Our Story
Learn our story, leadership, and mission shaping manufacturing in Mexico.
Workforce Infrastructure for Manufacturing Operations in Mexico
Staff your plant with people Tetakawi recruits to your roles, employs and pays, on a Manufacturing Campus where space, workforce, logistics and compliance run as one.
The Problem
Why Hiring in Mexico Delays Production
In Mexico, finding people is not the hard part. Employing them is, because recruiting reach, local pay data, a union agreement and a payroll all have to be running before the first shift starts.
No Standing in the Local Market
A new employer competes with plants that have hired in that market for years. Without reach, vacancies stay open longer and cost more.
Pay Set Without Local Data
Offers built on national averages are wrong in both directions. Pay above the local market and the margin goes. Pay below it and people leave.
Obligations From the First Hire
The first hires bring payroll, registrations, safety programs and a union. Build that yourself and the plant manager runs HR.
Our Solution
The Employer’s Side, Already Running
Before you sign, the workforce side of a Campus is already running, from the recruiters in the market to the union agreement and the bus routes. You control production, process and quality. Tetakawi carries the employer’s side of it.
The Labor Market, Read Before You Choose
Before you choose a Campus, you see the labor market around it with us: which roles it carries in depth, which need a wider radius, and what each is paid there. The bus routes already running are part of that read, because they set how far you can really hire from, and the pay data comes from the manufacturers already hiring there.
Recruiters Who Know the Market
Tetakawi has been hiring around the Campuses for years, so the recruiters, the candidate pool and the word of mouth are all working before you arrive. You define the roles and choose the people, and the search keeps running in the towns around the Campus while roles stay open.
Employer of Record in Mexico
Tetakawi is the employer of record. The workforce assigned to your operation is employed by one of Tetakawi’s Mexican entities and joins a payroll that already runs, and the employer’s obligations under Mexican labor law are Tetakawi’s to carry. You decide who is hired and who stays.
The Union Relationship, Already Managed
Tetakawi is the signatory to the union agreement at each Campus, one agreement per Campus, and manages that relationship day to day. Your managers do not sit across from a union. Wages are negotiated annually in the regional cycle, and union benefits every other year.
Buses, Medical Services and Safety, Already Running
Campus busing and preventive medical services are already running, and your people join them. The employer’s safety programs, the safety committees Mexican law calls commissions, the brigades and the drills, are run here by Tetakawi as employer of record for the people it employs. Your procedures, your process training and your hazard expertise stay yours.
Benefits
A Workforce Recruited, Employed, and Supported
Faster to a Full First Shift
You commit to a location having seen what its labor market has already given the manufacturers hiring there, because Tetakawi recruits in it.
- A role-by-role view of what recruits easily and what does not
- Pay expectations from the local market
- Transportation reach that defines your real labor pool
- Early warning on the profiles that need a longer window
A More Stable Labor Environment
The operation keeps its people after launch, because the recruiting, the HR team and the union relationship stay Tetakawi’s to run.
- One union agreement already in force, negotiated by Tetakawi
- Wage reviews handled with benchmark data from the same market
- Recruiting that keeps running as you replace and add people
- An HR team on site, and a coordinator inside your plant as you grow
Onboarding
From Decision to the First Shift
By the time you sign, the due diligence is done: you have walked the Campus and seen what it will cost to run there. From there it is the same playbook on every Campus: a kickoff, one launch plan and one Tetakawi project lead, with your workforce as one part of it.
1.
Sign
One U.S.-based agreement names your project lead and your date. Your first shift goes into one launch plan.
2.
Launch
You send the roles; recruiting opens, you interview and select. The first shift is on Tetakawi’s payroll before production starts.
3.
Operate
The HR team on the Campus runs the payroll you approve, the union relationship and the buses. You run the floor.
4.
Grow
Recruiting keeps running as you add shifts and replace people, and the same HR team carries the next headcount.
Testimonials
Workforce Growth in Practice
Manufacturers who staff their operations on a Tetakawi Campus, on what it took to fill the first shifts and keep filling them.
