Warehouse and Distribution Staffing in the Lehigh Valley, PA: A 2026 Employer Guide
Last updated: June 2026
Reviewed by: FIS Recruitment, Bethlehem Office Serving Lehigh County and Northampton County Employers
Quick take
If you need dependable warehouse staff in the Lehigh Valley, partnering with a staffing agency is often the fastest way to keep operations moving without permanently increasing headcount. At FIS Recruitment, most clients see a qualified candidate slate within 24 to 72 hours after intake for common warehouse positions. We recruit pickers, packers, forklift operators, material handlers, dock workers, inventory associates, warehouse leads, and shipping office support across Allentown, Bethlehem, Easton, and the I-78 distribution corridor. Whether you need Temp, Temp-to-Hire, or Direct Hire staffing, our local recruiting process focuses on shift fit, commute, safety, and reliability so your operation stays productive. If you are planning a hiring ramp or need immediate coverage, contact FIS Recruitment to discuss your staffing plan.
Why Lehigh Valley warehouses feel staffing pain so acutely
Warehouse staffing is especially challenging in the Lehigh Valley because employers compete for the same labor pool while operating demanding production schedules, multiple shifts, and strict customer service commitments. The combination of distribution growth, seasonal volume swings, and transportation access makes recruiting both a speed and retention challenge.
The Lehigh Valley has become one of the Northeast's largest logistics and distribution corridors because of its proximity to major population centers and its access to Interstate 78, Route 22, Interstate 476, and Interstate 80. National retailers, manufacturers, third party logistics providers, and regional distributors all recruit from the same workforce, making experienced warehouse talent highly competitive.
For warehouse managers, staffing problems rarely happen one employee at a time. A handful of absences can affect:
- Pick rates
- Trailer loading schedules
- Shipping deadlines
- Overtime costs
- Customer service performance
- Safety on busy warehouse floors
The challenge becomes even greater during peak shipping periods when multiple facilities increase hiring simultaneously.
Several current labor market indicators reinforce these conditions:
- Transportation and warehousing continues to be one of the Lehigh Valley's largest employment sectors, supported by sustained regional distribution investment and interstate access. (Lehigh Valley Economic Development Corporation)
- The Allentown, Bethlehem, Easton metropolitan area recorded an unemployment rate of approximately 4.8 percent during early 2026, reflecting continued competition for available workers. (Pennsylvania Department of Labor & Industry)
- According to the U.S. Bureau of Labor Statistics, transportation and material moving occupations remain among the region's largest occupational groups supporting warehouse and distribution operations. (U.S. Bureau of Labor Statistics)
These market conditions mean employers cannot simply wait for qualified applicants to appear. They need an organized recruiting process and access to an established local candidate network.
"The companies that consistently hit their shipping goals are usually the ones that prepare before demand spikes. We work with clients to build staffing pipelines early, not after overtime starts becoming the norm."
Tom Reynolds, Senior Industrial Recruiter, FIS Recruitment
At FIS Recruitment, we maintain an active local recruiting bench throughout Allentown, Bethlehem, Easton, and surrounding communities. Every candidate is evaluated for realistic commute expectations, preferred shifts, previous warehouse experience, safety awareness, and reliability before being presented to our clients. That approach helps reduce avoidable turnover while supporting stable throughput during busy production periods.
The core warehouse and distribution roles we staff in the Lehigh Valley
Successful warehouse operations require more than forklift operators alone. We recruit across the entire warehouse workflow so employers can build balanced teams that keep receiving, storage, inventory control, picking, packing, loading, and shipping moving efficiently throughout every shift.
Our recruiting team supports facilities ranging from regional distributors to large fulfillment centers. Depending on your operation, we can staff individual openings or entire warehouse teams.
Warehouse Operations
- Picker
- Packer
- General Warehouse Associate
- Material Handler
- Loader
- Unloader
- Order Fulfillment Associate
Equipment Operators
- Sit Down Forklift Operator
- Stand Up Forklift Operator
- Reach Truck Operator
- Clamp Truck Operator
- Electric Pallet Jack Operator
- Yard Driver
Shipping and Receiving
- Shipping Associate
- Receiving Associate
- Dock Worker
- Cross Dock Associate
- Freight Handler
- Shipping Coordinator
Inventory and Quality
- Inventory Control Specialist
- Cycle Counter
- Returns Associate
- Quality Control Technician
- Quality Assurance Inspector
Warehouse Leadership
- Warehouse Lead
- Team Leader
- Shift Supervisor
- Operations Coordinator
Warehouse Office Support
Many distribution centers also require office staff who understand warehouse systems and shipping documentation. We recruit for positions including:
- RF Scanner Data Entry
- Shipping Office Clerk
- Receiving Clerk
- Inventory Administrative Support
- Logistics Coordinator
Every candidate is matched according to the specific requirements of your operation. That includes equipment experience, shift availability, attendance history, warehouse management system familiarity, production expectations, and overall fit with your work environment.
