employment research group

Transforming Lives Through

For over 20 years, Employment Resource Group (ERG) has been fueling the growth of businesses in Wisconsin and across the country. We believe that the cornerstone of any successful company is the right people, strategically placed at the right time. Our mission is rooted in the pursuit of excellence, for ourselves, our clients, and our candidates. We are more than just an executive search firm; we are partners in success, committed to finding and engaging top-tier talent that aligns with our clients' values and objectives. With a customized approach to each search and a placement retention rate of 97%, we are transforming companies one exceptional hire at a time.

01 What We Do

02 career center, 03 our team.

Award-Winning Search Firm

Imagine a search firm that truly understands the impact, good or bad, a new hire can have on your company.

In today’s business climate, innovation, disruption, and transformation are gaining pace. Having the right talent is no longer an option, but a requirement to stay relevant.

But it’s more than hiring talented people. How people integrate into a company, how they deal with opportunities or challenges, and the way they tackle short- and long-term strategies are all critical to success.

This is where ERG makes a difference.

We listen. We build relationships. We deliver talent. At ERG we approach search from its foundation — in order for companies to grow they need great people. Great people need great cultures. Our job is to match the two, helping both the person and the company to understand collaborative success.

At ERG, our core business is helping you take care of your business: Building great teams and creating strategies to keep them.

Creating exceptional, culturally aligned executive teams for businesses across the country is central to our expertise, establishing ERG as a trusted authority in nationwide executive search.

Recognizing the uniqueness of every executive search, we initiate our recruitment process with a measured and intentional approach. We prioritize gaining a comprehensive understanding of our clients' businesses - their values, their culture, and the specific contributions they anticipate from new hires. This attention to detail is the backbone of our candidate selection process, allowing us to identify professionals who will not only meet but exceed strategic objectives.

The result is a team member who will seamlessly integrate into their new environment, personifying the ideal fit based on the specific needs and vision of the client.

Our sister brand, Pinnacle Talent, is 100% concerned with strategy and retention. That means we help businesses plan for the long term.

You might have great people now, but do you have a talent plan based on growth? Are there skill gaps or cultural misalignment that need addressing?

We partner with our clients on everything from integrating a long range talent plan into your overall business strategy to analyzing areas in need of cultural enrichment.

Want to create a culture where employees are engaged, challenged, and invigorated?

Talent Strategies Every good business plan should also include a talent plan — and this is where we help. Our expertise is in analyzing your strategic goals and conducting a stakeholder review to ensure you have the right players to win. We’ll help you to see if you have gaps, help you keep and engage your top players, and identify where you may need to recruit from outside.

Innovation Summits We can help you engage high performers in strategy and high potential employees in critical thinking skills.

Employee Empowerment Employees want to be a part of planning their careers. They want to feel motivated, empowered, and significant. ERG will help you create a culture where employees feel a shared ownership for their results. We will work with your senior leaders to develop career paths for individual employees, identify core competencies needed for promotion, and run effective performance reviews, so expectations are transparent.

Succession Planning Over time in one’s career, institutional knowledge is critical for a company to exist. But as retirement looms, how does this knowledge get transferred? Retirement is looking out a window, not into a mirror. We will help you identify critical tasks the retiring teammate brings to the organization in order to build a plan that supports you and creates opportunity for others.

With over twenty-five years of industry expertise, ERG’s network is strong and a key differentiator in the markets we serve:

• Construction
• Manufacturing
• Banking and Financial Services
• Functional Leadership (Marketing, Sales, Human Resources, Information Technology, Operations, etc.)

Is your industry missing? Don’t be shy. If we can’t help we’ll know someone who can.

What Our Clients Say

This is NOT your typical recruiting firm. They take the time to understand their candidates for the ultimate placement in the workforce. To be honest, I was set back by the amount of time they invested in myself and my career! The entire staff at ERG is driven by the same passion and goals, resulting in a top-notch profession and proven results.

Nathan Nick Chief Operating Officer of ATCAM, LLC

From the first meeting, I liked Sharon. Not only did ERG deliver, but the talent I saw was some of the best I have seen in my career in high level positions for a private equity portfolio company.

Kevin Stevick President / CEO of Pioneer Metal Finishing

Working with ERG and Sharon has helped Community First grow and prosper immensely. We have had a long partnership, and some of the very best hires that we have made at the credit union have been working with Sharon and her team.

Catherine Tierney President & CEO of Community First Credit Union

Let’s be honest - anyone with Sharon’s and ERG’s knowledge, it’s just a real testament of people saying ‘That’s the go-to company’. When I sat back and thought about it, I knew that was the one I wanted on my team because you want the bullfighter and that’s what she is - she’s fantastic.

Dave Voss President & CEO of Miron Construction

Nathan Nick

Kevin Stevick

Catherine Tierney

People, Passion and Purpose

Jack Canfield, Coauthor of the Chicken Soup for the Soul™ series and author of The Success Principles™: How to Get from Where You Are to Where You Want to Be

Let's talk talent.

• Career Center

Research Books and Guides for All Professionals

A member of Employment Research Institute, Employment Research Group is the largest online source of career information dedicated solely to serving employment needs of professionals. We offer a wide range of products for anyone and everyone in across a hundred plus professions, including students, mid-level professionals and senior executives. Through years of extensive research, we have been able to compile comprehensive data about professionals in various industries. We do not simply sell information. We are specialists in the career business and are committed 100 percent to this industry. Other research groups can only offer information restricted to selected cities. ERG offers an extensive database which includes not only major markets such as New York, Los Angeles, and Chicago, but every market in the country. From finding the perfect job to crafting the ideal resumes, it is advantageous to have the experts guiding you. Don't miss this opportunity!

