The Lost Art Of the Skilled Trades

Travis Nevins of the International Union of Painters and Allied Trades explains what a glazier actually does, and why this skilled trade career is everywhere you look and almost nobody can name it. Every skyscraper facade, every mall handrail, every office glass partition, that's glazing. Travis has spent 25 years in the trade, and he opens by pointing out something most people never notice: glazing surrounds us constantly, yet it's one of the least recognized paths into the skilled trades. Travis Nevins is the Deputy Director of Organizing at IUPAT. He spent five years as a glazier apprentice in New York, became a journey-level glazier, taught safety and upgrading courses for years, and now works to bring more people into the trade nationally. This episode is for anyone weighing a skilled trade career, a parent looking for real alternatives to the college-only path, or anyone curious what happens after you say yes to an apprenticeship. Travis walks through the actual apprenticeship timeline, what separates people who thrive from people who burn out, and the one trait he says matters more than technical skill. IN THIS EPISODE (00:00) – What Is a Glazier? The Trade Hiding in Plain Sight: Travis explains glazing, from residential windows to skyscraper curtain walls, and why so few people know the trade exists. (05:00) – Getting In: No Experience Needed, Just the Right Attitude: You don't need to know how to read a tape measure to start an apprenticeship, Travis explains what actually matters on day one. (10:00) – Mentorship: Why the Best Mechanic Isn't Always the Best Mentor: Travis breaks down what makes a good mentor, and it's rarely the most technically skilled person on the crew. (13:00) – Apprentice to Journey Worker: Pay, Progression, and the 8,000-Hour Mark: A typical apprenticeship runs three to four years with steady 5% raises every six months, and Travis ties it back to the 10,000-hour rule. (18:00) – What Makes People Stay (and What Burns Them Out): Inconsistent work and long commutes push people out, Travis explains how to set realistic expectations before someone signs up. (25:00) – The Ladder Story, How Glazing's Changed, and How to Get Started: Travis, who's afraid of heights, shares the story of forcing himself back up a 65-foot ladder, plus how safety culture and technology have transformed the trade. Key Takeaways Glazing is one of the most visible trades in the world and one of the least understood, most people who work with glass, aluminum, and facade systems never set out to become a glazier, they simply never heard of it as an option. Attitude predicts success in a glazing apprenticeship more reliably than prior experience or technical aptitude, employers and mentors consistently choose a positive, coachable person over a more skilled but difficult one. A typical IUPAT glazing apprenticeship runs three to four years and roughly 8,000 hours, with earn-while-you-learn pay that increases on a steady, predictable schedule. The biggest reasons apprentices leave the trade are inconsistent work and the reality of travel, not the physical demands of the job itself, setting honest expectations up front matters more than recruiting harder. About the Guest Travis Nevins is the Deputy Director of Organizing at the International Union of Painters and Allied Trades (IUPAT). He spent five years as a New York State registered glazier apprentice before becoming a journey-level glazier at IUPAT District Council 4, Local 677, where he later taught health, safety, and journey-person upgrading courses. He spent seven years on staff at District Council 4 before moving to IUPAT's International Union in 2021. Travis now works to bring more people into the glazing trade and IUPAT's other core trades, including commercial and industrial painting, drywall finishing, and floor covering, across a network of 105 training centers in the US and Canada. Keywords glazier, glazing trade, skilled trades career, glazier apprenticeship, apprenticeship program, journey worker, IUPAT apprenticeship, construction trades career, blue collar career, commercial glazing, curtain wall, facade installation, construction safety, trade school alternative, Travis Nevins, IUPAT, International Union of Painters and Allied Trades RESOURCE LINKS Travis Nevins on LinkedIn: https://www.linkedin.com/in/travis-nevins-43107b202/ IUPAT Website: https://www.iupat.org SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Andreas Brockmann of United Grinding built an apprenticeship program that now gets 400 applicants for 5 spots — and it starts apprentices with hand tools, not machines. Three years ago, United Grinding had 15 candidates for 4 apprenticeship positions. This year, they had over 400 applicants for 5 spots. Andreas Brockmann, the Apprenticeship Coordinator who built the program from scratch, says the shift didn't come from a hiring gimmick — it came from treating apprentices like real employees from day one: full benefits, a $19.50 starting wage, 15 days of vacation, and a four-year path to becoming a mechatronic technician. Andreas reached out to Andrew after disagreeing with a LinkedIn post, making a simple but pointed argument: an 18-year-old can't walk into industry already knowing how to be a professional — companies have a responsibility to develop them. That conversation became this episode. Andreas unpacks exactly how United Grinding recruits, trains, and mentors apprentices in Miamisburg, Ohio — from six months on hand tools before anyone touches a machine, to bringing parents into the very first interview, to why CEO buy-in makes or breaks the whole thing. This episode is for manufacturing leaders, HR and workforce development professionals, and trades employers who keep saying "young people don't want to work" — and are ready to hear a different explanation, and a real blueprint for fixing it. IN THIS EPISODE (00:00) – Meet Andreas Brockmann: Why a LinkedIn disagreement turned into this conversation about who's really responsible for developing young talent. (02:00) – The 10% rule: Why United Grinding dedicates roughly 10% of its workforce to apprentices, and what that investment actually returns. (09:00) – From 15 candidates to 400: How the program grew every year since it launched three years ago. (10:00) – Hand tools before machines: Why apprentices spend six months on a workbench with files and chisels before they ever touch a drill press or CNC machine. (15:00) – Getting the whole company bought in: Why apprenticeship programs