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Maine
71 available workers for every 100 open jobs.
0.71
Maine Worker Shortage Index
Job Openings: 32,000
Unemployed Workers: 23,000
Labor Force Participation Rate: 60.2
Unemployment Rate: 3.2
Quit Rate: 1.8
Hiring Rate: 3.7
The local solution to a national workforce crisis
America’s workforce challenges won’t be solved with fragmented talent initiatives. inSpring’s Regional Talent Hubs brings a systems approach, connecting talent, training, and industry to create sustainable, high-impact workforce programs at the local level.
inSpring has been selected by the Talent Mobility Fund to build and scale Regional Talent Hubs across the country—and we’re looking for our next hub.
Apply here
The Challenge
The US is facing a skilled labor shortage with dire implications for our future at a time when staying competitive in critical industries is on the line.
So what’s the deal?
An aging population means fewer workers and slower innovation. Soon, one in five Americans will be 65 or older.[1]
The US fertility rate has been on the decline in all states. As a result, the number of high school graduates peaks in 2025, followed by a 15-year decline, just as high-skilled talent become more critical for the workforce.[2]
Due to technological advancements, the US economy relies more heavily on skilled labor. In the 1970s, less than 30% of jobs required an advanced degree—today, that’s 68%, and by 2031, 72%.[3]
The Solution
inSpring activates Regional Talent Hubs that connect job-ready talent with local employers to deliver scalable, end-to-end workforce solutions. Integrating with existing backbone organizations, each hub creates a talent ecosystem tailored to local industry needs.
Backed by proprietary data on labor trends, census insights, and 20 years of talent mobility data, inSpring knows how to intentionally match talent to roles—all while managing workforce planning, training, and compliance to ensure talent not only arrives but stays.
Invest in talent
Boost productivity
Drive economic return
Everyone wins
We leverage our national university network to identify, prepare, and mobilize talent from relevant degree programs into skilled roles to support your local workforce.
We create industry-specific Centers of Excellence to train and assess talent with the technical and professional skills needed to stay and grow in the most in-demand roles.
We strengthen each region’s long-term talent strategy by continuing to invest in talent pipeline programs and building career pathways alongside employers to ensure workforce retention.
Our Partnership
in partnership with
The Talent Mobility Fund empowers individuals to move to opportunity by leveraging existing legal pathways. With support from TMF’s US STEM program, inSpring is enhancing and expanding Regional Talent Hubs to address the demand for geographically mobile, skilled talent.
“At TMF, we believe that a key to strengthening and sustaining America’s STEM ecosystem is recognizing and leveraging the talent already within our reach...inSpring’s regional hub model exemplifies this approach—bridging gaps between employers, STEM talent, and regional communities.”
- Amy Nice, Co-Director of the Talent Mobility Fund and Head of U.S. STEM Immigration
Future Hubs
Retaining your regionally educated talent isn’t just smart—it’s essential. Graduates here could grow the economy by $233 billion over the next decade.[4] Backed by the Talent Mobility Fund, we’re accepting applications from regions ready to bring the Regional Talent Hub infrastructure to their ecosystem, investing in building long-term infrastructure that strengthens their workforce and unlocks economic opportunity.
Explore this interactive map of the worker shortage crisis in each state. Data is from December 2024.[5]
Least Severe
Severe
More Severe
Most Severe
Existing Hubs
inSpring has launched hubs in five regions, with plans to scale to 30+ hubs over the next decade.
Healthcare and energy sector workforce solutions with Oklahoma City University and Devon Energy.
Life sciences talent pipeline program with Benedict College and Ritedose Corporation.
Advanced manufacturing and healthcare workforce programs with Greater Rochester Chamber of Commerce.
Tech and advanced manufacturing workforce development in partnership with TechBirmingham.
Global nurse pipeline programs supporting healthcare systems like Gifford Hospital and Rutland Regional Healthcare.
Case Studies
Ritedose Corporation, a rapidly growing pharmaceutical manufacturer in Columbia, SC, partnered with inSpring and Benedict College to launch the RISE Program, a workforce initiative connecting international STEM students with high-demand entry-level roles.
Faced with industry-wide labor shortages and high turnover rates, Ritedose developed RISE to provide a nurturing, long-term employment pathway that complements the culture of both the company and Benedict College, a local HBCU.
inSpring supports the program by managing compliance logistics and talent onboarding, allowing Ritedose to focus on growth and retention. Participants receive mentorship, ongoing development, and tuition reimbursement, resulting in five-year employee commitments without visa sponsorship. RISE not only addresses talent gaps but enriches company culture with the global perspectives of its international hires, serving as a replicable model for other mid-sized employers.
“RISE creates a win-win situation. Students help us address critical workforce needs, and we provide them the tools and opportunities to advance their careers.”
– Janisha Thomas, Ritedose Chief Human Resource Officer
Harshith Kadaiah Gowda is an international graduate of the University of Alabama at Birmingham who has successfully made the transition from education to employment. According to Harshith, the most challenging part of his education abroad journey was not earning his master’s degree—it was finding a job. To support him through this challenging process, Harshith participated in a customized pre-hire onboarding program focused on the energy sector, organized by inSpring and Diversified Energy Co.
After completing the program, Harshith landed a position as a SCADA Analyst with Diversified Energy, which has been extremely supportive throughout the OPT hiring process, and committed to long-term retention and career growth. Harshith’s experience sheds light on the common challenges that international students encounter while seeking employment in the U.S. and highlights the critical role of targeted training programs to help build the confidence and skills to be job-ready.