Marlin Steel is once again in the spotlight, this time featured in a new case study from UpSkill America at the Aspen Institute. The study, Investing in People Is an Investment in the Business, showcases how Marlin Steel’s commitment to its workforce has fueled remarkable growth and industry recognition.
From Bagel Baskets to Reshoring Leader
When Drew Greenblatt purchased Marlin Steel in 1998, it was a small Baltimore shop with fewer than 20 employees making wire baskets for bagel shops. Fast forward to today, Marlin operates across three plants with over 130 employees, serving industries like aerospace, automotive, and food processing.
By shifting from commodity products to custom-engineered solutions and investing heavily in automation, Marlin achieved a 35x increase in sales. This strategy helped the company withstand overseas competition and earned them the 2025 National Metalworking Reshoring Award in Chicago.
Pay-for-Skills: A Culture of Growth
At the heart of Marlin’s success is a unique pay-for-skills model. Employees start at $20.25 per hour, but each new machine they master earns them additional pay, with no cap on training opportunities.
Training includes vendor-led instruction, on-site coaching, and testing to validate mastery. This transparent system gives employees control of their career paths and earning potential, while building a highly adaptable workforce.
A Workplace Built on Curiosity and Community
The case study highlights how Marlin Steel fosters a culture of curiosity and support:
- Employees are encouraged to ask questions, experiment, and take on new responsibilities.
- A referral program rewards current employees with $4,000 bonuses spread over a year, motivating mentorship and improving retention.
- The company invests in its communities through events, school partnerships, and economic development initiatives.
These practices don’t just grow skills, they transform lives. Stories in the case study detail employees who advanced from entry-level roles to technical positions, and even one employee who, after being released from the justice system, was trained to operate advanced machinery and sent for vendor instruction across the country.
Why It Matters
Marlin Steel’s story illustrates how investing in people creates both business and personal wins. By linking skills to pay, prioritizing community engagement, and maintaining a culture of curiosity, the company has built a workforce that is resilient, loyal, and adaptable.
The Aspen Institute sums it up well: Marlin Steel offers a roadmap for other manufacturers, defines the skills that matter, provides structured training pathways, rewards learning, and creates a culture of trust.
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