die without the CEO "200% behind it," and how United Grinding builds and vets mentors. (29:00) – Bringing parents into the process — and why Andreas believes the skilled trades talent gap is "our fault, not theirs." Key Takeaways Companies, not young workers, are responsible for closing the skilled trades talent gap — and treating apprentices like full employees from day one changes who applies and who stays. Apprenticeship programs only survive difficult years if the CEO and leadership are fully bought in from the start; programs get cut first when budgets tighten, and that's the worst time to cut them. Starting apprentices on hand tools for six months before machines builds fundamentals, patience, and pride in the work before productivity even becomes the goal. Bringing parents and family into the recruiting process — not just the applicant — builds the home support system that determines whether an apprentice actually finishes the program. About the Guest Andreas Brockmann is the Apprenticeship Coordinator at United Grinding North America in Miamisburg, Ohio, where he built the company's four-year apprenticeship program from the ground up. An engineer by training with decades of manufacturing and workforce development experience, Andreas has grown the program from 15 applicants for 4 positions to over 400 applicants for 5 spots in just three years. He works directly with local high schools, career centers, and even middle schools to build a talent pipeline for precision manufacturing careers, and regularly collaborates with other Ohio manufacturers on workforce-sharing and apprenticeship best practices. Keywords apprenticeship program, skilled trades apprenticeship, manufacturing apprenticeship, mechatronics technician, CNC apprenticeship, workforce development, Gen Z in the trades, apprentice mentorship, career pathways in manufacturing, tuition reimbursement, Andreas Brockmann, United Grinding, United Grinding North America, Miamisburg Ohio, manufacturing careers, industry 4.0, workforce shortage RESOURCE LINKS Andreas Brockmann on LinkedIn: https://www.linkedin.com/in/andreasbrockmann/ United Grinding Apprenticeship Program: https://www.grinding.com/en/about-us/our-team/apprenticeship-program/ WORK WITH ANDREW Keynotes, workshops, podcast activations, and workforce storytelling for the skilled trades. andrewbrownspeaker.com

Aircraft mechanic Joshua Borel of Chennault Aviation breaks down why the industry faces a 700,000-person shortage over the next 15 years — and how A&P techs build six-figure careers. Joshua Borel didn't set out to work on airplanes for a living, but as Director of Maintenance at Chennault Aviation, he's now responsible for a fleet that ranges from a 1962 Piper to customer aircraft flown by first-time solo students. His rule is simple: you can't pull over at the next cloud. Once you're airborne, there are no second chances, so the work has to be right the first time — every time. Joshua's path started in the Air Force as a C-5 crew chief before he went through A&P school and worked his way up to leading maintenance for a flight school, a Part 135 charter operation, and a Part 147 A&P academy. Along the way, he's coached students to first-place finishes in national maintenance competitions and helped train the next generation of aircraft mechanics from the ground up. In this episode, Joshua walks through what it actually takes to become an aircraft maintenance technician: the schooling, the FAA testing, the starting wages, and the surprising ceiling on how far the career can go. He also unpacks a shortage most people outside the industry have never heard about — and why fixing it matters for anyone who's ever stepped on a plane. IN THIS EPISODE (00:00) – No Second Chances: What sets an aircraft mechanic apart from a general mechanic is integrity — once a plane is in the air, there's no fixing a mistake mid-flight. (08:00) – Breaking Into the Trade: How to shadow a shop, what an 18-month A&P program looks like, and what the FAA's oral and practical DME exam actually tests. (13:00) – The Pay Ceiling Isn't Real: Aircraft mechanics start around $20–25 an hour, but Joshua explains how adding certifications and experience can lead to six-figure, even C-suite, aviation careers. (15:00) – The 700,000 Mechanic Shortage: Why the U.S. government doesn't classify A&P as a skilled trade, and how that gap leaves students facing $40,000–$70,000 in school costs without the funding help other trades get. (17:00) – Not Rocket Science: An A&P license qualifies mechanics to legally work on Falcon 9, Artemis, and Blue Origin spacecraft — no advanced degree required. (19:00) – Mentorship That Pays It Forward: What separates a mentor worth going back to from one you avoid, and how Joshua's own mentors shaped his career. Key Takeaways Integrity is the defining trait of an aircraft mechanic — the job has zero tolerance for "I'll fix it later" because there's no pulling over once you're in the air. Getting started in aircraft maintenance typically means an 18-month A&P program followed by FAA oral and practical testing, with entry-level pay around $20–25 an hour and no real ceiling on where the career can lead. The aviation industry needs over 700,000 new mechanics in the next 15–20 years, and the shortage is made worse because A&P isn't federally recognized as a skilled trade — cutting students off from funding help for their $40,000–$70,000 schooling. You don't need to be a rocket scientist to work on a rocket — an A&P license is the same certification that qualifies mechanics to legally maintain Falcon 9, Artemis, and Blue Origin spacecraft. About the Guest Joshua Borel is the Director of Maintenance at Chennault Aviation in Conroe, Texas, where he oversees maintenance across a Part 61 flight school, a Part 135 charter operation, and a Part 147 A&P training academy. He got his start in the Air Force as a C-5 crew chief before earning his A&P license and working his way up through the ranks at Chennault, where he's spent the last eight years. Joshua now coaches Chennault's aviation maintenance competition team — the same competition he competed in as a student — and is helping lead efforts to close the industry's growing workforce shortage through expanded scholarship access and new flight and maintenance school locations. Keywords aircraft mechanic, A&P mechanic, aircraft maintenance technician, airframe and powerplant, aviation maintenance career, A&P school, FAA certification, aircraft mechanic salary, aviation workforce shortage, skilled trades