Small (15-99)
26% Large (500+)
NORTHCOAST99.ORG / YOURERC.COM | 9
2026 NorthCoast 99 Winners These winning workplaces recognize and celebrate the people who drive their mission forward.
FIRST-TIME WINNERS
2-TIME WINNERS
4-TIME WINNERS
7-TIME WINNERS
9-TIME WINNERS
Cleveland Diagnostics, Inc. Duramax Marine Fosbel, Inc. Heinen’s Grocery Store ORBIS Corporation Somich & Associates CPAs The Village of St. Edward United Concessions Group Warren Rupp
Alterra First Federal Lakewood Mach3 NOPEC Universal Oil, Inc.
Alloy Engineering Automation Tool & Die Humanetics
ChoiceLocal Jergens, Inc. The Ahola Corporation
Airgas USA, LLC Asurint Bettcher Industries, Inc. MarshBerry Vitamix Wayne Homes WellLink
3-TIME WINNERS Bowen Boyd Watterson Asset Management LLC. Brennan Industries GNCO, Inc. NSL Analytical Services, Inc. Riddell Saint Ignatius High School
JL Smith, A Prosperity Capital Advisors Company
OhioGuidestone Redmond Waltz Electric
5-TIME WINNERS Good Place Holdings Metallus Inc. NPL Home Medical OneDigital
6-TIME WINNERS BoxCast GBX Group Good Nature Organic Lawn Care
8-TIME WINNERS Amsdell Companies Corrigan Krause CPA’s and Consultants ISG, Inc. and R.E. Warner & Associates NRI North America Verantis Environmental Solutions Group (A CECO Environmental Brand) VividFront
10-TIME WINNERS CrossCountry Mortgage Greater Cleveland Food Bank Northeast Ohio Regional Sewer District
We’re proud to be a
NorthCoast 99 Winner! Thank you to our employees who invest their time in supporting our local communities and helping them thrive. That’s the mutual bank difference.
Join our team to continue growing our neighborhoods at FFL.bank/careers
10 | N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M
24-TIME WINNER
11-TIME WINNERS
15-TIME WINNERS
18-TIME WINNER
21-TIME WINNERS
Fire-Dex Playaway Products Turner Construction Company
Centric Consulting Direct Recruiters, Inc. Eliza Jennings Senior Care Network National Interstate ThenDesign Architecture (TDA)
Gardiner
Cleveland Clinic Foundation Software
Benesch
22-TIME WINNERS
Avery Dennison
16-TIME WINNERS
Cleveland Metroparks Cuyahoga Community College
12-TIME WINNERS Avient Corporation FIT Technologies SDMyers The Anderson-DuBose Company Willory
13-TIME WINNERS Akron-Canton Regional Foodbank Equity Trust Company VA Northeast Ohio Healthcare System Western Reserve Hospital
14-TIME WINNER AMS
Barnes Wendling CPAs CBIZ, Inc. Cleveland Guardians Baseball Company, LLC Oatey Co. State Industrial Products Swagelok Company
17-TIME WINNERS Jennings Lorain County Community College Park Place Technologies Pease Bell
19-TIME WINNERS Ciuni & Panichi Inc. Majestic Steel USA, Inc. MRI Software
20-TIME WINNERS
KPMG LLC The MetroHealth System Vocon
26-TIME WINNER 27-TIME WINNERS
23-TIME WINNERS Flexjet Summa Health The Schroer Group
Federal Reserve Bank of Cleveland The Garland Company, Inc.
“Just as legendary rock bands combine different talents to create something greater than any one performer could achieve alone, NorthCoast 99 organizations bring together individuals with diverse strengths who work toward a shared vision.”
KELLY KEEFE
PRESIDENT & CEO, ERC
Insurance, Financial Services, and HR Consulting OneDigital provides strategic advisory consulting and technology-forward solutions, delivered by one team, driven by one purpose: doing well for business by doing good for people. Learn More at OneDigital.com. OneDigital® is a registered trademark of Digital Insurance LLC in the United States. OneDigital® is the marketing name used by Digital Insurance LLC and its affiliates to market their products and services; each entity marketing under OneDigital® has financial responsibility for only its own products and services. In the United States, investment advisory services are offered exclusively through OneDigital Investment Advisors LLC, an affiliate of Digital Insurance LLC.
N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M | 11
STORIES BY RUTH CORRADI BEACH
12 | N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M
ISTOCK: BLINDSPOT
These five companies exhibit best practices for creating great workplaces in the categories of talent attraction, acquisition & onboarding; organizational strategy, policies & benefits; employee well-being; employee engagement & talent development; and total rewards.
S PECI A L C ATEG O RY AWA R DS TA LE NT AT TR AC TI O N , ACQ U I S ITI O N & O N B OA R D I N G
COVERING HOME PLATE
Cleveland Guardians Baseball Company, LLC New hires are encouraged to join the home team.
T
his year, Cleveland Guardians Baseball Company, LLC launched an initiative to help new hires (referred to as teammates) better understand the team they’re joining and why their work matters. This initiative is known as PMB — Purpose, Mission & Beliefs. The organization’s stated purpose is to “Unite and Inspire Our City with the Power of Team.” It’s important that new hires understand the city they’re tasked with inspiring. “[The job] is not just about the work that we’re doing within the front office — it’s about the city of Cleveland,” says Bree Brown, Manager of Culture and Experience, “and we get teammates from all over.” This means that new hires learn about Cleveland history and the team’s place within it. “[The organization] Teaching Cleveland gives a condensed history lesson on Cleveland — ‘why is the Rock & Roll Hall of Fame located here? What are some interesting things about the ballpark?’” Brown says. As for the Power of Team, she says, “‘Team’ starts within our house, within the front office. If we don’t have that, it’s going to be reflected on and off the field and within the community.” To that end, teammates are divided into cross-functional cohorts for onboarding.
What the Winners Do:
BREE BROWN
The organization’s mission is to “Win the World Series while Creating a Compelling Fan Experience,” and that’s where the engagement and belonging team introduces their program, “Guards for All.” “We have six Heritage Nights where front office people can volunteer ... we have our community impact team who is always looking for volunteers,” Brown explains. “If you’re not servicing external people who are coming into the ballpark, how can we be of service to each other?” These connections help attract new teammates, Brown notes. LinkedIn gets the word out about Purpose Day, for example, a 4-hour day of volunteering. “We bring in photographers, we get testimonials from teammates to hear what this day means to them ... It’s a great tool for spreading the word of, ‘yes, this isn’t fake — our teammates truly take time out of their day [to volunteer].’” In addition to Purpose Day, teammates can get involved in social events, affinity groups, and even book clubs. The core beliefs piece of PMB is summarized as People CLE, or People, Collaboration, Learning and Excellence. For this, Teaching Cleveland offers new hires a walking tour of the city as well
100%
of NorthCoast 99 winners include team introductions as part of their onboarding process.
What the Organization Does The mission of Cleveland Guardians Baseball Company, LLC is to win the World Series while creating an inspiring, compelling experience for fans.
Why It Rocks The front office fosters an appreciation for Cleveland and for coworkers.
as special sessions on topics like sports history for Black and African American, Asian American and Latinx players in Cleveland. Helping teammates understand their important role within the organization and the city leads to a sense of purpose and belonging, important factors in retaining talent. “On every engagement survey, people say, ‘I have friends at work; there are people who care about my well-being.’” For Cleveland Guardians Baseball Company, LLC, that’s a home run. — RCB N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M | 13
SAVING GRACE
The Schroer Group
The Schroer Group is working to build employees’ emergency funds.
I
n 2025, management at The Schroer Group noticed an unsettling trend: Employees were increasingly relying on daily pay utilization to cover unexpected costs. Cindy Gensamer, The Schroer Group’s Chief Human Resource Officer, explains: “We offer an option for our employees that they can access their wages for the previous day. So, if they have a need — let’s say their car broke down — they can access their paycheck early, prior to actually getting paid.” Use of this previous-day-pay access was up 20% year over year. Gensamer and her peers recognized a
need. “We thought, ‘we really have to find a mechanism to stop this so that when something pops up, they don’t have to go in and get their pay from yesterday.’ It’s just not a great financial plan to live like that.”
7
The mechanism The Schroer Group implemented is an emergency savings program. The program is designed to help employees create and build a financial safety net. Every employee is invited to open a savings account. The accounts are entirely separate from the company, belonging entirely to the employee. The Schroer Group does not have access to the account — but they do make deposits to it.
CINDY GENSAMER
Upon the account’s opening, The Schroer Group will deposit an initial $25 signup bonus. After that, the company will deposit $2 during every pay period in which the employee saves at least $10. The signing bonus and ongoing match opportunity are designed to encourage employees to create and build an emergency account, Gensamer says. The daily pay utilization option is not
Thank you to all of our employees for their dedication to the Jergens family and making our company one of the best in Northeast Ohio! We are delighted to share this SEVENTH win with all of you!
23’
22’
21’
19’ 24’
14 | NOR T HCO A S T 9 9 .ORG / YOUR E RC.COM
25’
26’
Visit Our Career Page
S PECI A L C ATEG O RY AWA R DS O RG A N IZ AT I O N A L S T R AT EG Y, P O L I C I E S & B E N E FI T S
going anywhere, Gensamer notes, but with a growing savings account in the bank, employees may be able to use their previous day’s pay to reward themselves rather than to cover an unforeseen bill. “There are people who will pick up shifts and then go in and get that money [the next day] and reward themselves for picking it up,” she says. The Schroer Group’s newly implemented emergency savings program, a growing savings account with a company match, is a literal example of the company’s investment in the people who work there.
What the Winners Do:
“As an organization, we care about our employees — physically, emotionally and financially,” Gensamer says. “We know that times are tough right now, and so we wanted to find a way to try to [help create] financial stability. We put in a lot of benefits for 2026 related to financial stability, and [the emergency savings program] is just one of them.” Rollout of the employee savings program is still underway, and so far, engagement has been meaningful and feedback has been positive. Peace of mind is priceless, and so is having an employer who’s got your back. — RCB
65%
23
of NorthCoast 99 winners train supervisors to recognize stress and mental health warning signs.
What the Organization Does The Schroer Group delivers quality services across healthcare, food service and purchasing industries in the community.
Why It Rocks The family-owned company takes steps to ensure employees’ long-term financial well-being.
YEARS OF
EXCELLENCE
At The Schroer Group, we know that exceptional care and service start with exceptional people. We’re proud to be a
Services
23-Time NorthCoast 99 Winner. • Skilled Nursing Care • Therapy & Rehabilitation • Long-Term Care • Pharmacy • Home Health & Hospice • Foodservice Solutions • Medicare Advantage Health Plan • And More!