Resume Truths: 12 Important Articles to Perfect Your Resume

Bcg reference guide to practice areas, in house job special report, lawcrossing?s career advice revealed, part i, lawcrossing?s career advice revealed, part ii, lawcrossing?s spotlight on academic attorneys, perfect legal job search book, the lawcrossing difference, lawcrossing?s guide to alternative careers, lawcrossing?s spotlight on minority attorneys, attorney resume secrets revealed, the 2010 bcg attorney search guide, our products, top directories, accounting industry's hr contacts (excel version), advertising industry's hr contacts (excel version), agriculture and forestry industry's hr contacts (excel version), automotive hr contacts (excel version), bluecollar hr contacts (excel version), california corporate counsel (excel version), california corporate counsel (pdf version), construction industry's hr contacts list (excel version), consulting industry's hr contacts (excel version), directory of acquisition directors (excel version), directory of legal recruiters (excel version), directory of ll.m. programs (excel version), engineering industry's hr contacts (excel version), entertainment industry's hr conracts (excel version), facilities industry's hr contacts (excel version), financial services industry's hr contacts (excel version), healthcare industry's hr contacts (excel version), hospitality industry hr contacts (excel version), in house job special report (pdf version), informationtechnology hr contacts (excel version), insurance industry's hr contacts (excel version), law school career services (excel version), legal professionals (excel version), management services industry's hr conracts (excel version), manufacturing hr contacts (excel version), new york corporate counsel (excel version), new york corporate counsel (pdf version), paralegal associations (excel version), public law libraries (excel version), publicinterest industry's hr contacts (excel version), recruiting industry's hr contacts (excel version), telecommunication industry hr contacts (excel version), the associates of the top 200 largest law firms volume i: 1-100 (excel version), the associates of the top 200 largest law firms volume ii: 101-200 (excel version), the associates of the top boutique law firms (excel version), transportation industry's hr contacts (excel version), career advice ebooks, finding a dream job in a nightmare economy (pdf version), guerilla job warfare (pdf version), keeping your job when everybody else is losing theirs (pdf version), resume truths: 12 important articles to perfect your resume (pdf version), the advertising career guide (pdf version), the architecture career guide (pdf version), the compliance career guide (pdf version), the construction career guide (pdf version), the designing career guide (pdf version), the human resources career guide (pdf version), the marketing career guide (pdf version), the psychology of success (pdf version), truth or consequences (pdf version), legal research ebooks & magazines, a guide to a successful career as a paralegal or legal staff member (pdf version), attorney job search secrets revealed (pdf version), attorney resume secrets revealed (pdf version), bcg reference guide to practice areas (pdf version), lawcrossing?s career advice revealed, part i (pdf version), lawcrossing?s career advice revealed, part ii (pdf version), lawcrossing?s guide to alternative careers (pdf version), lawcrossing?s spotlight on academic attorneys (pdf version), lawcrossing?s spotlight on minority attorneys (pdf version), perfect legal job search book (pdf version), the 2007 judged salary survey (pdf version), the 2010 bcg attorney search guide (pdf version), the lawcrossing difference (pdf version), recent admittees to state bar directories, recent admittees to the alabama state bar (excel version), recent admittees to the georgia state bar (excel version), recent admittees to the illinois state bar (excel version), recent admittees to the maryland state bar (excel version), recent admittees to the missouri state bar (excel version), recent admittees to the nevada state bar (excel version), recent admittees to the pennsylvania state bar (excel version), recent admittees to the texas state bar (excel version), recent admittees to the az state bar (coming soon), recent admittees to the ca state bar (coming soon), recent admittees to the ga state bar (coming soon), recent admittees to the ny state bar (coming soon), state partners directories, directory of ca partners (coming soon), directory of fl partners (coming soon), directory of ny partners (coming soon), directory of tx partners (coming soon), educational recordings, bao vang: starting a non-profit organization (podcast), celia harkey: staying healthy in law school (podcast), cheryl coon: environmental and non-profit law (podcast), george socha: electronic discovery (podcast), glenn whitaker: false claims act (podcast), interview with attorney/fiction writer julie hilden (podcast), jonathan polak: o.j. simpson's right to publicity case (podcast), kieran shanahan: north carolina property rights coalition (podcast), linda fairstein: interview with manhattan d.a. and author (podcast), melissa lierly: the law school experience (podcast), michael mccann: sports law (podcast), natalie mckenney: practicing as a paralegal (podcast), nicole paquette: animal law (podcast), raffaele murdocca: the southeast legal job market (podcast), resume and cover letter tips (podcast), rosland mcleod: the benefits of using a recruiter (podcast), ruth anne robbins-legal research and writing (podcast), sandy pfau englund: non-profit legal organizations (podcast), scott ginsberg-how to make a great first impression (podcast), the colorado legal job market (podcast), the importance of using a legal recruiter (podcast), the myths of ?law firm culture? and ?fitting in? (podcast), the new york legal job market (podcast), the washington, d.c. legal job market (podcast), thomas edwards: interview with attorney/mayor/fiction writer thomas edwards (podcast), tom mighell-using technology in legal practice (podcast).

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Welcome to IWER

How can work be improved—for both workers and organizations? That's a question central to the work of the MIT Institute for Work and Employment Research (IWER).