career, aviation career pathway, avionics, general aviation, Piper aircraft, aerospace careers, Joshua Borel, Chennault Aviation, Chennault Aviation Academy, 69th DRS Flying Tigers, Boeing, SpaceX RESOURCE LINKS Chennault Aviation Website: https://caacxo.com/ 69th DRS Flying Tigers Scholarships: https://69thdrsscholarships.org/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Employee retention doesn't start with recruiting it starts with the first 90 days. Host Andrew Brown breaks down what construction and manufacturing leaders do differently to keep new hires from quietly walking out the door. After more than a hundred interviews for The Lost Art of the Skilled Trades, Andrew set out to learn how companies recruit better. Instead, he kept hearing the same thing from guests across every trade, every state, every generation: nobody stays because of a great application process. They stay because of a person — a foreman, a mentor, a superintendent — who noticed them in the first few weeks on the job. This episode pulls together the pattern hiding in plain sight across dozens of conversations, including moments with welder Nate Bowman, workforce leader Glenda Rahn, Zekelman Industries CEO Barry Zekelman, and NCCER President and CEO Boyd Worsham. Each one, without knowing it, described the same three leadership behaviors that determine whether a new hire builds a career with your company or quietly starts looking elsewhere. If you lead a crew, run a shop, or manage new hires in any skilled trade, this episode gives you three practical moves to make this week — no bigger recruiting budget or new software required. IN THIS EPISODE (00:01) – The WTF moment: Why leaders get blindsided when a good employee quits without warning, and why the instinct to "recruit better" misses the real problem. (02:03) – The pattern behind 100+ interviews: How Andrew kept asking about recruiting and kept hearing about mentors instead, including Nate Bowman's welding helmet story and what it reveals about belonging. (09:32) – Pattern 1, Expectations: Glenda Rahn on why the "work ethic" problem is really a clarity problem, and what a 22-year-old project engineer told Andrew he actually wants from a leader. (14:35) – Pattern 2, Where leadership disappears: Barry Zekelman on walking the floor, the difference between orientation and onboarding, and why every leader needs to answer "who owns day 27?" (16:42) – Pattern 3, Confidence: Boyd Worsham's story about the instructor who taught him "the business of construction," not just the trade. (23:34) – The 3-part challenge: make success visible, check in before there's a problem, and give people a chance to succeed. Key Takeaways New hires decide whether they belong within the first 90 days — and that decision, not the recruiting process, is what determines whether they stay long term. Clear expectations beat motivation every time. Telling a new employee exactly what success looks like at day 7, 30, and 90 removes the uncertainty that causes early turnover. Onboarding is a relationship, not a one-day event. Leaders who put short check-ins on the calendar at day 14, 30, and 60 catch small problems before they become resignation letters. Confidence is built through experience, not given through speeches. Leaders who hand new employees real responsibility before they feel fully ready create the evidence that keeps people committed to a career, not just a job. About This Episode Andrew Brown hosts The Lost Art of the Skilled Trades, where he's interviewed hundreds of contractors, CEOs, foremen, apprentices, and workforce leaders across construction, manufacturing, and the skilled trades. This episode is a synthesis, not a single interview — it draws on recurring moments from guests including welder Nate Bowman, workforce development leader Glenda Rahn, Zekelman Industries CEO Barry Zekelman, and NCCER President and CEO Boyd Worsham. Their stories, told independently and without ever meeting each other, kept describing the same leadership behaviors — proof that the biggest opportunity in the skilled trades isn't just recruiting more people, it's leading the people who already said yes. Keywords employee onboarding, first 90 days, new hire retention, construction leadership, skilled trades retention, onboarding vs orientation, employee expectations, workforce retention, apprenticeship mentorship, construction workforce development, Andrew Brown, Nate Bowman, Glenda Rahn, Barry Zekelman, Zekelman Industries, Boyd Worsham, NCCER, The Lost Art of the Skilled Trades, manufacturing leadership, Gen Z workforce, foreman mentorship, employee belonging, workplace culture RESOURCE LINKS Andrew Brown: www.andrewbrownspeaker.com SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Aircraft maintenance apprentice Miyah Spade of Canadian Helicopters breaks down what it really takes to keep planes and helicopters safely in the air — and why almost nobody knows this trade exists. Miyah just walked off the floor of an international aerospace maintenance skills competition in Orlando, where her team was the only one to fully complete their event — removing and reinstalling a 150-pound aircraft slide under a strict manual, timed, and inspected to the letter. She talks about what it takes to hold that much information under pressure, and introduces the "Dirty Dozen" — the twelve human factors, like distraction, pressure, and complacency, that aviation maintenance crews are trained to watch for on every real job, not just in competition. Miyah is an aircraft maintenance apprentice studying at Centennial College and working with Canadian Helicopters. She didn't grow up wrenching on dirt bikes or cars — she found her way in through a high school welding and auto shop class, then chose aircraft maintenance over auto body repair because, in her words, "it has a nice ring to it." Since then she's worked on everything from small Cessnas and Pipers to airliners and helicopters, including hands-on time in an overhaul shop tearing apart a helicopter's main rotor head after a real accident. If you're weighing a trade you've never heard of, wondering how to break into aviation without a four-year degree, or trying to figure out how to stand out when resumes get lost in a pile, this conversation is for you. IN THIS EPISODE (00:00) – Cold Open: A "Dirty Dozen" teaser and a first look at Miyah Spade, aircraft maintenance apprentice at Canadian Helicopters. (01:07) – Only Team to Finish: Recapping the skills competition event Miyah just completed — removing and reinstalling