JOIN OUR
Award-Winning Team. tsgrinc.com
N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M | 15
CLEAN BILL OF HEALTH
State Industrial Products A revamped wellness program gets back to basics.
S
tate Industrial Products manufactures and sells myriad cleaning chemicals, but not every client needs every chemical.
“When [a customer] has a drain issue and you’re selling a drain product — wonderful,” says Tiffany Moffat, Vice President of Human Resources. “But if there’s a carpet issue and you’re trying to pitch them drain care, it falls on deaf ears.” This scenario is straightforward — obvious, even — and this family-owned company has been successfully applying it for 115 years. Perhaps it’s the proven, long-term success of this model that inspired the team at
State Industrial Products to apply it to its employee wellness program. Recognizing that no two individuals have precisely the same health concerns, the company moved away from offering perks for various health-related activities (like tracking steps, getting a cholesterol check, etc.). Instead, in 2025, State Industrial Products encouraged its employees to get an annual physical. Simple as that. “What matters [health-wise] to a 20-yearold is significantly different than for an employee who’s 72,” Moffat notes. “It’s hard to create something that meets the needs of everyone when you don’t know what it is you’re trying to solve for.”
TIFFANY MOFFAT And so, with the blessing of the people in the C-Suite, Moffat made a bold decision: to start from square one, midyear. “If we could get all of our employees to go in and at least do an annual physical, it would allow us to collate all of that data to understand, how do we even help?” Employees who get their annual physical receive a monthly discount on their healthcare premium. As of this writing,
Recognized 9 times BY NORTHCOAST 99
A brand new kitchen with all the but they still only want cereal.
bells and whistles,
Every detail matters — even if the menu stays exactly the same. Kids don’t care whether the counters are granite or quartz — they just want a flat surface to sit on. At Wayne Homes, we design around real life. That means open kitchens where everyone gathers, flex spaces that grow and change right along with your family, and smart details that make everyday chaos feel just a little more under control. Because while the kids might not notice your tile choices, they’ll feel the difference in a home built for them (and for you). Learn about building a custom home on your land at WayneHomes.com 866.253.6807
16 | N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M
S PECI A L C ATEG O RY AWA R DS
80% of the company’s eligible employees have completed their physicals. The plan is to use the specific, anonymous data to focus health offerings. Moffat can inform every employee of various resources the insurance carrier offers, like education about mitigating pre-diabetes. Then the insurance carrier will use the data it collects to share these opportunities with interested employees, in this example, those whose physicals revealed pre-diabetic tendencies. Understanding who needs what is at the core of this company’s success. Just as the company can offer the very best floor-
What the Winners Do:
|
EMPLOYEE WELL-BEING
cleaning products to customers who need their floors cleaned, so, too, can it offer the very best health information to the employees who need it. “As a company, we’re very service oriented,” Moffat says. “We serve and care for work environments and the people within them. That’s just a part of our DNA ... The people in the C-Suite [said], ‘we want to really focus on our people,’ [and] that allowed us to do phenomenal things like being able to work this wellness program and revamp our benefits. We’re here to serve — our customers, our community and our fantastic people.” — RCB
88%
of NorthCoast 99 winners offer coverage for telehealth counseling.
What the Organization Does State Industrial Products fully manufactures (98% in the USA) and sells industrial-grade cleaning chemicals.
Why It Rocks The company actively seeks to support employees’ good health.
A WINNING TEAM ON THE FIELD, AND IN THE COMMUNITY.
Riddell, the industry leader in football helmet technology and sports protection innovation, is honored to be recognized once again as a NorthCoast 99 Top Employer. This award reflects our commitment to fostering a workplace where employees can grow, succeed, and make a difference—on and off the field. Join the team behind the game and help us build the future of football. Explore career opportunities in Northeast Ohio and beyond at Riddell.com.
N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M | 17
HERE’S LOOKIN’ AT YOU
Gardiner
High-achieving employees are recognized, inspiring their peers.
C
lients who work with Gardiner are asked to score their experience with the company. When the company followed up with those who gave Gardiner the highest score of 9 or 10 to find out details of their positive encounter, 75% of respondents mentioned a specific employee by name. That’s a direct indication of the caliber of people Gardiner employs, and it inspired the company’s leaders to launch an initiative: This is How Gardiner Does It: Our People. It builds on the company’s tagline, Gardiner Does It. Kimberly Joshaway, an HR Professional with Gardiner, explains the initiative: “We work with our leaders to identify associates from
different departments and backgrounds who demonstrate the Gardiner way — who have a positive impact on their teams and their customers — whose stories could help others see what success looks like here.” The associates highlighted in This is How Gardiner Does It: Our People are celebrated in two ways: internally, on the company’s Viva Engage platform, and externally, in posts on LinkedIn. The internal recognition gives featured employees a well-earned spotlight among their peers. It also gives other employees insight into opportunities for talent development that exist at Gardiner.
115 YEARS STRONG
CELEBRATING OUR 16TH NORTHCOAST 99 RECOGNITION We’re honored to be recognized as a 2026 NorthCoast 99 award winner for the 16th time. This achievement belongs to our employees, whose dedication, talent, and commitment make our workplace what it is every day. Thank you to every member of our team for helping create a culture where people support one another, grow together, and make a meaningful impact on our customers and communities. As we celebrate 115 years in business this November, we’re especially grateful for the people who have shaped our history and continue to build our future. Your hard work, collaboration, and shared values are the reason we’ve earned this recognition year after year.
JOIN A WORKPLACE BUILT TO LAST 18 | N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M
KIMBERLY JOSHAWAY Joshaway explains, “We have a lot of associates who started in one role and have developed into another. [For example,] they started in accounting and became a service technician. Our other associates, including newer associates, can see these paths that exist within the company. If they see that a coworker started out where they themselves are and then moved up to something different, they might think, ‘I could do that as well.’”
S PECI A L C ATEG O RY AWA R DS E M PLOY E E E N G AG E M E NT & TA LE NT D E V E LO PM E NT
The external recognition offers potential associates an excellent example of the talents and achievements of their potential coworkers. “Putting [the associate recognitions] on LinkedIn helps candidates get an authentic look at what it’s like to work at Gardiner,” Joshaway says, including the fact that the company recognizes and celebrates its employees. “We saw it as an opportunity to make our culture visible to the outside. “We [also] have a platform called Recognize for our associates to recognize each other’s [hard work and achievements],” Joshaway says. “The associate doing the recognizing
What the Winners Do:
gets one point and the associate being recognized gets five. They can use those points to get gift cards, company swag, tickets to events, donate to charities — whatever they’d like.” Highlighting associates for their achievements is an indication that Gardiner is invested in engaging and developing highquality talent, Joshaway notes. “It’s who we are; it’s what makes us special. By sharing real stories and showcasing the paths of our people, candidates and current associates can see what’s possible and, at the same time, our associates can see the value of the contributions they make every day.” — RCB
76%
of NorthCoast 99 winners’ leaders stay connected and visible by participating in employee feedback sessions.
What the Organization Does Gardiner uses technology, data and expert services to help organizations improve building performance, comfort, safety and efficiency.
Why It Rocks Employee recognition is part of the company’s identity.
Congratulations to our North Division team in Independence, OH! Celebrating nine NorthCoast99 wins is no small feat. It’s exciting to see how this team keeps evolving, supporting our local community and championing fresh ideas for our future. Your energy, curiosity, and commitment to ‘Fill Your Potential™’ are what keep our organization moving forward. We’re so proud of everything you’ve achieved together — and congrats to all the other winners this year.
800.909.8058 | info@airgas.com
N O R T H C O A S T 9 9 . O R G / Y O U R E R C . C O M | 19
BUILD-A-BONUS
GBX Group
Employees are given the tools to determine their yearly bonus.
G
BX Group is a growing organization that’s all about taking care of important assets — historic urban real estate, of course, but the group’s 90-plus employees as well. That means a total rewards package that includes everything from a charitable contribution match to complimentary gift wrapping during the holidays.
around yearly bonuses. The redesign maintains the opportunity for a 20%-plus bonus but implements a structure that ties the specific amount to Objectives and Key Results (OKR) and quarterly reviews. In short, employees are required to “show their work” in order to get the bonus percentage that used to be more or less assured.
Part of GBX Group’s total rewards package was a standard yearly bonus of 20%, unless an employee had significant performance issues (less than 20%) or significantly excelled (more than 20%).
So, what’s the benefit to employees?
In 2025, GBX Group leadership, working with People Operations, revised the philosophy
20 | NORTHCOAST99.ORG / YOURERC.COM
Catherine Zelenkofske, Director of People Operations, explains that the more committed an employee is to realizing his or her objectives, the more that commitment is recognized — in the form of the bonus amount.
CATHERINE ZELENKOFSKE “When you’re a group of hard-working individuals who value feedback, value accountability, who have this ownership mindset ... they want to know, ‘why did I get this 20%? What did I do [that went] above and beyond? And is everyone being held to the same standard?’” The bonus plan revision includes a robust structure of employee performance assessment.
S PECI A L C ATEG O RY AWA R DS
Zelenkofske explains, “[Quarterly reviews] will focus on core job responsibilities, and how are you contributing to our corporate objectives?” Leadership development is a priority at GBX, as is taking advantage of volunteer and professional development opportunities, so those factors (and more) will be discussed as well. Employees will then receive that year’s bonus, up to 20%, depending on their assessment. The driver for the restructuring of the bonus program was employees themselves, according to Zelenkofske, which says a lot about those employees. “We hire smart, driven, good individuals — that’s
82%
TOTA L R E WA R DS
actually written on the walls of our headquarters,” Zelenkofske says. In the bonus restructure’s first year, twice as many people earned a bonus of more than 20%, and half of all employees earned 20%. All in all, GBX ended up awarding an average of 20% bonuses, just as it has in past years before the restructure, showing that the move was not a cost-saving initiative but one of fairness and standards. “We have this group of really high-performing, results-driven individuals who want to be held accountable,” Zelenkofske says. GBX Group has built a high-potential, results-driven bonus structure to match. — RCB
of NorthCoast 99 winners maintain competitive compensation structures by conducting annual benchmarking and compensation analysis.
What the Organization Does GBX Group partners with investors and developers to acquire, preserve and operate historic urban real estate.
Why It Rocks High achievement is recognized and rewarded.
Your Career with Tri-C®
Proud to receive a Platinum Award and be recognized as one of Northeast Ohio’s top employers for the 20th time.