IWER is a multidisciplinary and highly collaborative hub for the study of work and employment, housed at MIT Sloan but including researchers from other departments across MIT.  IWER-affiliated scholars conduct and disseminate cutting-edge research that improves the lives of workers and their loved ones and that guides managers and policy makers in crafting a successful and inclusive future of work.  On these webpages, you can find out more about IWER—our mission, activities, PhD program, weekly seminar series, courses, storied history, and more. 

  Learn More ABOUT IWER  

Interested in research on creating a better future of work? Sign up for IWER's newsletter.

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IWER History

The late Phyllis A. Wallace, a professor in MIT IWER, was a pioneer in researching the economics of discrimination in the labor market.

IWER Activities

Research projects.

IWER scholars are researching timely work-related topics-- ranging from reducing bias in organizational processes to amplifying employee voice in the workplace.

Learn more ABOUT IWER RESEARCH

PhD Program

IWER offers a world-renowned multidisciplinary PhD program in conjunction with the Behavioral and Policy Sciences faculty at MIT Sloan. We admit a small number of students and work closely with them.

Find out more ABOUT the IWER phd program  

Seminar Series

IWER’s weekly seminar series, held on Tuesdays throughout the academic year, is one of the longest-running seminar series at MIT and features researchers from universities across the US and internationally.

Learn more ABOUT THe iwer seminar

Publications

IWER faculty disseminate their research findings and ideas through a wide variety of media – from scholarly journal articles to op-ed columns and interviews. 

Read publications by iwer faculty

Resources for MBA Students

Interested in learning more about the human side of management while studying at MIT Sloan? Explore IWER's course guide for master's students.

read the course guide 

Resources for Managers

Decades of research at MIT and elsewhere have shown that some companies achieve good returns while paying workers more than their competitors do.

 learn more about creating good jobs

IWER'S Mission: Improving Work

Business, labor, and government policy leaders need to find ways to bring workers’ voices into the development, design, and use of new AI technologies so these new tools both drive innovation in responsible ways and improve the quality of jobs and employment opportunities.

Join Our Team

At ERG, we owe our success to our employees.  We are always looking for people who bring enthusiasm, creativity, and fresh perspectives.  We hire talented, innovative professionals who embrace our collaborative philosophy, diverse culture, and dedication to client service. Then we offer a supportive, collegial work environment so they can excel.

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• Medical insurance for employees and their families
• Life insurance and long-term disability
• Dental and Vision benefit
• A generous 401k plan
• Profit sharing
• Flexible spending accounts
• Educational benefits
• Paid vacation and holidays
• Parental Leave
• Flexible work hours
• Drug-Free Workplace

Diversity, Equity, and Inclusion

ERG values diversity and continually strives to provide a work environment where every employee feels welcomed and supported as their authentic self. Our corporate DEI policy, “to continuously advance diversity, equity, and inclusion in who we are and what we do at ERG,” is supported throughout the company and implemented by our DEI committee. Composed of over 65 people (nearly 15 percent of our employees) at all levels of the company, and working with the full support of ERG’s president, our DEI committee develops and implements recommendations in three areas:

• Recruiting, hiring, and retention strategies to increase the number of employees from historically underrepresented populations.
• Internal training, tools, and resources to promote awareness about the full range of diversity at ERG and best practices to help make our workplace as inclusive as possible.
• Pro bono support of community organizations working at the intersection of environmental and social justice.

Our DEI committee is open to all employees. We encourage job applicants to ask us more about the committee’s work and new employees to join the committee if they would like to do so. We thank our committee for helping us continually improve DEI at ERG.

Equal Opportunity

ERG is an affirmative action, equal opportunity employer.

ERG has been, and is fully committed to, equal employment opportunity both in principle and as a matter of policy in all aspects of employment. Our employment practices and policies do not tolerate discrimination; rather they provide equal opportunity to all applicants and employees without regard to race, color, religion, gender, national origin, ancestry, age, genetic information, sexual orientation, gender identity, physical or mental disability, veteran status, or any other protected legal category. ERG is an equal opportunity employer and adheres to requirements set forth by the Department of Labor, including those applied to government contractors by Executive Order 11246, as amended , and its progeny; and Executive Order 13665 Non-Retaliation for Disclosure of Compensation Information .

For applicants that require an accommodation: As a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access ERG’s online application process as a result of your disability. Please contact Human Resources via e-mail at [email protected] or telephone 781-674-7293 to request an accommodation. Someone will get back to you shortly.

ERG participates in E-Verify:

• E-Verify Participation Poster (English)
• E-Verify Participation Poster (Spanish)
• Right to Work Poster (English)
• Right to Work Poster (Spanish)

Employment Research Corporation

Ann Arbor, Michigan | 734-477-9040 --> [email protected]

• Publications

Economic and Statistical Experts in Employment Discrimination and Wage and Hour Class Actions

Employment Research Corporation carries out economic and statistical analyses related to employment issues including wage and hour claims, economic loss and employment discrimination. Analyses are performed using recognized scientific methodology to assure clients of unbiased information.

Employment Discrimination

• Analysis of Reduction in Force (RIF)
• Compensation and Pay Equity Studies
• Data Preparation for Affirmative Action and EEO Reporting
• Promotions and Terminations Analyses
• Statistical Analysis in Employment Class Action Lawsuits, OFCCP and EEOC cases

Wage and Hour

• Fair Labor Standards Act (FLSA)
• California Wage and Hour and Other State and Local Labor Standards
• Prevailing Wage Litigation

Expert Witness Testimony and Litigation Support

Statistical support and survey research in class action lawsuits, labor market statistics.

