By Adam Vitcavage
Indiana employers are finding success with an unexpected hiring strategy: youth apprenticeship. As companies across the state look for ways to fill talent gaps and build a reliable workforce pipeline, many are discovering that investing in high school talent pays off. We spoke with Eran Markiewicz, Human Resources Director at Hoosier Crane Service Company, and Ben Rheinheimer, Director of Employee Development at Crew Seating, to learn how youth apprentices have made a real impact on their businesses. From improving retention to shaping company culture, their insights reveal why more Indiana employers are turning to youth apprenticeship, and what makes it work.
Eran Markiewicz:
“It’s like a two-year interview process. We’re developing future full-time employees, and we’ve already had apprentices stay with us after graduation. Retention is key, and this system works. It’s not just filling a position; it’s investing in people who are more likely to stick with us long-term because they’ve grown with us.”
Ben Rheinheimer:
“We’re not simply hiring a new employee; we’re hiring someone who is just entering the workforce. Apprentices may lack experience, but that means they come in with no bad habits. We can train them from the ground up to align with our organization. It gives us a unique opportunity to instill our values, processes, and expectations early. This has resulted in a stronger cultural fit and higher productivity over time.”
Ben Rheinheimer:
“There’s a financial benefit. I spend time training now, but I know in six months she’ll be able to handle tasks on her own, and in a year, even more. That kind of ROI is significant. Compared to hiring a seasoned employee with a higher salary and the risk of mismatched skills, apprenticeship is a smart, scalable investment that pays dividends.”
Eran Markiewicz:
“We adapted our training to be more digestible for apprentices, offering ‘bite-sized’ lessons to fit their schedules. We quickly realized that this approach worked well for all new hires. Youth Apprenticeship pushed us to improve how we train across the board. It forced us to refine our onboarding processes and rethink how we deliver information effectively. Everyone benefits from more structured and accessible training.”
Eran Markiewicz:
“With apprentices, you get a front-row seat to watch their soft skills develop—how they ask questions, how they show up, how they engage with their work. It’s especially rewarding in a field like ours that is regulated and requires precision. Watching that transformation over two years is one of the most fulfilling parts of this program—it’s real, tangible development that benefits them and us.”
Ben Rheinheimer:
“We have a large Hispanic and Latino population in our area and workforce. Our bilingual HR apprentice has been fantastic. She’s helped with onboarding, employee relations, and even translated documents for our VP of Operations. Her impact has been real and measurable. Because I wear a lot of hats in a small company, having her support has been invaluable. She’s not just learning; she’s also contributing in ways that improve our day-to-day operations.”
Eran Markiewicz:
“It’s amazing to see 18-year-olds who already know what they want—or don’t want—to do with their future. Youth Apprenticeship helps connect them with our community and build a solid path forward. It’s good for the apprentice, and it’s good for our regional workforce. It creates a pipeline of skilled, motivated young people who are ready to contribute.”
Eran Markiewicz:
“Balancing regulations with practical experience involves some trial and error. Being transparent with both apprentices and parents helps manage expectations. We also adjust tasks based on what they can do. It’s a learning curve for everyone, but it pushes us to be more thoughtful, flexible, and intentional as employers.”
Ben Rheinheimer:
“Training apprentices requires intentional effort. They may know how to use computers for school, but not necessarily Excel, professional emails, or other workplace tools. It’s time-consuming, but it’s worth it. We’re laying a foundation that is not just for technical skills but a foundation for how to operate professionally, communicate effectively, and adapt to real-world work environments. That groundwork pays off.”
Indiana employers are finding success with an unexpected hiring strategy: youth apprenticeship. As companies across the state look for ways to fill talent gaps and build a reliable workforce pipeline, many are discovering that investing in high school talent pays off. We spoke with Eran Markiewicz, Human Resources Director at Hoosier Crane Service Company, and Ben Rheinheimer, Director of Employee Development at Crew Seating, to learn how youth apprentices have made a real impact on their businesses. From improving retention to shaping company culture, their insights reveal why more Indiana employers are turning to youth apprenticeship, and what makes it work.