Visit tri-c.edu/careers
26-0466
What the Winners Do:
|
NORTHCOAST99.ORG / YOURERC.COM | 21
STORIES BY JILL SELL
ISTOCK: GEOPAUL
These seven winners prove that innovation isn’t limited by size or industry. Explore how small, midsize and large organizations, and those representing healthcare and social assistance, finance and insurance, manufacturing, and professional, scientific and technical services are implementing standout policies to recruit and retain exceptional employees.
Celebrating 16 Years as a NorthCoast 99 Winner! Join our team! Scan to view open positions
Advisory | Assurance | Consulting | Litigation Support | Tax Offices in Ohio and Florida barneswendling.com 22 | NORTHCOAST99.ORG / YOURERC.COM
216-566-9000
AWARDS OF EXCELLENCE
|
S M A LL O RG A N IZ ATI O N
Location Westlake
What the Organization Does ChoiceLocal is a digital marketing agency serving franchise systems and independent businesses.
Why It Rocks
Left to right:
Those who value learning, a fast pace, and faith-based values will thrive here.
ERIC ROSS, DAVE FAZEKAS, ASHLEY HARASYN, JOE SOLTIS, AMANDA JERELE, ISAAC KEBE, GREG SOLTES, BRITTANY PIPER (NOT PICTURED)
CUTTING-EDGE TRAINING
ChoiceLocal
Technology meets compassion at ChoiceLocal.
KEN BLAZE
“I
t’s very hard, if not impossible, to find a company where you will learn more, faster,” says Joe Soltis, Founder and CEO of ChoiceLocal, who started his business in 2014.
students working on doctorates in marketing. I couldn’t go too deep because of trade secrets, but I was able to give them some insights that they had never heard before. And these were super intelligent people.”
Soltis credits CLAI (ChoiceLocal AI), an innovative intelligence designed to accelerate business growth, for much of that claim. According to the company, CLAI steers a 160% improvement in quality lead flow within 90 days, along with an impressive ROI. Currently, the company serves 65 franchises and “thousands of independent businesses” in home care, senior living, home services and law.
Leading the digital and AI transition means ChoiceLocal is looking for top performers who have the energy, drive and spirit to jump head first into the future. Finding the right combinations of employees and clients is like forming a musical group, he says. You have to know how to put the right musicians together “to make a beautiful song.” (Coincidently, Soltis and his son are currently taking guitar lessons together.)
“We send our teammates (employees) to educational conferences, of course, but what they are learning every day by using CLAI here is so cutting edge that it is literally not taught anywhere else,” says Soltis. “I was a guest speaker at a university recently, addressing
“They used to say digital marketing was one of the fastest-changing industries,” says Soltis. “But in the last year, there have been more changes than ever before.” Attracting and retaining those ace employees requires superior benefits and
perks, education, work/life balance, training and opportunities for career advancement — all of which ChoiceLocal offers. For example, the company provides “defined career paths within every capability where you can go from specialist to senior specialist to strategist to vice president,” according to Soltis. But ChoiceLocal also offers something more. The faith-based company was created by recognizing a family tragedy, but directing that grief into a mission. “I changed from wanting to make a lot of money and then helping people to helping our teammates and partners make their dreams and aspirations come true now,” explains Soltis. “I wrote our mission statement — ‘to help others’ — before ever having a business plan.” Soltis and his wife Becky have never looked back. They established the Benjamin Isaac Foundation to honor their unborn child, and now to help 10,000 children a year who are in physical, emotional and spiritual need. Employees, partners and others have been generous in their support. “Live a life of loving others,” says Soltis. “We want to find people for ChoiceLocal with great values who can work together to help others.” — JS NORTHCOAST99.ORG / YOURERC.COM | 23
AWARDS OF EXCELLENCE
|
M I D -S IZE O RG A N IZ ATI O N
Location Lordstown
What the Organization Does
The Anderson-DuBose Company is one of the largest food service distribution companies in the United States.
Why It Rocks Desk jobs aren’t for everyone, and The Anderson-DuBose Company gives these employees the opportunities they deserve. MIKE BODDY
EQUAL RESPECT
The Anderson-DuBose Company At The Anderson-DuBose Company, every position is important.
M
ike Boddy, President of The Anderson-DuBose Company, knows he has his work cut out for him recruiting new employees. That’s why he focuses on maintaining a company culture where team members know their worth and feel valued. “In the world of distribution, it’s the warehouse and CDL (commercial driver’s license) driving. It’s physical work and not for everyone. Getting folks over those barriers for this type of employment has been challenging over the years. But it’s rewarding work, you can make a good living, have a family and a great career,” says Boddy, who has been with company for 11 years and president since 2024.
24 | NORTHCOAST99.ORG / YOURERC.COM
“It’s all about Warren’s spirit, how we should treat each other and making this the kind of place where people want to work,” says Boddy. “Warren and I care as much about that guy who started in the warehouse yesterday as we do the vice presidents. We are all in this together. We know that the person in the warehouse is the one really making things happen. Our job is to facilitate their role and remove barriers to their success, because that will help them, our company and our customers.” Benefits (which start not long after a hire) are impressive. All employees have the same generous medical coverage because the company “does not believe in some golden executive benefit plan,” according to Boddy. Training and education are respected, and the opportunity to go from warehouse worker to CDL driver is especially powerful, he says.
The majority of the company’s warehouse associates and drivers work a four-day week with consecutive days off, but someone who does not care for the longer work days has other options. With proper preparation, employees can also trade days off with each other. “Vacation time and PTO is fantastic,” adds Boddy. The 575 employees are also enthusiastic about supporting the company’s chosen charities, especially those involving food distribution during difficult times. “We serve restaurants that serve communities that serve people,” says Boddy. The Anderson-DuBose Company provides food and paper products to more than 500 McDonald’s and Chipotle restaurants in Ohio, Pennsylvania, New York and West Virginia. In addition to its Ohio location, distribution centers are located in Rochester, New York; Jacksonville, Florida; and Knoxville, Tennessee, which just opened in June. — JS
KEN BLAZE
Boddy believes more exposure to this type of employment opportunity is imperative for the success of American workers. He’s also prepared to make sure The AndersonDuBose Company is at the top of the list of desirable places to do that work. That starts,
he believes, with the culture and values established 35 years ago by the company’s sole owner, Warren Anderson.
“Some folks come into the warehouse but then maybe want a different challenge. Maybe they always wanted to be a driver but never had the means to go to school. We continue to let them stay in the warehouse but go to CDL classes that we pay for,” says Boddy. “We can grow someone who also knows what the products are and what it means to load.”
AWARDS OF EXCELLENCE
|
L A RG E O RG A N IZ ATI O N
Location Cleveland
What the Organization Does Flexjet is a global leader in private, luxury aviation.
Why It Rocks Employees have the satisfaction of knowing they work for one of the premier companies of its kind in the world. BOB SULLIVAN
BEING THE BEST
and aviation. “We attract incredible, passionate people,” he says.
Flexjet
Obviously, the technical competency of the individuals who fly, maintain and repair over 300 aircraft including jets and helicopters is imperative.
“Our goal is to get every employee thinking about their health, get them working toward improvement and rewarding them for documented results,” says Sullivan.
“Some organizations have lowered their standards for pilots, but we doubled ours,” says Sullivan. “There are a ton of people out there who are qualified to do the job, but can they fit into an environment of cooperation and cohesion? We spend just as much time on the culture fit as we do on the technical fit. And that’s what makes us unique.”
On the business front, Flexjet acquired The Jet Business this summer, a London-based aircraft brokerage and advisory firm. Sullivan says the move aligns with his company’s business expansion goals, but the decision is also based on whether groups that join Flexjet maintain the company’s values.
Employees know the sky’s the limit at Flexjet.
I
t’s not easy to land a position with Flexjet. Last year, the aviation company that offers fractional jet ownership and leasing received more than 62,000 job applications. About 5,500 of those applicants were interviewed and 2,000 called for a second round. Of those, 1,000 were hired. “There’s a 1.67% chance of getting hired by Flexjet,” says Bob Sullivan, the company’s Chief Administrative Officer since 2015. “But once you are hired, you are part of the family. We invest not only in your training and development, but we promote from within — 97% of our senior roles are internal promotions.” Sullivan believes it is imperative for the success, safety and reputation of the company that employees have that deeply rooted, unique experience. Flexjet has a 97% retention rate, according to industry reports. 26 | NORTHCOAST99.ORG / YOURERC.COM
He adds that the majority of people who work for the organization love airplanes
“Those values are not only worldwide — they are timeless,” he says. “They are the same fundamental values we had when we started.” — JS
KEN BLAZE
Sullivan identifies the company’s services as being Flexjet’s distinction. But, he says, “our people are the reason for that distinction.” The company wouldn’t get off the ground without hiring, promoting and retaining the right people.
With those employee expectations, only the best need apply. And Flexjet, which entered the aviation market in 1995, is ready to reward those who make it past the hangar doors. Flexjet offers employees what Sullivan calls “the Cadillac plan” of health benefits and other perks. All benefits have been the result of employee feedback. He is also particularly proud of a new, five-year employee wellness plan that began last year.
YEARS IN A ROW Building a great workplace once is an achievement. Doing it nine years in a row takes something more. We’re proud to be recognized as a NorthCoast 99 winner for the ninth consecutive year; and even more proud of the people who make it possible every day. To learn more about our company and career opportunities, visit www.bettcher.com.
AWARDS OF EXCELLENCE
|
H E A LT H C A R E & S O C I A L A S S I S TA N C E
Location
Olmsted Township
What the Organization Does
Eliza Jennings provides a continuum of care in four residential locations, plus offers home healthcare and hospice.
Why It Rocks Employees are encouraged to be the best they can be, and their decisions are supported by leadership. RICH BOYSON JR.
TRUST IS KEY
Eliza Jennings Senior Care Network Trust at all levels allows for employee success.
R
ich Boyson Jr., President and CEO of Eliza Jennings Senior Care Network, admits he can’t name all of the 750800 individuals employed by his company. But Boyson says he and other members of his top leadership team are “always in and out of the buildings, talking with employees and finding out what they need to be effective.”