• Employment Audits
• Labor Market Indicators

Economic Loss

• Personal Injury and Wrongful Death
• FELA Analysis of Injured Railroad Workers
• Mitigation of Damages in Employment
• Economic Analysis of Life Care Plans
• Wrongful Termination

Dr. Malcolm S. Cohen

Dr. Malcolm S. Cohen, Founder of Employment Research Corporation, has over 40 years of experience in labor market and statistical analysis. He founded the firm in 1997, after retiring as the Director of the Institute of Labor and Industrial Relations at the University of Michigan, which he directed for 13 years. Dr. Cohen's research has been cited in Time , Money , and leading newspapers throughout the United States. Clients have included Fortune 500 companies, law firms representing both plaintiffs and defendants, and government agencies such as the Department of Labor and the Equal Employment Opportunity Commission (EEOC).

Download Dr. Cohen\'s CV (PDF)

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Considering a Career at JANUS will allow you the opportunity to be part of an environment that promotes creativity, and forward thinking. Rewards can be achieved by working with a Team that drives innovation in industry. JANUS is committed to promoting diversity in every area of the company. Each business unit, and each individual, makes a distinctive contribution to our company. We recognize that diversity is good for our team and is critical to our future competitiveness.

JANUS' work environment includes traits that are crucial to a successful business. These include integrity, accountability and teamwork. JANUS' search for excellence recognizes our employee's enthusiastic desire to perform in a way that far surpasses the average. Collectively, we pursue excellence in all that we do. Employees who are passionate about their job seek out new ways to improve processes, resolve issues, and pursue opportunities. This results in excellence.

Our comprehensive benefits package includes health and retirement benefits, and paid time off to include holidays. We appreciate our associates and their contribution to our success and we show it in many ways!

Certified as a Great Place to Work

Great Place to Work Certification is the most definitive "employer-of-choice" recognition that companies aspire to achieve. It is the only recognition based entirely on what employees report about their workplace experience - specifically, how consistently they experience a high-trust workplace. Great Place to Work Certification is recognized worldwide by employees and employers alike and is the global benchmark for identifying and recognizing outstanding employee experience.

Army PaYs Program Partner

JANUS Research Group is a proud partner of the U.S. Army Partnership for Your Success (PaYS) is designed to help Soldiers prepare for a career after the Army by connecting them with employers who understand the skill, discipline and work ethic that military service members bring to a business.

Click here to visit the PaYs Program website.

HIREVets Medallion Program

The Honoring Investments in Recruiting and Employing American Military Veterans Act (HIRE Vets Act) Medallion Program is the only federal award program that recognizes employers who successfully recruit, hire, and retain veterans. Recipients of the 2023 HIRE Vets Medallion Award meet rigorous employment and veteran integration assistance criteria, including veteran hiring and retention percentages; availability of veteran-specific resources; leadership programming for veterans; dedicated human resources efforts; pay compensation and tuition assistance programs for veterans.

Military Times 2023 Best for Vets: Employer List

Military Times 2023 Best for Vets: This survey captures the areas of greatest importance to transitioning service members, veterans, and their families when looking for an employer. Recruitment and employment practices, as well as retention and support programs, were given the most weight and importance in scoring and final rankings. Survey submissions are analyzed by Military Times? data experts. They are unbiased and completely objective ? purely looking at the stats and information provided by each company.

Virginia Values Veterans V3 Certified Company

The Virginia Values Veterans V3 Program helps employers develop and implement successful, long-term strategies to recruit, hire, and retain Virginia Veterans. V3 gives veterans what they need most right now - connections to a highly skilled, well-educated, and easily trained leadership workforce with experience in a vast array of fields such as: - Education - Healthcare - Skilled Trades - Manufacturing - Logistics/Transportation - STEM/STEAM The V3 Program is divided into four regions for member organizations- Southwest, Central, Northern Virginia and the Hampton Roads/Eastern Shore Region. Each region is supported by a V3 Membership Manager.

Click here to visit the Virginia Values Veterans V3 Program website.

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Latest News View All

• JANUS RESEARCH GROUP SELECTED TO DELIVER OPERATIONAL ARCHITECTURE SOLUTIONS TO THE U.S. ARMY FUTURES COMMAND, FUTURES AND CONCEPTS CENTER, ARCHITECTURE INTEGRATION MANAGEMENT DIVISION JANUS Research Group (JANUS) has been awarded a three-year Task Order to deliver operational architecture solutions to the U.S. Army Futures Command (AFC), Futures and Concepts Center (FCC), Architecture Integration Management Division (AIMD). (4/3/2024)
• JANUS RESEARCH GROUP AWARDS JACOB BASS WITH EMPLOYEE OF THE QUARTER JANUS Research Group (JANUS) is pleased to present Mr. Jacob Bass with the highly coveted Employee of the Quarter award for his dedication to the Architecture Integration Management Division Program at Ft. Eustis. (3/29/2024)
• JANUS RESEARCH GROUP AWARDS ABEL ESPARZA WITH EMPLOYEE OF THE QUARTER JANUS Research Group (JANUS) and the Manpower, Personnel and Training (MP&T) team are pleased to present Mr. Abel Esparza with the highly coveted Employee of the Quarter award for his integral support of the Ready Relevant Learning (RRL) Career Long Learning Continuum (CLLC) development team. (3/18/2024)
• JANUS RESEARCH GROUP RECEIVES CAPABILITY MATURITY MODEL INTEGRATION FOR SERVICES MATURITY LEVEL 3 This month JANUS Research Group (JANUS) announced that it has received its Capability Maturity Model Integration for Services (CMMI Services) Maturity Level (ML) 3. (2/27/2024)

Looking to join our team? Visit our Employment Opportunities page to get more information.