a 150-pound aircraft slide under strict, line-by-line inspection. (02:57) – The Dirty Dozen: The twelve human factors — pressure, distraction, complacency — that aviation maintenance crews are trained to watch for every time they sign off on a real aircraft. (03:48) – From Welding to Wings: How a high school auto shop and welding class led Miyah away from cars and into aircraft maintenance. (07:09) – Choosing Helicopters: Why Miyah picked helicopters over big airliners — camping in the bush under a tarp, and landing a job with Canadian Helicopters. (13:30) – Like a Detective: Tearing apart a helicopter's main rotor head after a real accident, and why talking to people beats sending resumes when breaking into the trade. Key Takeaways Aircraft maintenance is a skilled trade almost nobody knows about, even though every flight's safety depends on the mechanics working behind the scenes, not just the pilot. Aviation safety culture is built around the "Dirty Dozen" — pressure, distraction, and complacency are treated as real, named threats, not just workplace buzzwords. You don't need a childhood spent under the hood of a car to succeed in this trade — Miyah came from art and a single high school shop class, not a family of mechanics. Networking beats resumes in aircraft maintenance hiring — cold applications get lost in the pile, but a phone call or a walk-in conversation with a director of maintenance can open doors a resume never will. About the Guest Miyah Spade is an aircraft maintenance apprentice studying at Centennial College and working with Canadian Helicopters. Across her apprenticeship she's worked on small training aircraft, airliners, and helicopters, and spent a summer in Canadian Helicopters' overhaul shop and technical records department getting exposure to nearly every side of the operation. She competed at an international aerospace maintenance skills competition, was part of the only team to fully complete her event, and now advocates for getting more trade exposure in front of students who don't know aircraft maintenance is even an option. Keywords aircraft maintenance technician, aircraft maintenance engineer, helicopter mechanic, aviation maintenance apprentice, AME apprenticeship, aviation maintenance career, skilled trades in aviation, aircraft mechanic training, Centennial College aviation program, Miyah Spade, Canadian Helicopters, Aerospace Maintenance Competition, women in skilled trades, Sikorsky helicopters RESOURCE LINKS Miyah Spade on LinkedIn: https://ca.linkedin.com/in/miyahspade Canadian Helicopters Website: https://www.canadianhelicopters.com/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Jason Altmire and Riley Burr, co-authors of Trade Up, break down why the skilled trades pipeline is broken — and the fix isn't just more people, it's better retention. The math doesn't work: the number of Americans over 65 grows 3% every year while the under-18 population shrinks 0.2% annually, and there are already 15% fewer kids in kindergarten than there are high school seniors. That gap keeps widening until at least 2041. At the exact same time, record numbers of college graduates can't find jobs while record numbers of employers can't fill open trades roles — a paradox Jason and Riley unpack in detail, alongside a catch-22 most people never talk about: trade school graduates being locked out of entry-level jobs because employers demand three to five years of experience they have no way to get. Jason Altmire is President and CEO of Career Education Colleges and Universities (CECU), the national trade association for private postsecondary career schools, and a former three-term member of the U.S. House of Representatives. Riley Burr is Executive Director of the CECU Research Foundation and VP of Policy and Research at CECU, with a background authoring federal workforce and education reports. Together they wrote Trade Up: Why the Future Belongs to Skilled Trades and How Career Education is Transforming the Workforce — a data-driven look at the "Toolbelt Generation" and the systems failing to connect willing workers to open jobs. This episode is for parents trying to guide a kid toward a real career path, Gen Z workers weighing trade school against a four-year degree, employers struggling with 90-day attrition, and anyone who wants the actual data behind the skilled trades shortage instead of the headlines. IN THIS EPISODE (00:00) – The impossible math: Jason and Riley explain why an aging population and a shrinking youth pipeline make the skilled trades shortage a demographic problem, not just a recruiting problem. (08:00) – The zero-experience catch-22: why trade school graduates with the right soft skills keep getting rejected for lacking three to five years of experience, and what "qualified applicant" actually means to employers. (16:00) – Broken pipelines: guidance counselors who only know how to advise for college, a state charter trade school with a random lottery, and why parents don't know how to steer kids toward the trades even when they want to. (26:00) – Women in welding and the power of visibility: why only 5% of the skilled trades workforce is women, but 32 of the top 50 welding accounts on Instagram are run by women — and what that means for recruitment. (36:00) – Data centers, AI, and job security: why Microsoft's research shows blue-collar trades have the lowest task-replacement risk from AI, and why data center construction is reshaping pay and poaching in the trades. (46:00) – Mentorship builds the tradesperson: why most attrition happens in the first 90 days, and why "apprenticeship teaches the trade, mentorship builds the tradesperson." Key Takeaways The skilled trades shortage is a demographic math problem first: the population over 65 grows 3% a year, the population under 18 shrinks 0.2% a year, and that gap keeps widening until at least 2041. Many employers create their own shortage by demanding three to five years of experience from trade school graduates, locking out qualified candidates in a catch-22 they can't work their way out of. Retention lives or dies in the first 90 days on the job, and mentorship — not just apprenticeship — is the single biggest factor tradespeople point to when asked what changed their career trajectory. AI poses far less risk to skilled trades work than to white-collar jobs — Microsoft's task-replacement research shows blue-collar roles have the lowest automation exposure of any job category tracked. About the Guest Dr. Jason Altmire is President and CEO of Career Education