28 | NORTHCOAST99.ORG / YOURERC.COM
Boyson identifies Eliza Jennings as unique because it wants its employees to be successful, even if they’re no longer with the company. As CEO since 2015, Boyson has seen some employees leave (sometimes those who just need to stretch their wings a bit), learn new skills and then happily return to Eliza Jennings in a new position. Boyson gratefully calls them “boomerang employees.” Of course, there are others who stay with Eliza Jennings their entire career, including a nurse’s aide who is retiring after 46 years. No doubt, the company’s generous benefits and perks are part of the incentive. Those include medical and dental insurance, employer-provided life insurance, regular
“We try to drive the dollars we spend on our employees into things that are most important to them. If some things aren’t working, we may pull them and try other offerings,” says Boyson. “We also have five HR folks in each of our buildings, and they are always willing to help.” It’s not just employees who value trust and support at Eliza Jennings. Residents also trust the staff and leadership to be engaged, interested in and encourage their special interests. That includes the drama club formed by residents and staff of The Renaissance Retirement Campus in Olmsted Township. For the past four years, the group has performed public musicals, including this spring’s senior version of The Sound of Music with 55 cast members. The production was held at Baldwin Wallace’s Kleist Center for Art and Drama. “There were two sold-out shows,” says Boyson, whose team helps financially support the efforts and attends shows. “It’s amazing to see residents in their 80s and 90s singing and dancing on stage and doing something they did in their 20s and 30s. It’s pretty cool.” — JS
KEN BLAZE
That also means giving those workers the trust they deserve. “We are a 24/7 operation. We are open 365 days a year, with 900 residents and patients receiving care every day. Our core leadership team is small, so you really need to trust our great teams, including the executive leadership who run the buildings and our directors of nursing. You have to have the right person in the right place,” says Boyson. “When employees actually see they are empowered to do the
right thing, they can make decisions, and they know leadership will back them up.”
bonus opportunities, tuition reimbursement and — one not provided by too many other workplaces — a saltwater swimming pool.
BUILT FOR
CAREGIVERS DRIVEN BY VALUES
For more than a century, Cleveland Clinic has advanced healthcare through innovation, excellence and a strong commitment to its people. Today, that commitment continues through a culture grounded in our values, where caregivers serve with heart, succeed as one team and help shape the future of care. Through proactive safety initiatives and measurable progress in reducing workplace violence, we are strengthening an environment where caregivers feel secure, supported and empowered as One Cleveland Clinic. See how you can learn, grow and contribute to world class care in a values-driven workplace built for caregivers.
For Every Care in the World
Cleveland Clinic is pleased to be an equal employment employer: Women/Minorities/Veterans/Individuals with Disabilities
AWARDS OF EXCELLENCE
|
FINANCE & INSURANCE
Location Avon
What the Organization Does
JL Smith is a holistic financial management company that helps protect clients’ lifestyles.
Why It Rocks The great culture is regularly noted in employee surveys, and employees are rewarded for their company’s success. EVELYN IKEDI
OWNERSHIP MINDSET
JL Smith, A Prosperity Capital Advisors Company JL Smith practices what it preaches for employees’ success.
S
he understands. A while back, Evelyn Ikedi, now People and Culture Lead for JL Smith, was looking for a new career opportunity. Ikedi hoped to find an employer that would encourage her to grow and be successful, match her fundamental beliefs and had an impeccable reputation. “The core values of this company spoke to me,” says Ikedi. “They are tied into the ownership’s mindset. When we look to hire, we look for someone who wants to bring something to the table rather than just fill up a vacancy.”
30 | NORTHCOAST99.ORG / YOURERC.COM
“When the company does well, we reward the employees as well. That’s what makes JL Smith so unique compared to many other different places,” says Ikedi. “We want employees to share in these wins.” Per quarter, there are two financial goals for the company to achieve. When the goals are met, eligible employees receive a stake-in-the-outcome bonus the following quarter. JL Smith, a fiduciary, understands the importance of solid financial advice for clients as well as employees. Included among the company’s many services are: financial planning, asset management,
JL Smith provides its employees with opportunities to prosper in more ways than one. Each individual is assigned a mentor and a coach, because the company wants everyone to grow personally and professionally. Career paths are well defined for both advisor positions and operational support staff. In addition, JL Smith offers unlimited PTO, but no one has taken advantage of the practice, according to Ikedi. Monthly team luncheons and fellowship activities add to the camaraderie. JL Smith believes in giving back to the community and has supported Super Heroes to Kids in Ohio, Arthritis Foundation of Ohio, Greater Cleveland Food Bank, Folds of Honor and more. In May, employees (and some spouses) celebrated on the company’s dime in the Cayman Islands. It was, says Ikedi, a thank you for the employees’ loyalty and hard work before a forthcoming creation of an organization combining multiple firms for a larger firm called Prosperity Capital Advisors. — JS
KEN BLAZE
In order for employees to do well, continue to be motivated, get excited about their work and always have the desire to improve, Ikedi and JL Smith believe that ownership mindset is the solution. (That’s a belief
that an individual has accountability and responsibility for the outcome and quality of their work.)
protection planning, tax management, and legacy planning.
We are proud to sponsor NorthCoast 99, celebrating Northeast Ohio’s most valuable players in the workplace!
Certified public accountants (CPAs) and business advisors personally invested in the success of your business.
Canton + Clearwater + Cleveland + Columbus + Delaware + Elyria
maloneynovotny.com
SERVICE MEANS EVERYTHING
Majestic Steel USA, Inc. Satisfied employees mean satisfied customers.
M
ajestic Steel USA, founded in 1979, is proud that “steel built this country and steel will rebuild it.” Cleveland and steel have been a good combo. And Majestic Steel carries on that tradition.
Built on Trust. Powered by People. We’re proud to be named a 2026 NorthCoast 99 winner. Being recognized as a Most Valuable Workplace reflects what truly matters: trust, leadership, appreciation and a culture where people thrive. At ORBIS, we care, we lead and we inspire. These values guide how we show up every day.
ORBIS Corporation
|
Mentor, Ohio Plant | Reusable Packaging for a More Sustainable and Efficient Supply Chain | orbiscorporation.com
32 | NORTHCOAST99.ORG / YOURERC.COM
KEN BLAZE
TODD LEEBOW
Nine Majestic Steel locations across the country have a total of about 550 to 600 employees, with more than 100 at the corporate headquarters. The company supplies its products to numerous industries, including energy, agriculture, transportation, construction and HVAC.
AWARDS OF EXCELLENCE
“Our focus is service,” says Todd Leebow, President and CEO of Majestic Steel and the youngest of founder Dennis Leebow’s four sons. “We are a people-driven business. We focus on taking care of our people and taking care of our customers. We are a family-owned business with professional management.” Leebow believes great service to customers is possible because of his associates. But those positive results can occur only when employees are fulfilled, challenged and recognized so they have the energy and desire to give their all to customers. “We give our people a lot of autonomy within their roles as well as opportunities for accountability, communication and collaboration throughout this organization. And, we look to align incentives with individuals’ roles as much as we can,” says Leebow, whose company practices agile performance management and open communication between management and associates.
|
MANUFACTURING
Regular discussions focus on what associates are working on, what the priorities are to make their projects a success and making sure individuals feel they are developing and contributing to the good of the company. Leebow says associates also appreciate the company’s work environment perks that include a hybrid workflow for days spent in and out of the building. Also provided are 10-year duration sabbaticals for associates, giving them an additional two weeks of vacation time in recognition of their tenure in the company. Work-life balance is supported by encouraging associates to prioritize their families, with the company helping them find ways to get their work accomplished when challenges arise. In addition, providing volunteer opportunities is a vital part of the company’s wish to help associates show their care and concern in the community.
Support is ongoing for charities and nonprofits, including Ronald McDonald House and Rescue Village, an animal rescue organization in Geauga County. “Our employees love animals. We just had a handful of dogs in the office for a luncheon,” says Leebow. “We try to offer things that are impactful and meaningful to our associates.” — JS
Location
Pepper Pike
What the Organization Does Majestic Steel is a steel service center that distributes and processes flat roll steel to a wide variety of end markets.
Why It Rocks Associates are given meaningful opportunities for communication, recognition and collaboration.
Proud to be a best place to work in Northeast Ohio for 17 consecutive years Thank you to our employees who make Park Place a great place to work!
NORTHCOAST99.ORG / YOURERC.COM | 33
KEEPING COMPANIES SAFE
FIT Technologies FIT Technologies knows cybersecurity must come first.
A
utomation and AI are on the minds of everyone these days as companies and organizations must navigate how this new technology infiltrates everything we do and see.
Cleveland Metroparks wishes to acknowledge the hard work and dedication of our employees. Thank you for making us a NorthCoast 99 winner 20 times.
Plan your visit at clevelandmetroparks.com 34 | NORTHCOAST99.ORG / YOURERC.COM
KEN BLAZE
THE FIT TEAM
“Those things concern us internally as a tech company. But it’s also external, as we support our clients and how they can approach AI and automation to be more efficient in their own organizations,” says Michelle Tomallo, Co-Founder and Chief People Officer for FIT Technologies. “However, it is so important that we continue to prioritize cybersecurity awareness, education and staying safe.”
AWARDS OF EXCELLENCE PROFESSIONAL, SCIENTIFIC & TECHNICAL SERVICES
In other words, everything is second to protecting a company’s data and what it has built. It’s possible to lose everything in a minute.
adaptive organization. We equip our team with the best and newest tools, resources and training to ensure they are doing their job well.”
“The bad actors become more sophisticated each year, which makes it more challenging for all of us,” says Tomallo. “But that also makes it more motivating to organizations like ours that are charged with protecting our clients.”
Tomallo attends many fundraisers and events sponsored by her clients and is always pleased when someone comes up to her and says, “Your team is so caring and so quick to respond.”
With 125 employees (the majority based in Northeast Ohio, with others elsewhere in Ohio and in 12 other states), FIT Technologies serves markets that include education, healthcare, nonprofits, professional services and more. The company needs employees who can tackle cybersecurity issues, as well as all other tech needs. “There is a lot of talent in Northeast Ohio, and a lot of organizations are seeking that talent,” says Tomallo, whose company was founded in 1999. “One of the ways we have been successful in attracting folks is by being a learning organization — an
“We are right in the heart of Playhouse Square. There is a great vibe, a great energy in our Downtown district,” says Tomallo. “We also have a colorful, open floor plan, and it’s a great place to have our clients come for meetings, training or community events.” — JS
Those employee traits are possible, she says, by aligning team members with specific skills to matched environments. “A key part of who we are is getting employee feedback on what they do best and how we can help them advance in their careers,” she says. Among an impressive array of benefits, Tomallo is particularly proud of the company’s robust wellness program. Employees earn incentives by participating in wellness activities, including baseline tests ordered by primary care physicians. An additional advantage of working for FIT Technologies is its dynamic location.