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HAVING FUN PUTS A SMILE ON WORK

“Working at The DRG is an incredible experience because of the fun culture and teamwork atmosphere. I love that everyone truly cares so much about our clients and works together so seamlessly to deliver quality insights.”

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Competitive compensation program, best places to work in 2020.

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Yes, there is some paperwork….

but the goal of our onboarding program is to give you the resources, tools, support, and network you need to be successful. We strive to make you feel welcome on your first day and hope that our orientation and onboarding program ensures that you quickly feel “at home.”

From day one, you will have the opportunity to engage with and learn from members of our staff – from peers on up to senior management. We support an open-door environment and want all employees, new and more tenured, to feel comfortable speaking with any member of our team.

The DRG is an Equal Opportunity Employer

View our  Equal Opportunity Affirmative Action Policy Statement for WI

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OUR MISSION

Empower our clients and each other to grow smarter through quality-driven intelligence, collaboration, and creativity.

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We have always been curious , driven , and hard-working .

We have always been curious, driven, and hard-working.

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March Jobs Report: U.S. Employment Remains Resilient

T he U.S. labor market showed yet more evidence of its resilience Friday, as March's nonfarm payrolls report once again came in well ahead of expectations.

However, in-line wage growth didn't do much to temper opinions on inflation amid still-aggressive job expansion, and most experts noted that continued labor strength might continue to stay the central bank's hand on its benchmark interest rate.

The Labor Department reported Friday that nonfarm payrolls grew by 303,000 in March, easily surpassing economists' estimates of 205,000. Unemployment, meanwhile, ticked down from 3.9% to 3.8%, in line with estimates. And while February payrolls were revised lower a smidge (-5,000 jobs), January payrolls were revised higher by 27,000 jobs.

Here's a quick look at the most pertinent details, illustrating a still-robust economy:

• March payrolls: +303,000 (vs. +205,000 est.)
• March unemployment: 3.8% (vs. 3.8% est.)
• March hourly earnings: +0.3% (vs. +0.3% est.)
• February payrolls (revised): +270,000 (vs. +275,000 previously)
• January payrolls (revised): +256,000 (vs. +229,000 previously)

It's great news for American workers, though it's a potential concern on the inflation front and, as a result, might push an anticipated Fed interest-rate cut even further back.

"The unemployment rate has stayed below 4.0% since March 2022, with 2023 averaging just 3.6%. This prolonged streak indicates a labor market that remains tight," says Joe Gaffoglio, President of Mutual of America Capital Management. "Some suggest the Fed already achieved a soft landing given this continued strength in the labor market, but sticky inflation above the Fed's target of 2% means rates will be higher for longer and it may be premature to have called the landing at this point."

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Digging deeper into the March jobs report …

Health care's jump of 72,000 jobs in March was above its average monthly gain of 60,000 jobs from the past year. Governmental employment also exceeded its monthly average, clocking in at 71,000 (vs. +54,000 over the trailing 12 months). Leisure and hospitality not only added 49,000, but finally eclipsed its pre-pandemic highs set in February 2020—and it too surpassed its monthly average of 37,000.

There were few noteworthy declines, but building material and garden equipment and supplies dealers lost 10,000 jobs, while automotive parts, accessories, and tire retailers lost 3,000 jobs.

"Average hourly earnings grew 0.3% month-over-month and 4.1% year-over-year, in line with expectations and quite similar to the average wage gains experienced in the first two months of the year," says Jason Pride, Chief of Investment Strategy and Research at Glenmede. "A key focal point for the Federal Reserve has been persistent inflation in services excluding shelter, which is closely related to wage gains since a large portion of the input costs to services is worker compensation. Consistent wage gains, while not red-hot, suggest that inflation may no longer be cooling."

Expert Reactions to March's Jobs Report

Here's what strategists, financial managers, and other experts had to say about the March employment situation:

Sonu Varghese, Global Macro Strategist, Carson Group

"Another blowout payroll report suggests the economy is running strong and far from recession, with the economy averaging 276,000 job growth per month over the last quarter and unemployment rate at 3.8%. On balance, this would push out any rate cuts by the Fed, but easing wage growth means we're not in the middle of a labor-market induced inflation surge.

"Ultimately, the inflation data is what matters, and if inflation pulls back in March and April, a strong labor market will not prevent a rate cut as early as June."

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Josh Jamner, Investment Strategy Analyst, ClearBridge Investments

"The combination of continued strong job creation along with an improvement in the household survey data (which had been softer lately) makes this jobs report hard to characterize as anything other than "hot." Reconvergence between the household and establishment survey data suggests that some of the potential sticking points in the jobs data are resolving favorably. The household survey data came in even stronger than the establishment survey data, with 498,000 jobs created, which helped drive the unemployment rate down to 3.8% even as labor force participation rose (a positive)."

Alexandra Wilson-Elizondo, Co-Chief Investment Officer for Multi-Asset Solutions, Goldman Sachs Asset Management

"There were many market participants who believed that today's jobs data release had been "de-risked" by Chair Powell's March comments that highlighted a desire to look through seasonality and implied a strong labor market did not warrant a delayed cutting cycle. However, given the hawkish tone out of recent Fed speakers and the run-up in commodity prices, there was a lot riding on this print to come in-line with expectations. It did not. The above expectation headline number of 300k+ shows that there is still strength in the labor market. That said, it is no longer overheating given average hourly earnings was in line and that participation rate ticked up slightly.