Colleges and Universities (CECU), the national trade association representing private postsecondary career schools. He previously served three terms in the U.S. House of Representatives (2007–2013) and has led senior roles in the hospital and health insurance industries. Since joining CECU in 2020, he has grown the association's membership, revenue, and media reach, including launching CECU's research foundation. Riley Burr is Executive Director of the CECU Research Foundation and Vice President of Policy and Research at CECU. She previously served as lead author and contributor on federal workforce reports for the National Center for Education Statistics, with research focused on bridging the skills gap and expanding the role of trade schools. Jason and Riley co-authored Trade Up, drawing on that research to map out how career education is transforming the American workforce. Keywords skilled trades workforce shortage, trades pipeline crisis, skilled trades career pathways, trade school vs college, registered apprenticeships, career and technical education, HVAC career, electrician apprenticeship, welding career, plumbing trade, aviation maintenance technician, women in the trades, Gen Z workforce, Toolbelt Generation, mentorship in the trades, workforce retention, AI and blue collar jobs, data center construction jobs, Jason Altmire, Riley Burr, Trade Up book, Career Education Colleges and Universities, CECU Research Foundation, Andrew Brown, The Lost Art of the Skilled Trades RESOURCE LINKS Jason Altmire on LinkedIn: https://www.linkedin.com/in/jasonaltmire/ Riley Burr on LinkedIn: https://www.linkedin.com/in/rileyburr/ Trade Up (book): https://tradeupbook.com/ Career Education Colleges and Universities (CECU): https://career.org SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Aviation maintenance technician Brianna De Armond breaks down what it really takes to become an aircraft mechanic — and why one signature on the paperwork can define an entire career. Brianna is a student in the Aviation Maintenance Technician program at San Bernardino Valley College and a competitor at the Aerospace Maintenance Competition (AMC). In this episode, she shares the moment she realized aircraft maintenance is as much about reading manuals and ATA codes as it is about turning wrenches — and what it feels like to sign off on a plane carrying a couple hundred people, knowing your name is the only one on that paper. She also opens up about growing up around the trades with her welding-and-HVAC dad, the classmate-turned-mentor who talked her into pursuing her pilot's license, and what it's actually like to be one of a small percentage of women in aircraft maintenance — including the harassment many women face and what real support on the shop floor looks like. If you're considering a career in aviation maintenance, mentoring someone who is, or just want to understand what happens behind the scenes every time a plane takes off safely, this conversation will change how you think about the person under the fuselage. IN THIS EPISODE (00:00) – Why Mechanics Deserve More Credit: Brianna opens with the line that defines the episode — the pilots get you there, but it's the mechanic who fixes it when they break it. (02:30) – Falling in Love with Aviation as a Kid: How childhood curiosity about airplanes led Brianna to San Bernardino Valley College's aeronautics program. (08:00) – The Reality of Aircraft Maintenance: Reading, Writing, and Wrenches: Why the job is as much about manuals and documentation as it is hands-on repair — and the moment installing avionics made it all worth it. (15:00) – Family, Mentorship, and Learning to Fly: Her dad's welding and HVAC background, the classmate-turned-mentor who changed her trajectory, and how she ended up pursuing her pilot's license. (23:00) – Being a Woman in Aircraft Maintenance: The small percentage of women in the field, the harassment many face, and what real support looks like. (32:00) – The Weight of Signing Off on a Plane: What it takes to become an Inspection Authorization (IA) mechanic, why it takes years of experience, and the pressure of putting your name on the paperwork. Key Takeaways Aircraft maintenance is far more reading- and documentation-heavy than most people expect — technicians live in manuals and ATA codes as much as they work with tools. Becoming an Inspection Authorization (IA) mechanic typically takes years of experience because a single signature carries full legal and safety responsibility for the aircraft. Only a small percentage of aircraft maintenance technicians are women, and closing that gap starts with listening to women and building real support systems on the shop floor. A strong mentor can be the difference between quitting and thriving — Brianna credits a classmate-turned-mentor with keeping her in the trade and inspiring her to pursue a pilot's license. About the Guest Brianna De Armond is an aviation maintenance student at San Bernardino Valley College and a competitor at the Aerospace Maintenance Competition (AMC), where students and professionals from across the industry test their skills head-to-head. She has hands-on experience in airframe work, avionics installation, and engine overhaul, and is currently working toward her pilot's license. Her focus is aircraft maintenance and inspection — the unseen work that keeps commercial and general aviation flying safely. Her story speaks directly to this episode's theme: the skilled trades carry enormous responsibility, and the people doing that work deserve recognition most audiences never think to give them. Keywords aviation maintenance technician, aircraft mechanic, A&P mechanic career, Inspection Authorization IA mechanic, women in aviation maintenance, Aerospace Maintenance Competition, San Bernardino Valley College aeronautics, Brianna De Armond RESOURCE LINKS San Bernardino Valley College Aeronautics Program: https://www.linkedin.com/school/san-bernardino-valley-college/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