Rather than simply filling vacancies, our goal is to provide employees who can contribute to consistent productivity, safe operations, and long term workforce stability.
When warehouse staffing is the smart move in the Lehigh Valley
Warehouse staffing is the right solution when workload changes faster than your permanent workforce can adapt. Whether you are managing seasonal demand, launching new customer accounts, covering absenteeism, or reducing overtime, flexible staffing helps maintain productivity while controlling long term labor costs.
Every warehouse experiences fluctuations. The challenge is responding quickly without sacrificing service levels or overextending your existing employees.
Here are some of the most common situations where our clients call FIS Recruitment.
Seasonal shipping peaks
Retail holidays, promotional events, inventory builds, and end of quarter shipping can increase labor needs almost overnight.
We help clients:
- Add warehouse associates quickly
- Scale crews by shift
- Maintain shipping schedules
- Reduce mandatory overtime
- Keep experienced employees focused on critical work
Because we continually recruit throughout the Lehigh Valley, we can respond faster than employers beginning a hiring process from scratch.
New customer or distribution lane launches
Winning a new account is exciting, but it often comes with aggressive implementation timelines.
Rather than delaying operations while recruiting internally, many employers use temporary or Temp-to-Hire staff to launch the account while maintaining service for existing customers.
This approach gives managers flexibility during uncertain volume forecasts.
Overtime and employee burnout
Consistent overtime may solve today's staffing shortage but often creates tomorrow's turnover problem.
Long workweeks frequently lead to:
- Increased absenteeism
- Lower productivity
- Higher error rates
- Greater safety risks
- Reduced employee morale
Adding qualified temporary staff allows supervisors to spread workloads more evenly while protecting experienced employees from burnout.
Attendance challenges on second shift and weekends
Second shift, overnight operations, and weekend schedules are traditionally harder to staff than first shift.
At FIS Recruitment, we screen candidates specifically for:
- Preferred shift
- Reliable transportation
- Commute expectations
- Weekend availability
- Attendance history
Matching candidates with schedules they actually want improves retention and reduces unnecessary turnover.
Temp vs. Temp-to-Hire vs. Direct Hire: which model fits
Choosing the right hiring model depends on your production goals, hiring urgency, and long term workforce strategy. Temporary staffing provides the fastest flexibility, Temp-to-Hire reduces hiring risk, and Direct Hire is often the strongest option for leadership or specialized warehouse positions.
| Staffing Model | Best For | Speed to Start | Who Runs Payroll | Cost Profile | Commitment | Hiring Risk |
|---|---|---|---|---|---|---|
| Temp | Peak seasons, vacations, short term projects, unexpected absences | Fastest | FIS Recruitment | Flexible hourly staffing cost | Short term | Lowest |
| Temp-to-Hire | Warehouse associates, forklift operators, material handlers, long term growth | Fast | FIS Recruitment during trial period | Balanced | Moderate | Lower than direct hiring |
| Direct Hire | Warehouse leads, supervisors, logistics coordinators, specialized positions | Longer recruiting timeline | Employer | Traditional hiring costs | Long term | Higher initial commitment |
For warehouse employers in the Lehigh Valley, most clients begin with Temp-to-Hire for warehouse associates and Direct Hire for lead or supervisory positions.
Each model serves a different purpose.
Temporary staffing
Temporary staffing provides immediate workforce flexibility.
It works well for:
- Seasonal demand
- Unexpected absenteeism
- Vacation coverage
- Inventory projects
- New customer launches
FIS Recruitment handles recruiting, screening, payroll administration, and employment management while your supervisors manage day to day work on site.
Temp-to-Hire
Temp-to-Hire gives both the employer and employee an opportunity to evaluate fit before making a permanent hiring decision.
This model allows employers to observe:
- Attendance
- Productivity
- Teamwork
- Safety practices
- Equipment skills
- Reliability
If both parties are satisfied, the employee transitions into a permanent position.
