Staff Augmentation

Revolutionize Your Workforce and Experience Unparalleled Success

Staff Augmentation

Revolutionize Your Workforce and Experience Unparalleled Success

What happens when a key employee retires?

At Gentry Professional Services, we understand the challenges companies face when losing experienced employees to retirement.

The departure of key individuals can result in a significant loss of knowledge, expertise, and client relationships. This can be especially problematic in a complex industry where specific knowledge and experience are critical to success.

The lack of this technical expertise can lead to delays, mistakes, and decreased productivity, which can ultimately impact a company’s bottom line. Additionally, companies may struggle to find and train new employees to replace those with extensive experience, further exacerbating the problem.

Gentry specializes in helping companies recover that invaluable wisdom, experience, and skill set. Our expert consultant services provide customized solutions to bridge the gap and ensure a smooth transition for your organization.

Gain access to expert consultants in your industry.

With Gentry Professional Services, you gain access to expert professional consulting services and a team of experienced consultants dedicated to filling the knowledge gaps left by retiring employees. We work closely with you to understand your business’s specific needs and design a comprehensive plan that addresses the challenges unique to your industry and company.

Retiree Re-engagement

We hire retired employees as consultants, enabling them to continue working in their area of expertise, thus preserving their valuable knowledge for your company and customers’ benefit.

Knowledge Transfer

Our consultants facilitate and manage the seamless transfer of knowledge from retiring employees to their replacements, ensuring that critical expertise is preserved within your organization.

Customized Training Programs

We design and deliver training and development programs to identify and address skill gaps, equipping your new employees with the specialized knowledge necessary to excel in their roles.

Short-term Project Support

Our expert consultants bring their specialized skills and experience to your short-term projects, ensuring efficient and effective project completion.

How does it work?



We conduct an in-depth analysis of your company’s specific needs, challenges, capabilities, and goals.


Solution Design

Based on the analysis, we develop a tailored plan that utilizes our expert consultant services to address your unique requirements and expectations.



Our consultants seamlessly integrate with your team, working closely with retiring employees, replacements, and project stakeholders to ensure a smooth transition and effective knowledge transfer.


Ongoing Support

We provide continuous support and monitoring to ensure the success of the knowledge recovery process and the long-term benefits to your organization.

Choose consulting services that have a proven track record

Gentry Professional Services has a proven track record of helping companies retain and recover invaluable knowledge and experience that would have otherwise been lost due to key employees retiring. By partnering with Gentry, you can rest assured that your business processes will benefit from our expertise, experience, and professionalism.

Our approach ensures a seamless transition so that you can see increased productivity and improved operations.  

Additionally, our commitment to providing excellent compensation and benefits to our retired consultants ensures they are motivated to deliver exceptional results for your clients and your organization.


Yes, our consultants provide professional work or expert advice in their particular fields of science and/or business.

A staffing company finds workers who will become an employee of the client via one of three methods.

(1) Temporary Placement, where a staffing firm recruits and places workers for seasonal positions or to cover absences of the client’s employees.

(2) Temporary-to-Permanent Placement, where the worker will become an employee of the client after some trial or probationary period.

(3) Direct (or Permanent) Placement, where the staffing firm recruits an individual who immediately becomes an employee of the client. Our employees stay our employees. There is no plan, expectation, or desire to transition them to become an employee of the client. In a traditional sense, staffing firms place workers for light industrial, office/clerical, or general labor categories and use a business model based on having a high quantity of workers. Conversely, we bring on very highly specialized individuals, focusing on quality rather than quantity.

Although a PEO does assume a significant portion of employer responsibilities, it does so for all (or a significant majority) of the client’s workforce. Conversely, Gentry provides individual consultants to our clients.

No, an MSP is a company that takes responsibility for managing an organization’s entire contingent workforce program. This includes supplier selection, direct sourcing, and consolidated billing. Basically, any company providing any form of contingent work must go through the MSP.

Gentry simply provides highly skilled consultants. While we do work with some clients’ MSPs, we find that they are better suited for handling staffing companies. MSPs grade suppliers by how many candidates a supplier provides and how quickly they can fill seats. In our situations, it’s not about speed or quantity. It’s about providing the one expert you need.

Yes, if we are not already on your MSP’s list of approved suppliers, we can work with you to add our name to their list and be added to the system you already have in place.

No, all team members of Gentry Professional Services are W2 employees of our company. If a client were to use independent contractors instead of Gentry, there can be confusion over whether that worker should be considered the client’s employee and eligible for their benefits.

We make it clear that the worker is our employee. We pay for workers compensation. We withhold their taxes. We pay their benefits.

No. In an employee leasing relationship, the worker is controlled and supervised by the client. In our arrangements, the worker is considered the authority and is either working independently, consulting on a project, or training client employees. They take an active leadership or management role for the client, implementing changes and leading the organization.