Location Cleveland
What the Organization Does One of the largest MSPs in the region providing daily tech support, along with IT strategy, cybersecurity and AI readiness to mid-size organizations.
Why It Rocks
FIT Technologies invests in employee growth, prioritizes wellness and gives employees the opportunity to make a meaningful impact.
Unlock your organization’s potential with an all-in-one HR and payroll solution. Learn more at paylocity.com
Contact Cary Cline for further opportunities: ccline@paylocity.com, 440.666.6858 paylocity.com | © 2024 Paylocity | 110301
NORTHCOAST99.ORG / YOURERC.COM | 35
First-time NorthCoast 99 winners share what makes their workplaces stand out. Discover how these organizations foster flexibility, strengthen relationships and empower employees through continuous opportunities for growth.
36 | NORTHCOAST99.ORG / YOURERC.COM
I S T O C K : A R T P L A Y 7 11
STORIES BY KRISTEN HAMPSHIRE
FI R S T-TI M E W I N N E R S
Cleveland Diagnostics, Inc. PUNCHING ABOVE ITS WEIGHT. Cleveland Diagnostics may have just 120 employees, but it’s competing on a global stage. The company recently earned FDA premarket approval for its novel prostate cancer test — a milestone reached by only a handful of companies in recent years, most of them multinational industry giants. It also achieved ISO certification, reinforcing world-class quality standards. “For a little company, it’s really unbelievable how much we’ve accomplished,” CEO Michael Iskra says. ONE TEAM. ONE MISSION. Employees consistently describe Cleveland Diagnostics as purpose-led and collegial, and as the company grows, leaders aren’t simply filling positions. “We want to show up every day and be the kind of teammate we’d want to work with, and everyone here connects to what we’re doing to change lives,” Iskra says.
MICHAEL ISKRA BRYON MILLER
CEO TIME IN CURRENT POSITION: 8 MONTHS TIME WITH THE COMPANY: 8 MONTHS
ALL IN. Regular roundtable discussions give everyone a seat at the table. Both remote and in-office employees also connect socially through Office Olympics, holiday decorating contests and volunteer projects supporting organizations like CLE Angels and the Cleveland Animal Shelter. Cleveland Diagnostics also covers 100% of employee only healthcare premiums. “People were like, ‘Wow, you guys are really listening,’” Iskra says. — KH
LOCATION: Cleveland
WHAT THE ORGANIZATION DOES:
The precision oncology company develops groundbreaking diagnostic tests that help physicians make more informed decisions, giving patients greater confidence in the next step of their cancer care.
WHY IT ROCKS:
A shared mission, collaborative culture and leaders who genuinely listen inspire employees to do their best work to improve cancer care and make a difference in people’s lives.
Proud Recipient of the NorthCoast 99 Award NOPEC is honored to be recognized again as a NorthCoast 99 award recipient. Our dedicated team works every day to serve Ohio communities through energy aggregation, education, and advocacy, helping keep energy rates competitive while providing programs that support residents, businesses, and local governments.
nopec.org NORTHCOAST99.ORG / YOURERC.COM | 37
Duramax Marine
LOCATION: Hiram
WHAT WE DO MATTERS. The U.S. Navy and Coast Guard rely on some of Duramax’s engineered products. So do tugboats, passenger ferries, offshore supply vessels and other missioncritical watercraft. “What we do matters, and none of us would be here without our customers,” says Brian Fink, President and CEO. MEET PEOPLE WHERE THEY ARE. Experience helps. Curiosity matters more. As longtime employees retire, Duramax Marine is investing heavily in developing the next generation. The company has expanded onboarding, built partnerships with local schools and launched a skills-based wage program that rewards employees for mastering new operations. “We really try to look for a certain type of person,” Fink says. “Maybe they don’t have much experience, but are they curious? Are they willing to learn?”
BRIAN FINK PRESIDENT AND CEO
Manufactures marine and industrial bearings and shaft seal, heat exchanger and impact protection systems that keep commercial vessels, military fleets, industrial operations and critical infrastructure running reliably around the world.
WHY IT ROCKS:
Employee ownership, continuous learning and a shared commitment to customers create a culture where every team member has a stake in the company’s success. BRYON MILLER
YEARS IN CURRENT POSITION: 10 YEARS WITH THE COMPANY: 11
OWNING IT. Since becoming a 100% ESOP in 2012, the company has distributed tens of millions of dollars to employees and their families. Leaders encourage every employee to think and act like an owner, embracing accountability, continuous improvement and a shared commitment to the company’s future. Through employeeowner meetings, cookouts and an annual ESOP celebration, employees are reminded of their stake in its success. “With the size we are, it’s important that each and every person has an opportunity to make a difference every day.” — KH
WHAT THE ORGANIZATION DOES:
NOT FOR PROFIT FAITH BASED LOCALLY OPERATED
17 43 Employees
YEARS OF SUSTAINED EXCELLENCE
113 Employees
We are so grateful to our incredible employees, clients, and friends for helping us to be recognized as a NorthCoast 99 winner for the17th time!
› Accounting Advisory › Audit & Assurance › Business Consulting › Client Accounting Services › Employee Benefit Plans › Estate Planning › Mergers & Acquisitions › Risk Advisory Services › Tax Compliance & Consulting
38 | NORTHCOAST99.ORG / YOURERC.COM
A RECOGNITION
We Share Together Recognized as a NorthCoast 99 workplace. Thank you to our team for creating a culture of care, respect, and excellence. VSECOMMUNITIES.ORG
peasebell.com
INDEPENDENT & ASSISTED LIVING | MEMORY CARE | NURSING CARE
FI R S T-TI M E W I N N E R S
Fosbel, Inc.
VICE PRESIDENT OF GLOBAL HUMAN RESOURCES YEARS IN CURRENT POSITION: 1 YEARS WITH THE COMPANY: 1
Brook Park
LOCAL ROOTS. GLOBAL REACH. “We’re a small corporate office, but we are mighty,” says Vice President of Global Human Resources Tanner Hamsher. Fosbel’s Brook Park headquarters has just over 30 employees, yet it helps support a global workforce of more than 1,000. Despite its international reach, the culture is highly personal. Employees know one another, leaders are accessible and collaboration happens naturally. “We’re all working together to achieve common goals,” Hamsher says. “Everyone here embraces the idea of, ‘Hey, let’s work together.’”
WHAT THE ORGANIZATION DOES:
BETTER TOGETHER. Collaboration starts with accessibility. New hires quickly learn that asking questions, sharing ideas and reaching out to leaders is encouraged. This spring, Fosbel brought leaders from around the globe to Cleveland, replacing video calls with in-person conversations that sparked new ideas and stronger relationships. “You’re not just seeing someone on a screen — you’re face-to-face having a collaborative discussion, and that global perspective has been important for sharing ideas,” Hamsher says.
WHY IT ROCKS:
Provides specialized refractory maintenance and repair services that help manufacturers extend the life of industrial furnaces and coke and glass ovens worldwide.
A collaborative culture, approachable leadership and opportunities to connect with colleagues around the world make Fosbel, Inc. feel both personal and global.
WORK HARD. PLAY HARD. An employee-led events committee organizes outings like go-kart racing or scavenger hunts at Dave & Buster’s. The activities are built into the workday and create connections that carry back into the office. “We want people to work hard but also feel fulfilled,” Hamsher says. — KH
Building value, preserving history. THE SURE WAY TO A GREAT WORKPLACE .
At Asurint, our strength lies in our people and our proprietary technology. Backed by visionary leadership and a spirit of innovation, our team is talented and committed to delivering smarter, more reliable screening solutions.
N
T
6X I
E
BRYON MILLER
TANNER HAMSHER
LOCATION:
WINNER 2101 Superior Avenue Cleveland, OH 44114
R
EC
IP
gbxgroup.com | 216.241.6689
NORTHCOAST99.ORG / YOURERC.COM | 39
Heinen’s Grocery Store PEOPLE FIRST. “We talk a lot about making Heinen’s a place where people love to come to work,” says fourth-generation family member Kim Heinen, Packaged Goods Director. Family ownership gives Heinen’s the freedom to make decisions through a different lens. Rather than answering to shareholders, leaders focus first on associates. “Our people are how we differentiate in the market,” Heinen says. “Being able to frame big decisions around our people is really unique.” THE HEINEN’S MYSTIQUE. Everyone has the opportunity to make someone’s day. Whether it’s the company president bagging groceries or a high school student tracking down a hard-to-find item in the back room, every associate has the same ability to create what Heinen calls the “Heinen’s Mystique” — leaving customers feeling better when they walk out than when they walked in. “The potential for every single employee at every level to impact a customer’s experience is exactly the same,” Heinen says.
KIM HEINEN PACKAGED GOODS DIRECTOR
Warrensville Heights
WHAT THE ORGANIZATION DOES:
Family owned since 1929, Heinen’s operates 23 grocery stores across Northeast Ohio and the Chicago area, offering high-quality foods and a personalized shopping experience.
WHY IT ROCKS:
Family ownership and a people-first culture ensure decisions are made with associates in mind, creating an environment where employees feel valued and cared for.
We’re once again honored to be recognized as a NorthCoast 99 winner! Thank you to our incredible employees for making Metallus an award-winning place to work.
OUR EMPLOYEES PUT THE US IN 2026
40 | NORTHCOAST99.ORG / YOURERC.COM
BRYON MILLER
YEARS IN CURRENT POSITION: 7 YEARS WITH THE COMPANY: 7 (FULLTIME)
A FAMILY OF FAMILIES. Generations of associates — and often multiple members of the same family — have built careers at Heinen’s. Cross-training, gig shifts and a communication platform called Learn, Engage, Achieve, Perform help employees stay connected while creating new opportunities to learn and advance. “Heinen’s is a family business in a much broader sense,” Heinen says. “If we did a spiderweb of our associates, there would be a lot of overlap.” — KH
LOCATION:
Healthier communities lead to healthier people We believe that people are only as healthy as the communities they live in. Anthem values and nurtures our local ties — it’s why we have been working with employers across Northeast Ohio. Together, we can improve overall health, advance equity, and strengthen communities.
Anthem Blue Cross and Blue Shield is the trade name of Community Insurance Company. Independent licensee of the Blue Cross and Blue Shield Association. Anthem is a registered trademark of Anthem Insurance Companies, Inc.
