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Tip of the Hat to ‘47

Growth Manufacturers Case Study

The Challenge

In 2014, ‘47 was going through an aggressive growth period after expanding their portfolio to USSF Major League Soccer, Major League Baseball International, and Cape Cod Baseball League. They also clinched the rights to produce caps for Major League Baseball on-field postseason celebrations until 2019.

The Solution

The MassMEP worked with ’47 in the areas of:

  • Strategic Goals
  • Value Stream Mapping
  • IT
  • Training within Industry Job Instruction

It was eye opening for everyone to uncover where production delays were in the process and how many times the product went back and forth, they also discovered that 70% of artwork created was not being used, this was a huge drain on resources and time.

MassMEP worked with ‘47 to provide visibility to see what they needed and to improve their ineffective communication. As a result, the business model within the company improved, as well as morale and per product cost change.

$9 Million

Increased Revenue


People Hired and Retained

$3 Million

Invested In Equipment And Software


Months Ahead Of Schedule After Training


About ’47

‘47 is a private, family-owned American clothing brand founded in 1947 by twin Italian immigrant brothers, Henry and Arthur D’Angelo. Arthur D’Angelo is President of ‘47, with his four sons in leadership positions: Steven, Robert, David, and Mark. The company is licensed to create head National Hockey League, National Football League, Major League Lacrosse, National Rugby League, and over 900 college institutions in the U.S.

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With MassMEP

MassMEP along with Associated Industries of Massachusetts (AIM) provided training resulting in a transformational, company-wide training program that went way beyond just the shop floor. The customized training program changed the mindset within the company from reactionary to one with a clear business model and strategic goals. The training provided the company with clear training goals and objectives. Now, all new hires go through a whole week of training. New employees spend at least 30 minutes with each department, plus lunch with the owners. They also conduct a 30-60-90 day check in periods with new employees.