The term contingent worker is an umbrella term that can include anyone who provides work for a business but is not on that businesses payroll. Since the term is broad, it can include everything from an assistant from a staffing agency to the workers of a subcontracted company providing an outsourced product or service.

In short, while Gentry team members would be considered contingent workers, the term also includes services unrelated to what we provide.


All Gentry team members, either serving as consultants to clients or our own management staff, are W2 employees of Gentry Professional Services.

We work with both. While each union has its own leadership and makes its own independent decisions, we have provided team members who were retired union members. With the union’s blessing, those retirees have trained younger workers with very successful results.

Yes, this can be considered gig work. While some refer to gig work as transactions mediated online, we consider it to be any short-term, project-based work performed by someone who is not a direct employee of the client.

Yes, we provide:

(1) Paid time off

(2) Sick time

(3) 401(k) with company match

(4) Medical insurance

(5) Company-paid dental insurance

(6) Company-paid vision insurance

(7) Company-paid life insurance

(8) Additional Optional life insurance

(9) Optional accident insurance

(10) Optional cancer insurance

Phased Retirement is a gradual reduction of responsibilities and work hours over a set period of time.

Many experienced workers view Phased Retirement as advantageous since it enables them to transition gradually into retirement while still earning a higher income than if they were to abruptly cease working. Employers may find Phased Retirement programs useful in retaining experienced older employees who would otherwise retire (particularly in fields where there is a lack of new job candidates), reducing labor expenses, or organizing the education of potential replacements by veteran employees.

Phased Retirement is the end goal of maintaining and/or recovering the lost knowledge in your organization. If you do not have a Phased Retirement plan in place, Gentry can help you in the interim until your policy is fully implemented.

Contact our office to set up a 15-30 minute virtual meeting where we spend time understanding what your challenges are and to see if there’s a potential fit between your needs and what we do best. We won’t be trying to “sell” you anything. If there’s a potential fit and you want to explore it further, we will address it beyond the initial discovery call. If there’s not a fit between your needs and our capabilities, we can hopefully refer you to another company who can better serve you.

We don’t list names because we have non-disclosure agreements (NDAs) with our clients. Our first customers were in the aerospace and defense industry, where this was a common practice particularly for government contracts. As our client base expanded, we found commercial companies also wanted NDAs. This makes sense because when clients come to us, they are asking for help in a critical part of their organization. Clients do not wish to reveal a competitive disadvantage or that they were unprepared for changes in the workforce.

That being said, we can say that four of the top 50 US defense contractors are clients, along with other Fortune 100 companies.

We work with your Human Resources, Supply Chain Managers, and/or Procurement Specialists to establish the appropriate service agreement that solves your problem and fits within your corporate policies. We accommodate whatever form of contractual agreement your company prefers to become your vendor, supplier, subcontractor, or partner.

A waiting period would only apply if your company’s retirement package has a Defined Benefit (DB) plan, also referred to as a traditional pension. The IRS states there must be a “bona fide termination” before DB distributions are made. Bona fide termination is not defined or codified in law. If a company rehires a retiree “too soon”, an argument can be made that there was no bona fide termination. The company can be found in violation of the DB plan rules regarding pre-tax status, and the company could be liable for additional taxes.

As a precaution, employers guess at an appropriate period to wait before retirees can return. This is why the waiting period differs from one company to the next and can range from 30 days to 12 months.

If the employer does not have a DB plan and instead has a Defined Contribution (DC) plan, such as a 401(k), the rule does not apply. Some companies had a DB plan in the past and no longer have one, however the waiting period policy they implemented may still be on the books.

Some employers and retirees have sought to overcome this hurdle by having these former employees return as an independent contractor. The problem then becomes one of misclassification, where an argument can be made that the individual is no different than a regular employee. While legally, this approach addresses the DB concerns, it now introduces a dispute on who should be responsible for income taxes, unemployment insurance, workers’ compensation, etc. The root of this concern is that the government must get the taxes its due, and the employee must get the rights and benefits due to them.

With Gentry’s approach, the individual formally retires, and we hire them as our W-2 employee. We pay all taxes and benefits, so we fulfill the rights due to the government and employees. To further distance the retiree from the previous employer, our arrangements are business to business (B2B) contracts to provide a labor category with a particular skill set. No individuals are named. We can assign anyone who meets the qualifications of that labor category, and our employees can and have worked for other clients, not only their previous employer.

For all intents and purposes, the retiree has left their previous job and gone to work for a different company, so a waiting period is not applicable.

Don't let valuable expertise slip away – partner with Gentry Professional Services.

Contact us today and discover how our expert consultant services can help your company recover lost wisdom, enhance productivity, and maintain a competitive edge.