Direct Hire
Direct Hire works best when filling positions that require extensive experience or long term leadership.
Typical examples include:
- Warehouse Manager
- Operations Supervisor
- Distribution Manager
- Inventory Manager
- Logistics Coordinator
- Continuous Improvement Lead
For these roles, employers generally prefer a comprehensive recruiting process focused on long term organizational fit.
Our warehouse staffing process in the Lehigh Valley
A structured hiring process consistently produces better staffing outcomes than reactive recruiting. Our process moves from intake through onboarding using clear milestones so employers know what to expect at every stage while candidates receive consistent communication throughout the hiring cycle.
Day 0 to Day 1: Intake and workforce planning
Every search begins with a detailed conversation about your operation.
We review:
- Job responsibilities
- Shift schedule
- Production environment
- Equipment requirements
- Safety expectations
- Attendance standards
- Desired hiring model
- Start dates
The better we understand your operation, the stronger the candidate match becomes.
Day 1 to Day 2: Local recruiting
Our recruiting team begins sourcing from our active Lehigh Valley candidate network while continuing outreach through additional recruiting channels.
We prioritize candidates based on:
- Relevant warehouse experience
- Commute distance
- Shift availability
- Equipment certifications
- Reliability
- Employment history
Day 1 to Day 3: Structured screening
Before candidates reach your hiring team, we evaluate:
- Work history
- Schedule availability
- Transportation
- Warehouse skills
- Forklift experience when applicable
- Communication
- Safety awareness
This screening helps reduce interviews that are unlikely to produce successful hires.
Day 2 to Day 4: Candidate shortlist
Most warehouse clients receive a shortlist of three to seven qualified candidates, depending on role complexity and market conditions.
Each candidate is presented with relevant background information so hiring managers can make informed interview decisions.
Week 1: Start and onboarding
Once selected, we coordinate:
- Start dates
- Hiring documentation
- Assignment details
- Day one instructions
- Supervisor communication
Clear onboarding expectations improve attendance and reduce first week turnover.
Day 30: Follow up
Our involvement continues after placement.
We check in with both the client and employee to discuss:
- Performance
- Attendance
- Productivity
- Team fit
- Any concerns requiring early intervention
Regular communication allows small issues to be addressed before they become larger staffing problems.
A 30/60 day ramp plan you can reuse for warehouse temps
Warehouse employees become productive more quickly when expectations are introduced in stages instead of all at once. A structured 60 day ramp plan improves retention, reinforces safety, and gives supervisors measurable milestones for evaluating employee success.
Days 1 to 7: Orientation and safety
The first week focuses on building safe work habits and operational understanding.
Topics include:
- Facility orientation
- PPE requirements
- Equipment procedures
- Picking methods
- RF scanner training
- Quality expectations
- Attendance policies
New employees should understand both productivity expectations and safety standards before working independently.
Days 8 to 30: Productivity and consistency
Once basic training is complete, supervisors should begin measuring performance using objective metrics such as:
- Lines picked per hour
- Cases processed
- Orders completed
- Scan accuracy
- Error rates
- Attendance
- Reliability
Frequent coaching during this period helps employees build confidence while maintaining operational standards.
Days 31 to 60: Cross training and advancement
By the second month, employees who consistently perform well can begin expanding their responsibilities.
Typical next steps include:
- Cross training
- Additional equipment certification
- Inventory support
- Quality responsibilities
- Team lead development
- Temp-to-Hire evaluation
This progression creates stronger workforce flexibility while providing employees with opportunities for long term growth.
Metrics that tell you it is working
The success of a staffing partnership should be measured using operational results rather than hiring volume alone. Tracking a small group of consistent performance indicators helps warehouse managers understand whether staffing improvements are supporting productivity, retention, and customer service goals.
Useful warehouse staffing metrics include:
- Time to first qualified candidate slate
- Time to employee start
- Fill rate
- First 30 day retention
- Overtime hours before and after staffing support
- Pick accuracy
- Mis-ship rate
- Attendance percentage
- Safety incidents
- Workers' compensation trends
- Employee conversion rate from Temp-to-Hire
- Supervisor satisfaction
Reviewing these metrics monthly provides a clearer picture of workforce performance and helps identify opportunities for continuous improvement.
