Join the Mom Corps
As a branch of the nation-wide organization, Mom Corps has been helping moms and companies by matching employers with those who need flexible scheduling options. Read on to learn more.

Eisha Armstrong, owner and president of Mom Corps Cincinnati

In a tight economy, highly coveted positions get even more competitive. But what if you have family obligations and can't put in the 50- and 60-hour work weeks to stay in the game? That's where Mom Corps comes in.

The company, which was originally founded in Atlanta in 2005 and established in Cincinnati in 2009, works as a staffing firm to link professional talent with the companies that need it. The candidates for these positions are usually mothers, but Mom Corps also works with others who need flexible scheduling.

The model for the company is unique and provides benefits to companies as well as the candidates, says Eisha Armstrong, owner and president of Mom Corps' Cincinnati office. "Most of the candidates that we work with cannot be found elsewhere because they're looking for something specific, which is flexible scheduling," Armstrong says. "The second thing is that more and more companies are realizing the value of flexibility as a benefit for employees. We can help them understand how to use flexibility to be a more attractive employer."

As a result of this mutually beneficial plan, Mom Corps Cincinnati has seen a huge amount of success since it's been open the past three years. "The business community has been very, very supportive of the concept, and we've had just phenomenal growth," Armstrong says. "We work with companies across all different industries."

The candidates for the positions also gain a lot from working with Mom Corps, she says. Candidates are first asked to register on the group's website, then someone from the company contacts the candidate for a conversation about what he or she is looking for in a position.

Based on analysis of the corps' database, the company knows what an average candidate in the program looks like.

"On average, they have about seven years of work experience, a college degree and half a graduate degree," Armstrong says. "If they've been out of the workforce, it's only been for about a year or so. And we have three main types of candidates. The first one is someone who is working full time, perhaps in an extreme job, with 50 to 60 hours a week and travel, and they're looking for something more family friendly. The second has been out of the workforce for a few years but is trying to get back in. The third is looking for project-based work."

Armstrong, who herself is a working mother who used to work in a time-intensive position, understands the value of scheduling flexibility for both companies and employees.

"I knew there was this talent pool out there that needed a little bit of flexibility to help them manage parenting responsibilities," she says. "I knew how much companies struggled with finding great people. Professionals across all generations, but especially Generations X and Y, really value workplace flexibility. So, I think if an employer isn't open to flexibility or being creative as to how to find the best people, they're going to miss out on some great talent."

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