The electrician shortage is real: 10,000 retire each year, only 7,000 enter. Siemens Foundation CEO David Etzwiler is building a $9.25M solution. Meanwhile, 130,000 new electrical jobs are coming online in the next decade — driven by AI, data centers, and hyperscaler buildouts. The gap between demand and supply is accelerating. Yet most people still think of the trades as a backup plan, not a first choice. David Etzwiler is the CEO of the Siemens Foundation, the corporate philanthropic arm of Siemens USA. He leads Careers Electric, a $9.25 million workforce initiative in North Carolina that is building a multi-lane highway from middle school to employer — with real training, real wages, and real career paths in the electrical trades. In this episode, Andrew and David dig into the data center boom, why the 30-to-90-day retention window is where most employers lose new workers, and why mentorship isn't just good practice — it's the only thing that makes apprenticeship actually work. If you're in the trades, work with tradespeople, or want to steer someone toward a high-paying career without a four-year degree, this one is for you. IN THIS EPISODE (00:00) – The AI and Electrician Conversation: Andrew shares why his 12-year-old's question about AI and careers led directly to this episode — and why the answer keeps pointing back to the trades. (04:00) – The Electrician Shortage Nobody Talks About: 10,000 electricians retire every year. Only 7,000 enter. With 130,000 new electrical jobs coming in the next decade, David explains why the window to act is now. (10:00) – Careers Electric and the Multi-Lane Highway: The $9.25M Siemens Foundation initiative in North Carolina is building pathways from middle school to community college to employer — with multiple on-ramps and off-ramps at every level. (17:00) – Why You Lose People in the First 90 Days: Andrew and David break down the retention problem in the trades and what employers and training programs must do differently to keep Gen Z workers engaged past the first month. (23:00) – Mentorship Is the Gold Standard: Pre-apprenticeship and apprenticeship are only as good as the mentor. David explains why pairing someone with the right journeyman — not just a skilled one — is the difference between a career and a dropout. (29:00) – Wages, Pathways, and Scaling Nationally: Median electrical wages sit at $62,300 with room to grow. David shares how the Careers Electric model will expand beyond North Carolina and how employers and individuals can get involved today. Key Takeaways The U.S. electrical trades are already short-staffed — 10,000 electricians retire each year while only 7,000 enter the field, and 130,000 new electrical jobs are expected in the next decade driven by AI data centers and grid buildouts. The Siemens Foundation's Careers Electric initiative is investing $9.25 million in North Carolina to build a standardized, sector-based training pipeline from middle school through community college to employer, with a goal of 25,000 trained workers over 10 years. Retention in the trades is most fragile in the first 30 to 90 days — employers who help new workers understand expectations before day one, pair them with patient mentors, and pay competitive wages dramatically improve long-term retention. Apprenticeship teaches the trade, but mentorship builds the tradesperson — the most consistent factor in whether someone stays and thrives in a skilled trade is a mentor who is genuinely invested in their success, not just their productivity. About the Guest David Etzwiler is the CEO of the Siemens Foundation, the corporate philanthropic arm of Siemens USA. He has led the Foundation's workforce, health, and sustainability initiatives since 2013. Prior to Siemens, David served as Vice President of Community Affairs and Executive Director of the Medtronic Foundation, where he grew annual giving from $6.5 million to $31.6 million. He holds a J.D. from the University of Minnesota Law School and a Master of Public Policy from The Claremont Graduate University. David leads Careers Electric, a $9.25 million sector-based workforce initiative in North Carolina building a multi-lane training pathway from middle school to employer in the electrical trades — with plans to scale the model nationally, state by state. Keywords electrician shortage, electrical trades careers, skilled trades, workforce training, apprenticeship, pre-apprenticeship, data centers, AI jobs, Careers Electric, Siemens Foundation, David Etzwiler, IBEW, EVITP, community college trades, mentorship in skilled trades, Gen Z careers, trade school alternatives, North Carolina workforce RESOURCE LINKS David Etzwiler on LinkedIn: https://www.linkedin.com/in/david-etzwiler-26916033/ Siemens Foundation Website: https://www.siemensfoundation.org SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Aircraft maintenance technicians keep every plane in the sky — and half are about to retire. John Goglia, former NTSB board member, on what's at stake for aviation safety. United Airlines alone has 14,000 mechanics. Within five years, roughly half will be eligible for retirement. That's 7,000 highly skilled aircraft maintenance technicians — gone. The pipeline to replace them is dangerously thin, and the average airline mechanic today is approaching 60 years old. The workforce shortage that began after 9/11 never fully recovered — and what happens next could push maintenance work out of the country entirely. John Goglia spent decades on the hangar floor before being appointed to the National Transportation Safety Board by the President of the United States and confirmed by the U.S. Senate. He's the founder of the Aerospace Maintenance Competition (AMC) — the largest hands-on competition for aviation maintenance students in the world — and president of PAMA, the Professional Aviation Maintenance Association. If you work with your hands, are considering aviation maintenance as a career, or lead a workforce in the trades, this conversation reveals what the most underrated skilled trade in America is facing — and why right now is the best time in decades to enter the field. IN THIS EPISODE (00:00) – The Workforce Time Bomb: United Airlines is set to lose 7,000 mechanics in five years — John breaks down why the shortage that started after 9/11 never fully recovered and what happens if the pipeline doesn't fill. (00:49) – When the System Fails: From LaGuardia to Washington D.C., John explains how aviation safety culture has shifted from blaming individuals to exposing the systemic failures behind accidents. (04:38) – 300 Souls and a 20-Minute Clock: What real pressure looks like for an aircraft maintenance technician signing off on a full plane — customer service yelling, pilots watching, and a countdown ticking. (12:12) – Career Paths and Women in Aviation: The first 30-90 days on the shop floor, why women represent only 2.8% of aviation mechanics, and how the AMC has helped over 150 women land jobs in the field. (19:10) – Mentors Who Cut Your Safety Wire: John's defining mentors in New