ORBIS Corporation
LOCATION: Mentor
HEAR, HERE. “What drew me to ORBIS was their people-first culture,” says Steve Hersher, Plant Manager. He knew the difference immediately. “I’ve worked for companies that say people come first,” he says. “From the minute I interacted with ORBIS and the leadership team, I could tell it was part of the culture and not just something people said.” That culture starts with listening. From the production floor to senior leadership, employees are encouraged to share ideas and solve problems together. “Leadership doesn’t just make decisions in a conference room,” he says. “There’s really a lot of input.”
STEVE HERSHER PLANT MANAGER
Manufactures reusable plastic packaging that helps companies move products safely and efficiently.
WHY IT ROCKS:
Employees have a voice in shaping the business while growing in a culture built on trust, continuous improvement and sustainability.
BUILT TO IMPROVE. The facility regularly invests in workplace improvements, from roof ventilation and large circulation fans to ergonomic workstations, lift-assist equipment and conveyor systems that make physically demanding jobs safer and easier. “If you focus on safety and quality, productivity will fall in line,” Hersher says. — KH
Our Mission
WE MAKE THE WORLD A LITTLE BETTER PLACE ONE ORGANIC PERSON AT A T IME
I F
YO U H AV E TO WO R K , WO R K W I T H T H E B E ST
JOIN US
REDMOND WALTZ WH Y G OOD NAT UR E . C OM 42 | NORTHCOAST99.ORG / YOURERC.COM
| 888 . 5 29. 6723
A TO P WO R K P L AC E I N 2 0 2 3 , 2 0 24 , 2 0 2 5 , & 2 0 2 6 B E CAU S E W E H AV E TO P TA L E N T
BRYON MILLER
YEARS IN CURRENT POSITION: 3 YEARS WITH THE COMPANY: 3
ASK WHY. NOT WHO. One of ORBIS’ core values says it all: Ask Why, Not Who. Instead of assigning blame, teams focus on improving the process. “The assumption is that everyone aspires to do a good job,” Hersher says. “That’s something I believe in and something we try to ingrain in the culture.” This includes onboarding. New hires receive hands-on training, meet with leaders and participate in “stay interviews” designed to understand what’s working, what’s not and how the company can support them.
WHAT THE ORGANIZATION DOES:
In Partnership With:
Legal Professional Association
Helping people by delivering practical and creative solutions. meyersroman.com 216.831.0042
Somich & Associates CPAs GROW THE RIGHT WAY. Seven-and-a-half years ago, Andrew Somich launched the business with a simple vision: Build a different kind of CPA firm. Today, Somich & Associates has grown to 23 employees serving more than 1,500 families and businesses. “We wanted to stay independent and grow the right way — not grow just to grow,” says Somich, CPA, PFS, CEO, highlighting the firm’s focus on small and family-owned businesses. “There’s a gap there and opportunities for us to be there for them with our expertise.” ALWAYS LEARNING. Technical expertise is expected. Personal growth is encouraged. New team members meet with clients early in their careers. The firm invests heavily in leadership development, communication skills and personal growth alongside technical training. “Mistakes happen in life,” Somich says. “It’s more about helping people fall forward and learn from mistakes.” Today, more employees can grow into leadership roles as the firm continues to expand.
ANDREW SOMICH, CPA, PFS CEO
Willoughby
WHAT THE ORGANIZATION DOES:
Provides tax, accounting and business advisory services that help families and small businesses plan and achieve their financial goals.
WHY IT ROCKS:
Employees are trusted to grow, encouraged to keep learning and supported by a collaborative culture that values people as much as performance.
BEYOND NUMBER CRUNCHING. Unlimited vacation, team outings, holiday celebrations and milestone events help employees connect inside and outside the office. Of course, there are some parameters: black-out periods twice a year when tax deadlines loom. But loosening up the calendar during other times gives the team some levity. Somich says, “As long as the work gets done and we’re communicating clearly, we know the personal side goes a long way.” — KH
26 Years of Excellence Making Possible, Together! For the fourth time, OhioGuidestone has been recognized as a NorthCoast 99 Best Place to Work in Northeast Ohio, celebrating the culture, purpose, and people behind our mission. Build a career at OhioGuidestone and say yes to a team where making a difference isn’t just part of the job. It’s what we do.
True innovation requires a workplace culture that never stops growing. Earning our 26th consecutive NorthCoast 99 award proves that at Avery Dennison, we don’t just predict the future, we design it. Your seat on our award-winning team is waiting. Let’s Make Possible.
Say yes and apply today. Scan the QR code or visit us online at: ohioguidestone.org/employment 44 | NORTHCOAST99.ORG / YOURERC.COM
BRYON MILLER
YEARS IN CURRENT POSITION: 7 YEARS WITH THE COMPANY: 7
LOCATION:
Health insurance that works as hard as you do. Built for great workplaces. Powered by ERC. ERC gives you more control over healthcare costs without compromising coverage. Choose from multiple plan options — with the added bonus of built-in HR support from ERC’s trusted experts.
Explore your options at yourERC.com/health-insurance
United Concessions Group APRONS FIRST. Corporate offices don’t feel very corporate at United Concessions Group. In fact, they’re in the basement of Cleveland Hopkins International Airport, just steps from the restaurants the team operates. “Everyone here is a restaurant worker,” says Executive Vice President Spencer Shaw. Human resources leaders, accountants and executives all step into restaurant roles when new locations open or teams need support. Shaw notes that HR leaders Dan Murphy, Jackie Stein and Bella Rababy all came from restaurant operations.
SPENCER SHAW EXECUTIVE VICE PRESIDENT
Cleveland
WHAT THE ORGANIZATION DOES:
Family-owned since 1979, United Concessions Group operates restaurants, retail and hospitality concepts in airports and other travel venues, including popular brands like Bar Symon and Chick-fil-A.
WHY IT ROCKS:
Hands-on leaders, clear paths for advancement and a team-first culture create opportunities for employees to grow.
BRYON MILLER
YEARS IN CURRENT POSITION: 6 YEARS WITH THE COMPANY: 8
PROMOTE FROM WITHIN. Since reorganizing in 2020, United Concessions Group has expanded from two airport restaurants and about 50 employees to a multi-state operation with hundreds of team members. Rather than looking outside for managers, the company is committed to developing leaders from within. General managers are rewarded for helping team members advance. “They get credit in the form of a bonus program,” Shaw says. New stores become opportunities for employees to step into bigger roles. “We have this goal of never hiring from outside into management,” Shaw says.
LOCATION:
TEAM PLAYERS. The concept of teamwork runs deep at United Concessions Group. Everyone is working toward the same goal. “It’s less about who didn’t do what and more, ‘How can I help you?’” Shaw says. — KH
Congratulations! S R A E Y 17
oast C h t r o N
12-Time Winner 11-Time
99
Jennings recognizes our staff for serving with Catholic values and providing quality, compassionate care and service to Northeast Ohio’s aging adults.
(216) 581-2900 | jenningsohio.org Brecksville | Chardon | Garfield Heights | Maple Heights | Shaker Heights
46 | NORTHCOAST99.ORG / YOURERC.COM
Empowering you with a world of protection.
Oswald is proud to support
NorthCoast 99 2026 honorees. OswaldCompanies.com
© 2026 Oswald Companies. All rights reserved.
and the
The Village of St. Edward A PLACE TO BELONG. The Village of St. Edward wants residents to feel at home. The same is true for employees. “People use the word ‘family’ a lot when they describe our culture,” says President and CEO Danielle Maur. “We say, ‘The Village is a place to belong.’” That sense of belonging starts with shared values — benevolence, respect, integrity, commitment and kindness. “People come to work with us because of a shared sense of purpose and belief in what we do,” Maur says. GROW WITH PURPOSE. The Village invests in tuition reimbursement, certifications, leadership development and career planning, helping employees build skills and advance across its growing organization. “We really encourage people to think about where they want to go and how we can help them get there,” Maur says. “This can mean management positions or even finding flexible schedules and hours that work best for associates’ lives.”
DANIELLE MAUR PRESIDENT AND CEO
Fairlawn
WHAT THE ORGANIZATION DOES:
Provides independent living, assisted living, memory care, skilled nursing and rehabilitation services for older adults across three Northeast Ohio communities.
WHY IT ROCKS:
Associates are supported with opportunities to grow, flexible workplace programs and a culture where everyone feels a true sense of belonging.
Thank you
to our dedicated faculty and
Proud to be a NorthCoast 99 Winner. Our Extraordinary Employees Make it Possible. Twenty-three years as one of the best places to work in Northeast Ohio is no easy feat. At Summa Health, we recognize that our exceptional employees are essential to helping us achieve our goal — to help patients get the care they need, when they need it. Join our winning team at summahealth.org/careers.
2026 2024
48 | NORTHCOAST99.ORG / YOURERC.COM
staff for your commitment to student success. Together, we are changing lives.
BRYON MILLER
YEARS IN CURRENT POSITION: 3 YEARS WITH THE COMPANY: 14
LIFE BEYOND THE JOB. Team members can better navigate life outside of work because of flexible scheduling. “We now offer 12hour shifts and weekend programs for a premium pay,” Maur says. An employee emergency assistance fund provides peace of mind when life throws curve balls like a flat tire preventing transportation to work, or falling on hard times. “Employees truly feel like the organization is helping to support them,” Maur says. — KH
LOCATION:
FI R S T-TI M E W I N N E R S
Warren Rupp
DAVID LLEWELLYN BRYON MILLER
GENERAL MANAGER YEARS IN CURRENT POSITION: 7 YEARS WITH THE COMPANY: 9
LOCATION: Mansfield
MADE IN MANSFIELD. Warren Rupp is a market-leading manufacturer of air-operated and electric-operated double diaphragm (AODD and EODD) pumps sold into various industrial markets worldwide. For 60 years, Warren Rupp has used innovation, technical expertise and quality workmanship to solve customers’ needs through the SANDPIPER, Versamatic and Cognito brands. “We really like to showcase where and how we solve problems for our customers and the solutions we provide at a global level so our people see that their contributions are important,” General Manager David Llewellyn says.
WHAT THE ORGANIZATION DOES:
GROWING FROM WITHIN. Warren Rupp partners with local colleges for engineering internships and co-ops while offering tuition reimbursement to employees. Team members are encouraged to grow, with many advancing from production roles into leadership positions. As for recruiting, the business has “a strong pull from the community” and family members who join the team. “They are an important piece of our culture and workforce,” Llewellyn says.
WHY IT ROCKS:
Designs and manufactures airoperated and electric double diaphragm pumps that move abrasive and corrosive fluids for critical industries around the world.
Employees are supported with opportunities to grow, give back and see the global impact of the products they build.