"We still believe that the Fed will begin insurance cuts later this year to make the soft landing a reality. Especially given that some of the recent data away from payrolls has shown a decline in macro momentum."

Jason Pride, Chief of Investment Strategy & Research at Gleamed

"Generally, the labor market remained resilient in the face of what should be the peak economic impact of rate hikes in 2024, widening the soft landing's runway in the U.S. While this is likely reassuring to the Fed that their approach so far has been correct, the Fed is unlikely to feel completely relieved of their responsibilities as inflation has remained resilient as well and wage gains are a contributing factor to that situation.

"On the whole, this report doesn't by itself alter the Fed's rate cut plan, but along with other information could be used to argue for only two cuts in 2024, instead of the currently expected three cuts."

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Joe Gaffoglio, President, Mutual of America Capital Management

"Throughout 2024, the labor market has been resilient, and today's jobs report keeps that trend going. Even after the downward revisions to recent reports, this report underscores the strength of the job market within the broader context of a U.S. economy that has continued to be largely resistant to the effects of higher rates.

"Despite expectations at the start of the year for interest rate cuts to begin in March, Fed Chair Jerome Powell's recent remarks reiterated that the Fed has to be confident in the trajectory of inflation before making any policy adjustments. The ongoing strength of the labor market, coupled with inflation persisting above the Fed's 2% target, is likely to uphold Powell's cautious approach to monetary easing."

David Russell, Global Head of Market Strategy, TradeStation

"The economy is strong and getting stronger, consistent with some of the recent data. Still, the higher participation rate suggests we could be in the process of supply and demand coming into better balance. A June rate cut might be at risk, but next week's CPI number will probably be a bigger litmus test for the Fed. The bears haven't won yet."

Michelle Cluver, Head of ETF Model Portfolios, Global X

"Although the hotter-than-expected print raises questions about the timing for the Fed's first interest rate cut, continued labor market strength remains encouraging for the economy. Additionally, wage pressure came in line with expectations, proving some comfort in a hot report."

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Moscow, Latah County, Idaho Population and Demographics

In this article, we'll explore the population statistics for Moscow, Idaho, including popular demographics data like median age, number of households, household income, gender, employment and unemployment rates, occupations, religion, and more.

We are using the latest American Community Survey (ACS) 5-Year survey data from the US Census Bureau, which is accurate up to 2021.

• Population by Race
• Population by Age
• Household Income
• Income by Age
• Average Income
• Income Tiers

Per Capita Income

Education levels, employment by age, employment by race, occupations, occupations by category, occupations by gender, households and family size, households by marital status, rental rates, property value, property age, vehicles per household, commuting to work.

There is a lot of data that lets us see how many people live in Moscow, Idaho. The most basic data is the total population, which is the total number of people living in Moscow, Idaho. The estimated population of Moscow, Idaho is 25,336 people, with a median age of 26.

We can look at the total population in Moscow over the last 5 years to see how much it has changed.

Population of Moscow, Idaho by Race and Ethnicity

We can also look at how the population has changed over the last 5 years by each of the race/ethnicity types as defined by the US Census Bureau.

This data can be very important for a number of reasons, including social and economic research, planning and development, and marketing to a multi-cultural population.

Note that the Native group includes both Native American and Alaskan Native people.

Population of Moscow, Idaho by Age and Gender

The age and gender of a population is another interesting demographic statistic because it lets us track trends in the population over time. For example, we can see how the population has changed over the last 5 years by median age as a total, and also by male and female.

The median age of Moscow, Idaho gives you an idea of the age distribution, with half of the population being older than the median age and half being younger.

This can then be used to infer and compare against birth rates, parent ages, and more metrics to understand the population. For example, an increasing median age indicates an aging population, which can be a sign of a declining population in terms of birth rates and workforce participation.

Median Household Income

The latest median household income of Moscow, Idaho is $49,251.00 .

In simple terms, the median income is the middle income of a group of people. Half of the people in the group make more than the median income, and half make less. The median income is a good indicator of the overall income of a group of people, and can be used to compare against other metrics such as the average income, per capita income, and more.

Median Income by Age

We can also look at the median income by age to see how the median income varies by age, and how it compares to the overall median income for Moscow.

• Under 25 $20,354.00
• 25 to 44 $63,584.00
• 45 to 64 $70,457.00
• 65 and over $51,835.00

Average Household Income

Whenever we ask what is the average household income in Moscow , we are actually talking about the mean household income.

This is calculated by adding up all the incomes of all the households in Moscow, and then dividing that number by the total number of households. This is a good way to get a general idea of the average income of a group of people, but it can be skewed by a very high or very low incomes.

The average household income of Moscow, Idaho is currently $66,853.00 .

In terms of accurately summarizing income at a geographic level, the median income is a better metric than the average income because it isn't affected by a small number of very high or very low incomes.

If you had an area where the average income was greater than the median, it can mean that there is significant income inequality, with income being concentrated in a small number of wealthy households.

4.75% of households in Moscow are classed as high income households (making $200,000+ per year).

Household Income Tiers

The US Census Bureau divides households into income tiers based on the median income for the area. This is a good way to compare the income of Moscow against other areas.

• Less than $24,999 25.15%
• $25,000 to $49,999 25.84%
• $50,000 to $74,999 18.84%
• $75,000 to $99,999 10.29%
• $100,000 to $149,999 11.14%
• $150,000 to $199,999 3.99%
• $200,000 or more 4.75%

The per capita income in Moscow is $28,075.00 .