York City, how that tough culture shaped him, and how he applies it to a new generation — including what kept him grounded after joining the NTSB. (22:46) – The Challenge Coin and the Competition: The story behind the AMC challenge coin, what it means to the students who earn it, and why organic mentorship is breaking out across hangar floors without anyone being asked. Key Takeaways The aviation maintenance workforce crisis is more urgent than most people realize — with the average airline mechanic approaching age 60, a wave of retirements could push maintenance work overseas if the pipeline isn't rebuilt now. Aviation safety culture has fundamentally shifted from blaming the individual to examining the system — the LaGuardia and D.C. crashes both reveal how management decisions, staffing, and institutional failures set workers up to make mistakes. An A&P (aircraft and powerplant) certificate opens doors far beyond airlines — Burlington Northern Railroad, Disney World, Six Flags, and the drone industry all actively recruit A&P-certified mechanics because their foundational skills in hydraulics, electronics, and pneumatics are universally valuable. Mentorship in aviation maintenance is still largely informal and peer-driven — and closing that gap is exactly what John Goglia is working on through the Aerospace Maintenance Competition, PAMA, and a new podcast built specifically for the next generation of mechanics. About the Guest John Goglia is a former member of the National Transportation Safety Board (NTSB), appointed by the President of the United States and confirmed by the U.S. Senate. He began his career as a line mechanic in New York City, working at Allegheny Airlines (later US Air), and spent decades on the hangar floor before rising to become one of the nation's most recognized aviation safety authorities. John is the founder of the Aerospace Maintenance Competition (AMC), the world's largest hands-on skills competition for aviation maintenance students, drawing teams from across the country and attracting recruiters from United, American, Southwest, Alaska, and Delta. He serves as president of PAMA (Professional Aviation Maintenance Association) and hosts the Flight Safety Detectives podcast. Keywords aircraft maintenance technician, aviation mechanic, A&P mechanic, aviation workforce shortage, aviation safety, NTSB, aerospace maintenance, aviation career, airline mechanic, aircraft inspector, John Goglia, Aerospace Maintenance Competition, PAMA, Professional Aviation Maintenance Association, skilled trades careers, aviation training, trades workforce shortage, women in aviation, mentorship in trades, hands-on careers RESOURCE LINKS John Goglia on LinkedIn: [Add URL] Aerospace Maintenance Competition: amc.aero PAMA (Professional Aviation Maintenance Association): [Add URL] Contact John directly: 703-597-4502 SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Glenda Rahn, Director of Workforce Development at Merit Ontario, reveals why skilled trades companies lose new apprentices in the first 30 days — and what to do about it. Every contractor says the same thing: "We can't find people." But Glenda Rahn has seen something different on the ground — and it's not a recruitment problem. It's a retention problem. Companies bring in new hires who are excited on day one and then fail to give them what they need to stay: clear expectations, a real mentor, and a reason to belong. Glenda is the Director of Workforce Development at Merit Ontario, where she works directly with construction contractors and apprentices across Ontario to fix the workforce pipeline from the inside out. She's spent years doing individual coaching calls with candidates, building mentorship frameworks, and having hard conversations with employers about what they're doing wrong — and what actually works. If you're a contractor struggling to keep new hires, a young person trying to break into the trades, or an industry leader who wants to understand Gen Z on the jobsite, this episode is packed with practical insight you can put to work today. IN THIS EPISODE (00:00) – The Real Problem Is Retention: Most companies focus on recruitment, but Glenda says the real workforce crisis is what happens after someone gets hired. (01:45) – Onboarding Breakdown: The first 30 days are make-or-break — here's why new apprentices walk out the back door before they ever hit the 60-day mark. (03:10) – What Good Mentorship Actually Looks Like: It's not just having a senior person nearby — it's emotional intelligence, clear communication, and the willingness to share knowledge on purpose. (05:45) – Gen Z vs. Older Generations: Andrew and Glenda dig into whether Gen Z has changed the game, or whether the industry just hasn't caught up to how this generation works. (12:45) – The Experience Catch-22: Companies say they need people but require 3–5 years of experience. Glenda shares what new entrants like Troy can actually do to break through. (19:45) – What Contractors Get Completely Wrong About Gen Z: The "lazy" label isn't accurate — and the contractors who believe it are the ones struggling most with retention right now. Key Takeaways The workforce shortage is a retention problem first — most companies lose new apprentices within 30 days because onboarding is broken, expectations are unclear, and no one is taking real ownership of mentorship. A good mentor needs emotional intelligence, not just technical skill — knowing each person by name, checking in during the first 60 to 90 days, and creating a genuine sense of belonging is what separates high-retention companies from those that can't hold anyone. Gen Z's work ethic hasn't disappeared — it's showing up differently. They're hustling online, building side projects, and demanding purpose and a clear path forward. Contractors who take the time to understand that will keep them; those who don't will keep losing them. New entrants trying to break into the trades need to stop relying on Indeed and start pounding the pavement — call companies directly, ask who hires entry-level apprentices, volunteer with organizations like Habitat for Humanity to build a track record, and treat networking like 50% of your career depends on it, because it does. About the Guest Glenda Rahn is the Director of Workforce Development at Merit Ontario, a leading open-shop contractors association supporting construction employers across Ontario. With a background in apprenticeship programming, career services, and youth workforce development, Glenda works at the intersection