Start by naming the role and what it actually needs. Most 'can't fill it' problems are really 'the req filters out people who could do the job.'
See what each job requirement costs
Break a job post into its skills, knowledge and work activities and see which requirements add to the pay you will need to offer, which cost little, and which you could drop to reach more qualified people.
Built from Job-description decomposition against priced skills, knowledge areas and work activities
Separates what a requirement costs from what it contributes. The expensive-and-cosmetic quadrant is usually where a stalled requisition is hiding.
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Pick a role above, or add one to your role set at the top of the page, and this splits its requirements into what is expensive, what is affordable, and what is cosmetic.
Programs that fit this work
Add roles to your set and these rank to your own hiring. Eligibility is set by each program, not by us.
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Power Up Indiana DWD State
Reimburses companies up to $5,000 per trainee ($50,000 max per company) for employee training that results in industry-recognized credentials, cross-training/reskilling, leadership development, or registered apprenticeships. Minimum starting wage: $23.50/hr.
Who qualifies: Indiana employers registered with Secretary of State, with physical IN location, current DWD unemployment tax account. Nonprofits NOT eligible.
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Employer Training Grant (Next Level Jobs) DWD State
Reimburses Indiana employers up to $5,000 per employee ($50,000 max) for training that results in industry-recognized credentials. Covers 6 priority sectors plus early childhood education.
Who qualifies: Indiana employers registered with Secretary of State, with physical Indiana location, current DWD unemployment tax account. Must train in priority sectors: adva…
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Tri-Share Childcare Model IHC Local
Innovative cost-sharing model where childcare costs are split three ways: employer, employee, and state/county. Reduces family childcare burden by 65%. Pilot opportunities available in Hamilton County.
Who qualifies: Any employer interested in subsidizing employee childcare costs. Model proven in Michigan (195 employers, 65% family cost reduction) and piloting in Indiana (No…
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Dependent Care FSA (DCFSA) IRS Federal
Tax-advantaged benefit allowing employees to set aside up to $7,500/year (2026) pre-tax for childcare expenses. Saves employers 7.65% in FICA taxes on every dollar contributed.
Who qualifies: Any employer offering a cafeteria plan (Section 125). Employees with children under 13 or dependent adults requiring care.
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Section 45F Employer Child Care Tax Credit IRS Federal
Federal tax credit for employers that pay for employee childcare. For tax years starting in 2026: 40% of qualified childcare costs (50% for eligible small businesses) plus 10% of resource and referral costs, up to $500,000 a year ($600,000 for small businesses). Tax years 2025 and earlier: 25%, up to $150,000.
Who qualifies: Any employer that incurs qualified childcare facility expenditures or qualified childcare resource and referral expenditures for their employees.
Built by Alex, the Hamilton County Data Hub, from BLS wage records, Census commuting and business patterns, O*NET skill profiles, and licensed Lightcast postings. Wages are set by employers. Ranges, never promises.