Per capita income is the average income of a person in a given area. It is calculated by dividing the total income of Moscow by the total population of Moscow.

This is different from the average or mean income because it includes and accounts for all people in Moscow, Idaho, including people like children, the elderly, unemployed people, retired people, and more.

We can also look at the education levels in Moscow to see how many people have a high school degree, a bachelor's degree, or a graduate degree.

Educational attainment is a good indicator of the overall education level of a population, and can be used to compare against other metrics such as the average income, per capita income, and more to see how education levels affect income, unemployment rates, and more.

• Master's degree or higher 22.87%
• Bachelor's degree 49.35%
• Some college or associate's degree 7.26%
• High school diploma or equivalent 19.10%
• Less than high school diploma 1.42%

Employment rates are all based around the total population in Moscow that are over the age of 16.

The total population of Moscow over the age of 16 is 22,074 .

Of those people, a total of 67.50% are working or actively looking for work. This is called the labor force participation rate.

The participation rate is a useful market measure because it shows the relative amount of labor resources available to the economy.

The employment to total population rate in Moscow is 63.20% .

We can look at the employment rates by age to see how it compares to the overall employment rate.

Another very interesting employment statistic we can look at is the employment and unemployment rates by race in Moscow. The table below shows the rates for each of the ethnicity groups types defined by the US Census Bureau.

In this section we can look at the most common occupations in Moscow as well as the gender breakdown and earnings of them.

The total population of civilian employees that are 16 years old or older in Moscow is 13,953 , with median earnings of $28,024.00 .

Women in Moscow, Idaho earning approximately 72.10% of the men's earnings.

In the table below, we can break down the population and earnings even further by occupation. The list of occupation categories below will show you how many people are employed in each category and the median earnings of each profession.

The table below shows the same occupations from the list above, but we have split them by male and female to see how many male and females work in each occupation, the median earnings, and the male to female ratio of earnings.

That last metric is important because it can be used to look at the gender pay gap between men and women.

A household defined bu the US Census Bureau is a group of people who occupy a housing unit. A housing unit is a house, apartment, mobile home, group of rooms, or single room occupied as separate living quarters.

There are currently 10,225 households in Moscow, with an average household size of 2.18 people.

A family is defined as a group of two or more people related by birth, marriage, or adoption who live together in the same household.

There are 4,689 families in Moscow with an average family size of 2.86 people.

The four categories of household by marital status are:

• Married-couple family
• Male householder with no spouse present
• Female household with no spouse present
• Nonfamily household

The table below shows the total number of households and families, with the average sizes of each.

Of the 4,689 families in Moscow, 7.10% are considered to be below the poverty threshold.

The table below shows the latest poverty thresholds in Moscow:

There are 10,827 housing units in Moscow, Idaho.

The table below shows the split between occupied and vacant units:

53.61% of the total 10,827 housing units in Moscow are rental units. This is approximately 5,804 properties.

For owner-occupied housing units, a total of 4,278 are occupied by the owner - or 39.51% of the total.

The median rent for a property in Moscow is $776.00.

In the chart below, we can look at the number of rental properties in Moscow that fall into a particular rent range. These can then be used to compare with other areas, or to see how they have changed over time.

• No rent paid 143
• Less than $500 528
• $500 to $999 3,635
• $1,000 to $1,499 1,123
• $1,500 to $1,999 307
• $2,000 to $2,499 192
• $2,500 to $2,999 0
• $3,000 or more 19

The median value of a property in Moscow is $251,700.00.

Just like with rental rates, we can look at the number of properties in Moscow that fall into a particular value range.

• Less than $50,000 299
• $50,000 to $99,999 103
• $100,000 to $149,999 41
• $150,000 to $199,999 599
• $200,000 to $299,999 1,873
• $300,000 to $499,999 1,050
• $500,000 to $999,999 283
• $1,000,000 or more 30

We can also look at the age of properties in Moscow. The chart below shows the number of properties in Moscow that fall into a particular age range.

• 1939 or earlier 1,031
• 1940 to 1949 440
• 1950 to 1959 678
• 1960 to 1969 1,268
• 1970 to 1979 1,926
• 1980 to 1989 1,155
• 1990 to 1999 1,691
• 2000 to 2009 1,588
• 2010 to 2013 1,024
• 2014 or later 26

The number of vehicles available per household can be a good indicator of the level of affluence in an area. The chart below shows the number of households in Moscow that have a particular number of vehicles available.

• No vehicles available 596
• 1 vehicle available 3,565
• 2 vehicles available 4,204
• 3 or more vehicles available 1,860

In this section, we can also look at how people in Moscow get to work. The chart below shows the number of people in Moscow that commute to work in a particular way.

15.7 minutes is the average travel time to work for people in Moscow.

These commute times can be compared to other date like income and educational levels to see how they relate to each other and if there are any trends in the data that might suggest a correlation.

• Less than 5 minutes 1,029
• 5 to 9 minutes 3,921
• 10 to 14 minutes 2,472
• 15 to 19 minutes 1,419
• 20 to 24 minutes 1,452
• 25 to 29 minutes 361
• 30 to 34 minutes 883
• 35 to 39 minutes 225
• 40 to 44 minutes 151
• 45 to 59 minutes 208
• 60 to 89 minutes 275
• 90 or more minutes 154

We've covered a LOT of demographic and population data for Moscow, Idaho in this article! Hopefully you have found it very useful in your research of the area.

If you use any of the data found on this page, please consider linking back to USPopulation.org as the source and if you have any feedback or data requests, click here to contact us.

Research Laboratory Technician Sr./Inter./Assoc.