Before you open a warehouse staffing requisition (manager checklist)
The more complete your staffing request is before recruiting begins, the faster qualified candidates can be identified and placed. Providing clear operational expectations helps reduce mismatches, improves retention, and shortens the time between opening a requisition and getting productive employees on your warehouse floor.
Before contacting FIS Recruitment, gather the following information:
Job Details
- Primary warehouse function (pick, pack, receiving, shipping, loading, inventory, forklift)
- Daily responsibilities
- Physical requirements
- Lift requirements
- Warehouse management system experience required
Equipment Requirements
- Sit down forklift
- Stand up forklift
- Reach truck
- Clamp truck
- Electric pallet jack
- RF scanner experience
- Other certifications
Schedule
- Shift
- Start time
- End time
- Weekend requirements
- Overtime expectations
- Expected assignment duration
Compensation
- Hourly pay range
- Shift differential
- Attendance incentives
- Bonus opportunities
Performance Expectations
Identify the KPIs new employees will be measured against, such as:
- Pick rate
- Cases per hour
- Orders completed
- Inventory accuracy
- Attendance
- Safety performance
Safety Requirements
Include any facility-specific requirements such as:
- PPE
- Steel toe footwear
- Drug screening
- Background screening
- Safety orientation
- OSHA procedures
Hiring Model
Decide whether the position is best suited for:
- Temp
- Temp-to-Hire
- Direct Hire
If you are unsure, our recruiters can recommend the most appropriate option based on your hiring goals.
Interview Process
Determine whether candidates will:
- Interview on site
- Complete a working interview
- Begin after agency screening
- Require multiple interview stages
Day One Readiness
Prepare new hires for success by providing:
- Reporting location
- Supervisor contact
- Parking instructions
- Required PPE
- Start time
- Lunch policy
- Time clock procedures
A complete requisition allows our recruiting team to present stronger candidates more quickly while reducing delays during onboarding.
Frequently Asked Questions
How fast can you provide warehouse staff in the Lehigh Valley?
For common warehouse positions, most clients receive a qualified candidate slate within 24 to 72 hours after the initial intake meeting. Timing depends on role requirements, shift schedules, and current labor market conditions, but our active recruiting network throughout Allentown, Bethlehem, Easton, and surrounding communities allows us to move quickly while maintaining quality standards.
Which warehouse roles does FIS staff in Allentown, Bethlehem, and Easton?
We recruit across nearly every warehouse and distribution function, from entry level associates to experienced supervisors. Positions include picker and packers, material handlers, shipping and receiving associates, dock workers, forklift operators, reach truck operators, inventory specialists, quality control technicians, warehouse leads, and shipping office support staff.
Can we use Temp-to-Hire for warehouse associates and forklift operators?
Yes. Temp-to-Hire is one of the most popular staffing models for warehouse operations because it gives both the employer and employee time to evaluate long term fit before making a permanent hiring decision. Many employers use this approach to reduce hiring risk while building a stable workforce.
Who handles payroll for warehouse temps?
For temporary and Temp-to-Hire assignments, FIS Recruitment manages payroll and employment administration during the assignment period. Your supervisors direct daily work while we handle payroll processing, employment documentation, and ongoing employee support until a permanent conversion, if applicable.
Can you cover second shift and weekend distribution shifts?
Yes. We recruit specifically for first, second, third, and weekend shifts throughout the Lehigh Valley distribution corridor. During screening, we verify preferred schedules, commuting distance, transportation reliability, and availability so candidates are matched with assignments they are more likely to keep.
What if a warehouse placement is not a fit?
If a placement does not work out, we respond quickly to identify a replacement and minimize disruption to your operation. Our ongoing communication with both clients and employees allows us to address concerns early and, when necessary, provide another qualified candidate under our replacement process.
Keep your Lehigh Valley warehouse fully staffed
Keeping warehouse operations fully staffed requires more than filling vacancies. It requires a recruiting partner that understands local hiring conditions, shift scheduling, safety expectations, and the pace of modern distribution centers.
At FIS Recruitment, we help employers across Allentown, Bethlehem, Easton, and the greater Lehigh Valley build dependable warehouse teams through Temp, Temp-to-Hire, and Direct Hire staffing solutions.
Whether you need a few additional associates for a seasonal surge or a long term workforce strategy, our recruiters can help you find qualified candidates who are ready to contribute.
To discuss your hiring needs or open a requisition, call 800.248.8687 or email info@fisrecruitment.com.
