Metro Services Group Initiates Employee Ownership Transition

As Metro Services Group begins its transition to employee ownership through a newly launched ESOP, two key leaders—President Derek Schulze and Chief Financial Officer Jacqueline Korajkic—shared their perspectives on what this milestone means for the company, its people, and its future. In the Q&As below, they reflect on the leadership vision of founder Michael Oddo, the cultural impact of shared ownership, and how this next chapter positions Metro for long-term strength, stability, and purpose.

Q&A with Jacqueline Korajkic, Chief Financial Officer

Honestly, it felt like a full-circle moment. I’ve spent years in finance watching companies chase external investors or private equity money—and those moves often shift the focus away from the people doing the work. What Metro did with this ESOP is different. It’s thoughtful. It’s rooted in long-term thinking. My first reaction was pride, not just in where we are today, but in what this means for the future of our team.
Because it’s not just symbolic—it’s material. It’s real equity. Ownership changes how people show up every day. When employees know they’re not just clocking in and out but actively building their own long-term value, it brings out something deeper: accountability, pride, care. Even people who might not fully grasp the financial mechanics of an ESOP understand what it means to be trusted with a stake in the company.
In a word: stability. We’re not beholden to outside investors, quarterly earnings calls, or exit strategies. We get to focus on what’s good for the business over the long haul—client trust, operational consistency, and thoughtful growth. Plus, retaining and rewarding talent becomes easier when people have skin in the game. That’s a win-win financially.
It validates it. For years we’ve been telling our team: “This can be more than a job—it can be a career.” Now, we’re saying: “It can also be your company.” That’s huge. Some of our strongest leaders started out on night shifts or entry-level roles. With the ESOP, we’re embedding opportunity into the DNA of the company.
Expect the same great service—but with even more purpose behind it. Our team has always been dedicated, but now they’re literally invested in every outcome. You’ll see that in how we handle requests, how we problem-solve, and how we go the extra mile. Every square foot we clean or maintain is a square foot we’re proud to call ours.
The ESOP isn’t just about shares or retirement accounts. It’s a message. A message that our people matter, that trust is a two-way street, and that building a great company takes all of us. And none of this would have happened without Michael Oddo’s long-term vision. From day one, he’s built Metro with an employee-first mindset. The ESOP is just the latest proof of that—it formalizes something he’s always believed: that success is meant to be shared.

Q&A with Derek Schulze, President

It’s the next step in putting our people first. We’ve always said our strength is in our team—and now we’re backing that up with ownership. The ESOP gives our leadership team a real financial stake in how we perform, how we grow, and how we deliver for our clients. It’s a powerful alignment of values and vision.
Energizing. A lot of folks didn’t see it coming. It’s not every day that a company hands you the keys, so to speak. Once the dust settled, the conversations shifted—from “what does this mean?” to “what can we build together?” That shift in mindset has been exciting to watch. People are stepping up and leaning in in new ways.
Perfectly. This isn’t a quick pivot—it’s a long-term investment in our team and our legacy. We’re staying independent, we’re staying local, and we’re staying focused on the people and clients who’ve helped us grow. The ESOP gives us continuity without compromise. Our leadership remains the same, our values stay intact, and we grow responsibly—with everyone rowing in the same direction. And this kind of structure doesn’t just happen by accident—it’s the result of Michael Oddo’s vision. He’s always been ahead of the curve when it comes to putting people first, and this transition reflects that core belief.
The same great service, but with even more purpose behind it. When our leaders feel true ownership, they make decisions a little more carefully. They respond a little faster. They think one step ahead, because they know they’re not just representing the company—they are the company. That sense of pride and accountability is contagious.
Our clients are getting a team that’s more engaged than ever. They’re not just hiring a vendor—they’re partnering with owners. That means better responsiveness, better retention, and better results. It also means they can count on us being here for the long haul—no outside buyouts, no leadership churn. Just steady, focused delivery from people who are truly invested.
If you want more than a job—if you want a future you can help shape—this is the place to do it. The ESOP shows we’re serious about rewarding hard work and leadership, not just with titles, but with real ownership. This is a company that’s built careers, and now we’re offering people the chance to build equity, too.
We’re still Metro—still hands-on, still client-focused, still committed to excellence. But now, we’re more aligned than ever. This is ownership with purpose, and it’s rooted in a founder who always saw value in people. Michael didn’t just build a company—he built a culture of trust. And now, with the ESOP, he’s made sure that culture has staying power.

Q&A with Jeff Corvi, National Vice President of Engineering

I was already familiar with ESOPs thanks to friends at companies like Skyline Construction, so when Metro made the announcement, I saw it as a real opportunity. This ESOP is about partnership, recognition, and shared growth. It means that the people doing the work—the people building the business—will have a stake in it.
There’s a real mindset shift. When you treat the company like it’s yours, you start paying closer attention to every decision—how we spend money, how we deliver service, how we manage risk. I’ve always been wired that way, but not everyone has. What I see now is more people rowing in the same direction, with the same urgency and pride. It’s no longer “someone else’s company.” It’s theirs too.
The ESOP locks in that long-term mindset. Clients want consistency. They want partners who aren’t going to sell next quarter. The reality is that a lot of our competitors are giant companies driven by mergers, acquisitions, and exits. We’re not. We’re committed to being around for the long haul—and our clients know that. Internally, it’s the same. People are no longer just building a career; they’re building value—for themselves and for the next generation of Metro employees.
Engineering is operational at its core. It’s not just about getting a contract—it’s about delivering every day. The ESOP reinforces accountability at every step: bidding, onboarding, service delivery, performance metrics—you name it. Now, when someone makes a call in the field, they know it impacts the business, and by extension, themselves. We’re seeing more initiative, more attention to detail, and more alignment on what “great” looks like. You can’t fake that level of ownership.
Clients crave options, and what frustrates them is when large companies remove those options through consolidation. Metro offers an alternative. We’re nimble—we adjust quickly, we listen, and we solve problems without bureaucracy. Clients also know we attract top talent because we give people skin in the game. That translates directly into better service, deeper relationships, and a trust that we’re not just here today—we’re here for the long run.
The growth potential is massive. In the last four years, we’ve grown engineering by over 2,500%. And now we’re built for scale. We’ve got the systems, the tools, the infrastructure—plug-and-play ready. What excites me is that we’ll continue attracting the best people—the ones with experience, confidence, and strong client relationships—because they’ll see Metro as a place where their efforts directly benefit their future. That’s rare in this industry. I want everyone here to truly grasp the scale of this opportunity. It’s not just a better model—it’s a game-changer.
Metro Services partners with forward-thinking organizations to create and maintain exceptional environments for customers, tenants, and employees. As a proudly employee-owned company, we bring a legacy of trusted service, lasting relationships, and a shared commitment to excellence—so our clients can focus on what drives their success.
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