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.

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.