Coffey County, Kansas

• Talent gap: Bachelor's-or-higher attainment trails the national average by 16.0 pts, relevant for advanced-services attraction strategy.
• Aging population: Median age of 44 is materially above the U.S. norm; succession planning and senior-services demand are real factors.

• Largest sector: Retail Trade employs 324 workers (32.9% of tracked sectors), at an average wage of $26,340.
• Economic scale: Regional GDP of $928M (2024).
• Wage stratification: Other Services (except Public Administration) averages $99,226 while Retail Trade averages $26,340, a 3.8x spread in the same local economy, with implications for workforce development and talent strategy.

• Top specialization: Oil and Gas Extraction concentrates at 13.92x the national norm, top-decile concentration, the kind of signature sector that defines a region's economic identity to site selectors.
• Cluster depth: 4 sub-sectors register LQ ≥ 1.5, suggesting an interconnected industrial base rather than reliance on a single employer or sector.

• Affordable market: Home value to income ratio of 2.2x is well below the ~4.1x national average; supports talent attraction and family settlement narratives.
• High home ownership: 75.9% owner-occupied; rental supply may be tight for incoming workers.
• Elevated vacancy: 11.3% vacancy rate. In resort, rural, and seasonal markets much of this is recreational/seasonal (second homes), not available supply; confirm the vacancy-by-reason split before treating it as a redevelopment opportunity.
• Broadly affordable rents: All 5 HUD Fair Market Rent bedroom tiers sit below the 30%-of-median-income affordability threshold (~$1,759/mo), a clear cost-of-living advantage for workforce attraction.

• Succession risk is real: 26% of working-age residents are 55-64. Plan for retirements over the next decade and pair attraction strategy with talent retention.
• Short commutes: 21.8-minute mean commute is a quality-of-life and labor-access advantage worth surfacing for site selectors.
• Talent pipeline: 6 regional institutions feed the workforce; the top three combined produce 17,685 annual credentials.

Coffey County shows strong potential for oil and gas extraction attraction, with a 13.92x concentration and 36 jobs in this sub-sector. It ranks in the top decile nationally. Near-term succession risk is elevated, with 26% of the working-age population within 10 years of retirement age.

The interconnected base across oil and gas extraction, gasoline stations and fuel dealers, and repair and maintenance creates supply-chain attraction leverage rather than single-employer risk, a structural advantage for industrial recruitment.