“Our customers are all knocking on our door asking us how much we can produce. And to grow and meet our customers’ demand, we’ve got to find the people to do it. When we first started talking about expanding into Mazatlán, there were people coming up with applications ready to go right away.”
Jeremy Main, Senior Vice President, Consolidated Precision Products
“Tetakawi does a great job with recruiting, whether it’s hourly workers or the specific skills we need. They also help us with transportation and the paperwork that keeps us meeting all of the Mexican regulations and laws. Day to day I deal with their HR team, who are really good people and very knowledgeable.”
Brian Berich, Director of Operations, BAE Systems
“Sonora has great talent. All the skills that can be developed here are amazing. Sometimes people assume that because we’re in Mexico it’s not the right talent, but the talent is here in Sonora, and we can compete at any level. The technical schools and universities in the region give us a pipeline of future engineers and technicians.”
Ricardo Gómez, Director of Operations, TE Connectivity
“The region of Guaymas is a very strong region in talent, a combination of talent and capabilities. With Tetakawi, we are taking out the burden of indirect labor, hiring, laws, and import-export. I can focus on production, on growth, on the culture of my plant and on the culture of the region.”
Enrique Vega, General Manager, Pursuit Aerospace
The Campus Model
Predictability Through Integration
On a Tetakawi Campus, workforce runs on the same platform as space, logistics and compliance, carried by on-site teams. You run your own factory, and Tetakawi runs the Campus around it.
How the HR team works with your plant day to day: HR and Payroll Administration.
Launch Faster
Move into an operating environment that is already running.
Operate Predictably
Keep your team focused on production, with on-site support.
Grow on Your Terms
Scale space, people, and capacity to match demand.
Integrated Services
The Integrated Services Behind Every Campus
Our on-site teams help you launch your operation, keep your building running, employ and pay your workforce, move your materials across the border, buy what your plant consumes, and keep your permits, filings and registrations current.
FAQs
Manufacturing Workforce in Mexico FAQs
The questions we get most often from manufacturers looking at Mexico.
What is already in place when we sign?
An employer entity already registered, and recruiters already working the market.
The employer entity is registered, the union agreement for the Campus is in force, and the recruiters know what each role pays around it. Transportation already runs the routes your people live on. A manufacturer arriving alone builds all of that first.
You choose the people and you run the floor.
How long until we have a full first shift?
We answer that role by role, because labor markets do.
Send us the roles, the headcount and the production plan behind them. We come back with how those roles have filled for the manufacturers already on that Campus, what they pay locally, and how far the transport routes reach.
Recruiting is not usually what sets your production date. Most operations go from deciding on Mexico to producing in Mexico in three to six months.
Who employs our people?
Tetakawi, as employer of record.
The workforce assigned to your operation is employed by one of Tetakawi’s Mexican entities, and the employer’s obligations under Mexican labor law are Tetakawi’s to carry. You sign one U.S.-based agreement with Tetakawi, and there is no Mexican company for you to form. Tetakawi is also the signatory to the union agreement at each Campus.
You define the roles, you interview, and you select. Your production, your process, your quality standards and your IP stay yours.
What does the workforce cost us, and what is extra?
The wage is the first line, not the budget.
On top of it sit the benefits Mexican law requires, the employer contributions, the transport your shifts need, and severance, which is your company’s cost whenever it arises. We recommend a rate and tell you where it came from.
Before you commit, you see what your headcount will cost, role by role, and how those wages compare with the rest of the region.
How do we start?
Four steps, in order.
1. Get in touch. A conversation about what you are hoping to achieve in Mexico, and why now.
2. Measure ROI. We build the business case with you: the full cost of running your operation on a Campus, the risks and the trade-offs, and which Campus fits.
3. Site visit. Walk the Campus, meet the people who would run your account, talk with manufacturers already operating there, and see a shift change.
4. Launch and grow. When you give the green light, the same team that helped you build the case guides the launch.
Build a Predictable Path to Manufacturing in Mexico
Start with a conversation, not a commitment: tell us your goals, and we’ll help you decide whether a Campus fits.