The Courtney Lab is seeking a full-time seeking a full-time Research Laboratory Technician within the Department of Pharmacology at the University of Michigan Medical School. The ideal candidate will be highly motivated, organized, and capable of working independently in a competitive research laboratory setting. This position will provide an exciting opportunity for you as the selected candidate to train and work in the area of cancer immunology. You will be expected to learn and implement new approaches to assess T cell function using mouse and cell culture models. You will gain experience with mouse tumor models to assess the effects of T cell therapies on tumor outgrowth and anti-tumor immunity. Other duties will include laboratory & mouse colony maintenance.

Mission Statement

Michigan Medicine improves the health of patients, populations and communities through excellence in education, patient care, community service, research and technology development, and through leadership activities in Michigan, nationally and internationally.  Our mission is guided by our Strategic Principles and has three critical components; patient care, education and research that together enhance our contribution to society.

Responsibilities*

• Carrying out ex vivo T cell assays (proliferation, cytokine production, cell-mediated cytotoxicity)
• Assessing signaling pathways in T cells (e.g., protein phosphorylation)
• Data analysis and presentation
• Isolating primary immune cells from mice
• Culturing primary cells and cell lines for experiments
• Maintaining lab supplies and ordering
• Assisting with maintenance of a mouse colony
• Genotype and identify transgenic mice using PCR-based screens
• Maintaining a scientific notebook
• Maintain transgenic mouse colony
• Prepare shared lab reagents

Required Qualifications*

Associate level:

• Associate’s degree in Biology, Biochemistry, or a related discipline
• Exposure to a research laboratory setting

Intermediate level:

• A minimum of 1 year of laboratory research experience, or equivalent combination of education and experience
• Experience working with mice (e.g., handling, isolating tissues etc)

Senior level:

• Bachelor’s degree in Biology, Biochemistry, or a related discipline
• A minimum of 2 years of laboratory research experience
• Experience working with mice and maintaining a mouse colony

All levels:

• Ability to analyze data and communicate findings
• Capacity to work independently, manage time proficiently, and motivation to learn new techniques

In order to be considered for this position the applicant must have met or will have met all the required qualifications prior to the start date of employment.

Desired Qualifications*

• Bachelor’s degree in a biomedically relevant field such as Immunology, Cellular & Molecular Biology, Biochemistry, or a related discipline is preferred
• Mammalian cell culture experience
• Experience with immunofluorescence or flow cytometry
• Experience with molecular / cellular approaches (e.g., DNA isolation, Western blot)

Underfill Statement

This position may be underfilled at a lower classification depending on the qualifications of the selected candidate.

Additional Information

NOTE:   Visa sponsorship is not available for this position.

Background Screening

Michigan Medicine conducts background screening and pre-employment drug testing on job candidates upon acceptance of a contingent job offer and may use a third party administrator to conduct background screenings.  Background screenings are performed in compliance with the Fair Credit Report Act. Pre-employment drug testing applies to all selected candidates, including new or additional faculty and staff appointments, as well as transfers from other U-M campuses.

Application Deadline

Job openings are posted for a minimum of seven calendar days.  The review and selection process may begin as early as the eighth day after posting. This opening may be removed from posting boards and filled anytime after the minimum posting period has ended.

U-M EEO/AA Statement

The University of Michigan is an equal opportunity/affirmative action employer.

Two UChicago Chemistry Undergrads Selected for 2024 Barry Goldwater Scholarship

Two University of Chicago Chemistry Department undergraduate students have received 2024  Goldwater Scholarships , awarded to second- or third-year students planning research careers in mathematics, natural sciences, or engineering.

Out of the three UChicago students honored this year, 2024 Goldwater Scholars are Sarah Kress, an undergraduate researcher of the Engel Group , and Joshua Pixley, an undergraduate researcher of the Bryan Dickinson Lab .

They are among the 438 students named 2024 Goldwater Scholars from 1,353 undergraduate students nominated by 446 academic institutions in the United States, according to the  Barry Goldwater Scholarship & Excellence in Education Foundation . Each scholarship provides as much as $7,500 each year for as many as two years of undergraduate study.

The students applied for the  Goldwater Scholarship  with assistance from UChicago’s  Center for Undergraduate Research and Fellowships . Since the Center for Undergraduate Research and Fellowships opened in 2015, UChicago has had twenty-four Goldwater Scholars named since Congress established the scholarship in 1986 to honor U.S. Senator Barry Goldwater. Out of those twenty four scholars, seven have come from the Chemistry Department. 

Sarah Kress is a third-year majoring in Chemistry. Her work focuses on solving challenges in sustainable synthesis via catalyst design from a physical chemistry perspective. She was honored as a 2023-24 Research Scholar for her project, “Rational Design of Redox Mediators for Selective Ketone Cyclization” under the mentorship of Assistant Professor Anna Wuttig. She currently serves as a Chemistry Undergraduate Researcher in the Gregory Engel Group . After graduating, Sarah plans to pursue a PhD in Chemistry and eventually lead a research group of her own.

Joshua Pixley is a second-year majoring in Chemistry. As an undergraduate researcher in the Bryan Dickinson Lab , his research has focused on bacteriophage-based methods for the discovery and maturation of de novo high-affinity binders. He currently serves as co-president of Genehackers , a UChicago student-run organization that designs and executes independent synthetic biology research projects to compete in the annual worldwide iGEM competition. After graduating, Pixley plans to obtain a Ph.D. in Chemistry focused in Chemical Biology and to one day pursue a career in drug discovery and the development of novel therapeutics.

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