How Reshoring Is Reshaping Recruitment (and What It Means for Your Operations)
Over the last two years, the global supply chain has shifted—not just in where goods are made, but in where they’re fulfilled.
Brands are moving manufacturing and assembly closer to the U.S. consumer. Whether it’s nearshoring into Mexico or onshoring into domestic markets, the goal is the same: reduce risk, shrink lead times, and gain more control. But while these changes solve upstream delays, they’re also creating a new kind of challenge downstream—especially for warehouse operators preparing for peak season.
If you’re in logistics, e-commerce fulfillment, or regional distribution, here’s how nearshoring is quietly reshaping your seasonal labor strategy—and what you can do about it.
Reshoring Means More Fulfillment Work Is Staying Local
Supply chain resiliency has become a business imperative. As companies pull operations back from overseas, more inventory is landing in U.S.-based facilities. That means more SKUs to store, pick, pack, and ship—all year round.
The result?
- More regional fulfillment hubs opening in key logistics corridors (Texas, Ohio, Arizona, etc.)
- Increased baseline labor demand for warehouse workers, equipment operators, and automation support staff
- Peak season hiring needs layered on top of long-term headcount growth
If you’ve felt like you’re starting peak hiring earlier, or struggling to find experienced seasonal talent, it’s not just you. Nearshoring is expanding the talent race.
The Labor Pool Is Thinner—and More Competitive
You’re no longer just competing with other businesses hiring for the holidays.
You’re competing with companies that have reshored permanent operations, and they’re hiring from the same limited talent pool you are.
Roles like:
- Forklift operators
- Pickers and packers
- Assembly line workers
- Inventory control specialists
- Shipping/receiving clerks
- Automation support techs
…are in year-round demand, not just seasonal.
And that pressure is only going to grow.
A recent Bank of America survey found that nearly 60% of surveyed companies, collectively representing over $38 trillion in market value, anticipate shifting at least some production back to the U.S. if elevated tariffs persist. That’s a lot more goods being made closer to home, and a lot more fulfillment and distribution activity happening in domestic markets.
But there’s a catch: 54% of those same firms said finding skilled labor is one of the biggest obstacles to reshoring efforts.
In other words, demand is rising, but the talent pool isn’t keeping up.
And because these reshored jobs are often permanent, with full benefits and advancement tracks, seasonal jobs must offer more than just a paycheck to attract and retain quality workers.
Training, Ramp-Up, and Retention Matter More Than Ever
As nearshoring expands fulfillment volume, it’s also increasing complexity.
Many facilities are integrating WMS platforms, robotics, and AI-powered tools to manage growth, especially in new locations.
What does that mean for peak?
- Associates need more training to be productive
- Supervisors have less time to onboard
- Turnover costs more because the learning curve is steeper
Warehouses that win peak in this new environment are those that treat onboarding, retention, and workforce engagement as a core part of their fulfillment strategy, not an afterthought.
How to Prepare for a Reshore-Impacted Peak Season
Here’s how you can adapt now:
- Start hiring earlier.
The seasonal labor window is shrinking. Waiting until October might mean hiring from the bottom of an already-depleted pool. - Target automation-aligned roles.
Hire people with experience using WMS, LMS, tablets, scanners, and robotics, not just manual skills. - Invest in onboarding support.
Use onsite staffing teams or trainers to reduce the load on your leads and supervisors during ramp. - Build in retention levers.
Simple tools like milestone bonuses, team recognition, bilingual support, and career pathways can make your seasonal roles more competitive against long-term reshoring jobs.
Looking for a seasonal workforce strategy built for today’s labor market?
Let’s talk about how we help warehouse leaders plan ahead and hire smarter.