ROOTED IN COMMUNITY. Employees volunteer about 2,000 hours each year, supporting organizations focused on youth, veterans and homelessness. Llewellyn says, “We create available time during the workday so team members can go out and make an impact in the community.” — KH
Built on Trust. Driven by People.
At Warren Rupp, we believe that great work starts with great people. When you walk through our doors, you’re more than an employee, you’re part of a team that values respect, collaboration, and shared success. Interested in joining our team? Scan below to get started. Full-time, hybrid, salaried positions available.
CARE for our dedicated employees, our outstanding communities, and our wonderful residents.
CARE IS WHAT WE DO BEST THANKS to our exceptional team of employees and supporters for helping Eliza Jennings be named one of the NorthCoast 99 best places to work for the 15th time.
To learn more about us, visit elizajennings.org. NORTHCOAST99.ORG / YOURERC.COM | 49
First-Time Winner Quotes “I had a vision and a passion to build a different type of CPA firm with a learning culture that focuses on our team members, community and clients.”
“What we are doing truly impacts people’s lives, their families and health, and that is the foundation of our work and our motivation to continue to do great things.”
— ANDREW SOMICH, CPA, PFS, CEO, SOMICH & ASSOCIATES CPAS
— MICHAEL ISKRA, CEO, CLEVELAND DIAGNOSTICS, INC.
“We’re a global organization and a tight-knit community of people who work together to solve problems and have great access to leadership.” — TANNER HAMSHER, VICE PRESIDENT OF GLOBAL HUMAN RESOURCES, FOSBEL, INC.
We’re proud to be named a NorthCoast 99 Winner At Cleveland Diagnostics, we’ve created an environment where team members can do meaningful work, grow professionally, and help improve outcomes for patients and healthcare providers. Join our exceptional team at clevelanddx.com/careers
Great companies aren't built by solo acts. They're built by talented teams playing in sync toward a shared purpose. At Fire-Dex, that purpose is creating live-saving equipment for first responders & we’re proud to be recognized as a
11-TIME AWARD WINNER! Firedex.com/employment
50 | NORTHCOAST99.ORG / YOURERC.COM
FI R S T-TI M E W I N N E R Q U OTE S
“We have such an opportunity to give people a sense of purpose in what they do.” — DANIELLE MAUR, PRESIDENT AND CEO, THE VILLAGE OF ST. EDWARD
“It’s an honor and privilege, and our folks are proud of the important role our products play, from transporting goods and people to protecting our nation and supporting critical infrastructure.” — BRIAN FINK, PRESIDENT AND CEO, DURAMAX MARINE
“There is an endearing respect for our people, and it’s about the environment. Everyone here is a restaurant worker, and there is street credit that comes with that. Our people care about that.’”
“Our people want to work for a company that creates time and capacity to make an impact, and we hear this from new employees coming into the organization. They see us out in the community.”
— SPENCER SHAW, EXECUTIVE VICE PRESIDENT, UNITED CONCESSIONS GROUP
— DAVID LLEWELLYN, GENERAL MANAGER, WARREN RUPP
“We feel really fortunate to be 100% family owned in the grocery industry, because it enables us to walk the talk when we say our people are most important.”
“At times, our teams on the shop floor have to come up with packaging solutions in real time. They play a huge role in figuring out how to get a project over the finish line and to the customers.”
— KIM HEINEN, PACKAGED GOODS DIRECTOR, HEINEN’S GROCERY STORE
— STEVE HERSHER, PLANT MANAGER, ORBIS CORPORATION
10 YEARS as a TOP WORKPLACE in Northeast Ohio can’t happen without great people doing great work. Let’s keep it up >> workforcleanwater.com
NOR T HCOA S T 99.ORG / YOURERC.COM | 51
LEGACY AWARD 10 - T I M E W I N N E R
A TEAMWORK ANTHEM
CrossCountry Mortgage CrossCountry Mortgage has climbed the charts as a nationwide firm, but its employees still take center stage.
C
rossCountry Mortgage may now have a stage presence in all 50 states, but it continues to play the same tune that began with its founding in Cleveland more than 20 years ago. “Our focus remains on being great teammates and doing work that strengthens the communities we serve,” says Ron Leonhardt, Founder and CEO, CrossCountry Mortgage (CCM), which now has 9,000 employees nationwide. “Our leadership team strives to make sure every employee feels valued and supported. That’s been a priority from day one, and it’s a big reason our culture continues to thrive.” Leonhardt says that creating a great company culture comes down to caring about the success of your employees, a mentality proven by the company’s 98% retention rate of its top 250 loan officers within the last six years. While fostering employee connection during growth phases and acquisitions can be a challenge, CCM has risen to the occasion. “We’re proud of the process we’ve built to make those transitions as seamless LOCATION: Cleveland
WHY IT ROCKS: CrossCountry Mortgage implements employee wellbeing and engagement opportunities to help employees thrive.
52 | NORTHCOAST99.ORG / YOURERC.COM
RON LEONHARDT FOUNDER AND CEO
as possible, so employees feel welcome and equipped with the tools they need,” Leonhardt says. Some of the company’s initiatives to encourage connection: • CCM Cares: The company’s charitable foundation and community engagement group that encourages teams to give back in their communities. • Winston Awards: A monthly employee recognition program in which employees can nominate teammates who are living the company’s core values. Winners are recognized during a monthly all-employee town hall. • Wellness Program: Focused on
well-being and engagement, CCM’s wellness program and platform provide tools and activities that support a fun and balanced work-life experience. • Open Communication: Leadership team members stay accessible so employees can get answers quickly and feel supported when they need it. “It’s always been my vision to create a company where people can come to reach their full potential,” Leonhardt says. “My success as a CEO is determined by our employees’ success, so we strive to make sure the people who are out there executing our vision every day have the tools they need to grow.” — Sarah Webb
COURTESY CROSSCOUNTRY MORTGAGE
WHAT THE ORGANIZATION DOES: CrossCountry Mortgage is the nation’s number one retail mortgage lender that originates and services home loans, with more than 120 purchase, refinance and home equity solutions.
“A company can’t survive without the team members behind it who believe in its mission and work hard to drive that mission forward. When you have great people in the room with a shared purpose, good things happen. Build teams and hire leadership with that shared mindset.”
Be known as a great Northeast Ohio workplace for top talent! Apply to win the regionʼs most prestigious award for employee attraction and retention. Why apply for NorthCoast 99? • Access powerful data to make better business decisions • Measure & improve employee engagement • Gain a competitive edge in your industry
Applications open in February, 2027. Visit NorthCoast99.org to learn more! Presented by: yourERC.com | NorthCoast99.org
LEGACY AWARD 10 - T I M E W I N N E R
WHERE THE MISSION IS THE HEADLINER
The Greater Cleveland Food Bank The Greater Cleveland Food Bank’s employees amplify the organization’s mission across the community.
T
he Greater Cleveland Food Bank’s mission of providing nutritious food and resources to the area’s neighbors serves as the steady beat guiding the NorthCoast 99 Legacy Award Winner’s culture. “Passion for this mission has been part of our DNA for a long time,” says Kristin Warzocha, President and CEO of The Greater Cleveland Food Bank, which offers a minimum wage of $22 an hour to ensure its own employees don’t struggle to put food on the table. “Everyone who works here knows they’ve done something really good for our community.” Warzocha adds that the food bank’s mission inherently attracts good employees who deeply care about the community. To keep the company’s 170 full-time employees working in rhythm once they’ve walked through the door, the organization promotes several initiatives meant to foster employee engagement and collaboration.
LOCATION: Cleveland WHAT THE ORGANIZATION DOES: The Greater Cleveland Food Bank provides nutritious food and essential resources to hundreds of thousands of individuals in the Greater Cleveland area.
54 | NORTHCOAST99.ORG / YOURERC.COM
“Create a strategic plan that’s clear about goals and expectations. Let your employees participate in that process and work hard to bring your mission to life for people along the way.”
KRISTIN WARZOCHA PRESIDENT AND CEO
For example, the company’s off-site picnic brings together employees for a day of games and teamwork; first Friday happy hours each month connect employees from different departments; peer-to-peer recognition programs allow staff members to nominate and celebrate fellow employees who have gone above and beyond; and quarterly allstaff meetings assemble team members for learning and growth opportunities. Employees play a further part in the organization through regular engagement surveys and input in the strategic planning process, which occurs every three years. “They all have the opportunity to participate in building the strategic plan as well, and that makes our plans better and stronger,
because our employees have the chance to be involved in it,” Warzocha says. The Food Bank is committed to continuous improvement, with 75% of employees participating in some sort of continuous improvement project or opportunity. One such project included creating a resource closet at the food bank’s community resource center for people who come into the food bank in need of food, but who also need another service not necessarily offered by one of the organization’s 17 partner companies. “We’re always growing, changing and trying new things,” Warzocha says. “For an employee who wants to grow with the organization or be challenged in new ways, there are often opportunities to do that.” — SW
KEN BL AZE
WHY IT ROCKS: Employees are united by a meaningful mission, empowered to shape the organization’s future and supported with opportunities to collaborate, grow and make a lasting impact in the community.
EMPLOYEE OF THE YEAR KIM WHITEHEAD (left) AND KRISTIN WARZOCHA (right)
AI doesn't transform Organizations. People do. We make sure yours are ready. SkillSpout™ delivers human-first AI strategy, training, and development. Generative AI returns 6+ hours per person per week. Agentic AI unlocks up to 10x capacity. We find your friction, build the fix, and train your team on it. One partner, start to finish.
Proud to support Northeast Ohio's best workplaces IN PARTNERSHIP WITH:
skillspout.com
LEGACY AWARD 10 - T I M E W I N N E R
NEVER MISSING A BEAT
Northeast Ohio Regional Sewer District
The Northeast Ohio Regional Sewer District’s employees are dedicated to excellence when tackling the organization’s most challenging work.
A
t The Northeast Ohio Regional Sewer District, a commitment to excellence and urgency sets the tone of the 800-employee organization. “Public sector work is about solving problems that save our rate payers dollars and address immediate and long-term issues for water quality and public health in a clear and transparent way,” says CEO Kyle DreyfussWells. “Our work is very challenging, and we’re solving complex problems every day, but for our employees, there’s a purpose with our work. And when our employees are engaged in their work, they provide the best outcomes for our customers.” To keep up with the daily challenges, the organization’s leadership and management team members prioritize employee engagement and clear communication. “We have employees spread across five facilities, so it’s about making sure we have a common culture across those facilities
LOCATION: Cleveland WHAT THE ORGANIZATION DOES: Provides regional sanitary and stormwater management services to the city of Cleveland and 62 municipalities across portions of four counties and 363 square miles of the Lake Erie watershed.
56 | NORTHCOAST99.ORG / YOURERC.COM
KYLE DREYFUSS-WELLS
CEO
and that all employees are having a positive experience, even when that translates to giving direct feedback,” says DreyfussWells. “We have a 24-hour workforce, so it’s also making sure engagement activities are available to people who may not work nine-to-five. We want those people to also feel that they’re part of the team.” Further bolstering that collaboration is the employee experience and engagement group, focused on touching base with employees through the following: • Small group conversations • One-on-one connection opportunities with senior leadership team members • Employee recognition programs
“We make sure that people know that when they bring up a concern, that concern is addressed,” says Dreyfuss-Wells. The organization also promotes employee development initiatives, including a tuition assistance program. Additionally, employees can tap the HR team to help them put together an individual development plan aimed at achieving a specific goal. “It’s all centered in this idea that the way you’re successful at the district is by doing your job really well and providing great service to our customers,” says DreyfussWells. “We buttress that with a lot of support and conversation.” — SW
KEN BL AZE
WHY IT ROCKS: Employees are empowered to take on new challenges every day, understanding that their contributions help keep essential services running for the community.
“Respect for one another means hearing what people have to say and responding to their concerns. Even if you have to deliver information that people don’t want to necessarily hear, show the respect to engage directly. That’s a foundation for internal customer service, external customer service and timely responsiveness.”
PL ATI N U M AWA R D 20 - T I M E W I N N E R
ALL IN HARMONY
Cleveland Metroparks The Cleveland Metroparks knows its “greatest hits” come from employees’ voices and ideas.
T
he Cleveland Metroparks works hard to keep the voices of its 800 full-time, 120-plus part-time and 1,200 seasonal employees in sync while ensuring every individual feels heard. That’s no easy feat for an organization that covers 25,000-plus acres of land across 49 communities in six counties, overseeing a world-class zoo, nine golf courses, five nature centers and 18 dedicated reservations. “We cover very diverse areas in Cuyahoga County and surrounding communities, so we work hard to be on the same page about connecting communities, inspiring conservation and protecting nature,” says Brian M. Zimmerman, CEO. “Our team believes in delivering those mantras at the highest quality.”
58 | NORTHCOAST99.ORG / YOURERC.COM
WHAT THE ORGANIZATION DOES: The Cleveland Metroparks manages more than 300 miles of trails, 18 nature reservations, nine golf courses and the Cleveland Metroparks Zoo.
The organization’s 98.5% retention rate is enough to prove its success in maintaining a strong culture, and its multitude of employee initiatives only sweeten the deal: • Club Metro, a series of events that encourages employees to socialize after hours • Employee recognition programs to honor staff members and those who have worked on impactful projects • Unplug sessions, where employees can talk directly with leadership • Mentoring programs for employees seeking additional resources • Crucial conversations training, where employees learn how to handle tough conversations safely and effectively • Tuition reimbursement incentives
WHY IT ROCKS: The Metroparks creates a safe space where every employee’s voice is heard, and employees are empowered to build their careers within the organization.
•L ocal, state and national continuing education and professional development programs “We have a lot of people who stay here their entire career while moving up,” Zimmerman says. “We believe in the continued development and investment in our employees and work very hard at providing our employees with the tools they need to do their jobs to the best of their ability.” — SW
“You have to authentically engage your people and understand the belief system of your mission and values. You can have the best strategic plan, but if you don’t have the culture or the people to execute it, you’re going to fail.” BRIAN M. ZIMMERMAN
KEN BL AZE
And, it’s very much a team effort. Upon onboarding, every employee is reminded of the vast network of fellow employees at their fingertips. “It’s the culture we have where every employee is a resource to other employees. No one is on their own,” Zimmerman says. “My office is an open door, and all of my leadership team members’ doors are open as well.”
LOCATION: Northeast Ohio
Supporting the workplaces that make Ohio stronger At CIBC, we’re proud to sponsor NorthCoast 99 and its contribution to building a stronger Ohio. We join ERC in celebrating the best and brightest of Ohio’s workforce.
Learn more about us at cibc.com/US
® The CIBC logo is a registered trademark of CIBC, used under license.
PL ATI N U M AWA R D 20 - T I M E W I N N E R
STOMPING IN TUNE
Cuyahoga Community College Cuyahoga Community College’s commitment to the community has earned it encore-worthy praise.
LOCATION: Northeast Ohio WHAT THE ORGANIZATION DOES: Cuyahoga Community College provides high-quality, affordable education and programs to the Northeast Ohio community.
W
ith a strong emphasis on inclusion, Cuyahoga Community College ensures each of its 3,200 employees plays a part in the organization’s performance. “Employees are united by our shared purpose, which is transforming lives through education,” says Ami Hollis, Vice President for People, Culture and Talent Development at Cuyahoga Community College (Tri-C). “No matter what department an employee is in, they contribute to student success and our community impact.” Talent development is a strategic priority, with the organization boasting professional and leadership development opportunities, employee engagement resources, tuition benefits, access to learning platforms and more. One such example is the biannual Mandel program, which brings together a cohort of 30 to 40 employees who embark on a yearlong professional development path. Each participant is paired up with a mentor in a leadership role to guide them.
60 | NORTHCOAST99.ORG / YOURERC.COM
The college’s new employee engagement series provides all team members with opportunities to engage, network and connect in person and virtually on a monthly basis. Each month centers on a different topic, like mental health or caregiving. Topics are determined based on employee feedback and a college-wide committee. The organization has also rolled out a new initiative called the S.T.O.M.P Experience. An ode to the college’s triceratops mascot, S.T.O.M.P. stands for: • Start with a smile.
WHY IT ROCKS: Tri-C places a strong emphasis on ensuring all students and staff members have the connections, resources and flexibility to feel supported, valued and empowered.
• Take time to engage. • Offer solutions. • Make it count. • Prepare for the next steps. “The training is something we want everyone to go through in the fall so they understand that as a college employee, they’re contributing to a positive, engaging and service-oriented workplace,” Hollis says. — SW
“We're not a great workplace because of one single program or one single initiative, but it's through consistent actions, meaningful relationships and a sheer commitment to a common purpose. We continue to focus on creating a culture of care where our employees feel valued, supported and inspired.” AMI HOLLIS
KEN BL AZE
“For us, investing in employee development, recognizing employees’ contributions and communicating transparently has
really made the difference in building the workplace where all of our employees can thrive,” Hollis says.
CHRISTI PAUL
JAY CRAWFORD
RUSS MITCHELL
BETSY KLING
DANITA HARRIS
DAVE CHUDOWSKY
Your Voice. Your Stories. As a team that works every day to hear the voices and tell the stories of our community, we know that success does not always come easy. The 3News team salutes all of the outstanding organizations recognized as winners of The NorthCoast 99 awards.
Contact David Goler for media and advertising opportunities — email dgoler@wkyc.com or call 216.344.3374
Top Performer Trends
Employer Data
% of Top Performers Ranking Job Attributes in Their Top 3
Organizational Strategy, Policies & Benefits
Rewards & Recognition
86% Have a documented succession plan in place. 73% Share clear guidelines on ethical and responsible AI use. 72% Provide regular updates on AI initiatives. 68% Explain how AI supports the employee experience and company goals.
47%
Autonomy
38%
Development & Growth
38%
Coworker Cohesion
36% 33%
Leadership 0%
10%
20%
30%
40%
50%
Male and Female Top Performers by Year 70% 60%
63
%
60%
Male Female
62%
59%
59%
58%
50% 40%
54%
40%
30%
41%
37%
38%
2017
2018
42%
55%
54%
40%
40%
2022
2023
35%
52%
42%
50%
40%
38%
20% 10% 0%
2016
2019
2020
2021
2024
2025
2026
Data note: The gender question in this year’s Top-Performer Survey included additional answer choices. As a result, the percentages in the graph do not sum to 100%. The percentages for the expanded gender answer choices are noted below. Prefer to self-describe as: 0.1% Prefer not to answer: 6.5%
Generations of Top Performers by Year 100% 80%
1%
1%
25%
26%
1% 28%
<1% 33%
2%
33%
<1% 32%
4%
34%
7%
8%
35%
38%
11%
10%
38%
42%
60% 44%
43%
43%
40% 20% 0%
30% 2016
30% 2017
27% 2018
44%
43%
45%
45%
43%
41%
40%
39%
21%
21%
17%
15%
13%
11%
10%
2019
2020
2021
2022
2023
2024
2025
2026
62 | NORTHCOAST99.ORG / YOURERC.COM
99% Provide a clear onboarding agenda in their onboarding process. 95% Provide follow-up plans in the onboarding process. 90% Include remote work eligibility in their job postings. 48% Have welcome celebrations for new hires.
Employee Well-Being 97% Offer health insurance coverage for mental health. 67% Allow for mental health breaks during the workday. 13% Provide additional mental health days.
Employee Engagement & Talent Development 99% O f leaders stay connected by attending team celebrations and recognition events. 99% Invest in development opportunities for top performers by providing conference attendance. 98% Provide training and educational programs for top performers. 92% Offer cross-training opportunities for top performers. 89% Actively involve employees in change decisions through open forums or Q&A sessions.
Total Rewards
22%
% Baby Boomers (Born 1945–1964) % Generation X (Born 1965–1981)
Talent Attraction, Acquisition & Onboarding
% Millennials (Born 1982–1995) % Generation Z (Born 1996 or later)
95% Maintain competitive compensation structures through market pricing new roles as they are created. 87% Have a formal compensation philosophy. 84% Share their compensation philosophy with all or some employees. 60% Regularly review overall compensation structure.
Your Story. Our City. Let’s Grow. Scan to learn more!
We know your organization is doing meaningful work to make Cleveland a better place — more vibrant, more successful and healthier for our community. Whether you’re looking to tell your story in print, strengthen your digital presence or connect through compelling video, we can help bring your message to life.
Learn how partnering with us can make that happen: clevelandstudios.com
Serving the public, together We are the Federal Reserve Bank of Cleveland. As one of 12 Reserve Banks serving regions that span the United States, we work to support a strong and resilient economy for all. To carry out our mission, we need a broad range of talent—economists, bank supervisors, IT professionals, law enforcement officers, community outreach coordinators, and more—all working together to build trust, collaborate, and adapt to change. If you’re interested in serving the public while pursuing a career with professional development opportunities, we encourage you to explore our openings. Visit clevelandfed.org/careers to learn more.