of employer needs and candidate readiness — helping companies build better hiring, onboarding, and mentorship practices that actually retain people. At Merit Ontario, Glenda is developing a group sponsor apprenticeship program that is already achieving 88% retention and on-time completion rates — a result that proves the workforce pipeline can be fixed when the right systems are in place. Keywords skilled trades retention, apprentice onboarding, workforce development, trades mentorship, Gen Z in the trades, construction workforce, apprenticeship program, entry-level apprentice, skilled trades career, construction industry retention, workforce pipeline, plumber apprentice, construction contractor, trade school, journeyman mentor, Glenda Rahn, Merit Ontario, Andrew Brown, Lost Art of the Skilled Trades RESOURCE LINKS Glenda Rahn on LinkedIn: https://ca.linkedin.com/in/glenda-rahn-99964089 Merit Ontario Website: https://www.meritontario.com SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Aircraft maintenance technician Bret Oestreich on signing off 250 lives every night shift — and why aviation's most essential trade stays hidden. Every time you board a plane, someone signed their name to a document saying that aircraft is airworthy. That person is an Aircraft Maintenance Technician — and most passengers never see them, never think about them, and never know they exist. Bret Oestreich, National President of AMFA (Aircraft Mechanics Fraternal Association), has spent decades inside this world. He started on C-130s in the Air Force, earned his A&P license and pilot's license simultaneously, and worked his way from general aviation to American Airlines to Southwest Airlines before leading one of the most important independent unions in aviation. AMFA represents over 7,500 AMTs across the United States and Canada — and Bret is sounding the alarm: the pipeline of new technicians is not keeping up with retirements, only 8% of military veterans with relevant experience are transitioning into civilian aviation maintenance, and women represent just 2.8% of the AMT workforce. Meanwhile, the job demands more than most people realize — technical knowledge, soft skills, and the integrity to do the right thing at 3am when nobody's watching. If you're a young person who's never heard of this career, a veteran unsure how to translate your skills, or anyone who wants to understand what it actually takes to keep planes flying — this episode is for you. IN THIS EPISODE (00:00) – The Invisible Workforce: Why aircraft maintenance technicians are the most essential people on the tarmac that nobody ever sees — and why that invisibility is the industry's biggest recruitment problem. (01:00) – Soft Skills vs. Tech Skills: What Bret says new AMTs are most unprepared for, why Gen Z's lack of hands-on mechanical experience is a real challenge, and why humility matters more than technical knowledge on day one. (04:35) – The Visibility Problem: How AMFA is trying to reach younger generations through grade school events, aviation days, and votech programs — and why you can't wait until high school to plant the seed. (09:15) – Bret's Career Story: From working on rusted leaf springs in Minnesota to C-130s in the Air Force, then general aviation, American Airlines, and Southwest — how Bret built a career no one told him was possible. (12:41) – The Military-to-AMT Pipeline: Why only 8% of vets with aviation maintenance experience transition into civilian AMT roles, what the SkillBridge program is doing to help, and why earning the A&P license requires planning two years before separation — not six months. (30:08) – Knowledge, Skill, Integrity: What it's actually like to sign off on a commercial aircraft at 3am under pressure from the airline, and why AMFA's three-word code is the only thing standing between corner-cutting and catastrophe. Key Takeaways Aircraft maintenance technicians are invisible by design — passengers see pilots and flight attendants, but AMTs work overnight while planes are grounded, which is exactly why awareness campaigns have to start in grade school, not high school. Only 8% of military veterans with aviation maintenance experience transition into civilian AMT careers — largely because no one tells them how, and the A&P licensing process requires proactive planning at least two years before leaving the military. When AMTs are surveyed about what they want from employers, pay ranks first — but quality of life, scheduling flexibility, and culture follow close behind, and many workers say they'll accept less pay for more respect and control over their schedule. AMFA's guiding principle — knowledge, skill, integrity — means doing the job right even when the airline is pushing for a faster turnaround and no one is watching, because the person who signs off on that aircraft is personally accountable for every passenger on board. About the Guest Bret Oestreich is the National President of AMFA, the Aircraft Mechanics Fraternal Association — the only independent craft union in North America exclusively representing aircraft maintenance technicians. AMFA represents approximately 5,500 AMTs at U.S. carriers including Southwest Airlines, Alaska Airlines, Horizon Airlines, Spirit, and Sun Country, and recently expanded into Canada with over 2,000 members at carriers including WestJet and Jazz. Bret's career as an AMT began in the U.S. Air Force, where he worked on C-130 cargo and special operations aircraft as both a crew chief and technician. He later earned his Airframe and Powerplant (A&P) license and private pilot certificate simultaneously before moving into general aviation and commercial aviation at American Airlines and Southwest Airlines. Under his leadership, AMFA has grown from 4,000 to 7,500+ members and made history as the only trade union certified for aircraft maintenance engineers in Canada. Keywords aircraft maintenance technician, AMT career, aviation maintenance, airframe and powerplant license, A&P license, aircraft mechanic, aviation workforce shortage, AMFA, Aircraft Mechanics Fraternal Association, Bret Oestreich, SkillBridge program, military to civilian transition, skilled trades aviation, aviation mechanic salary, Gen Z skilled trades, votech aviation, aviation industry careers, aircraft mechanic jobs, aviation apprenticeship, Andrew Brown, The Lost Art of the Skilled Trades RESOURCE LINKS Bret Oestreich on LinkedIn: https://www.linkedin.com/in/bret-oestreich-ba41b550 AMFA National Website: https://www.amfanational.org AMFA Delivers: https://amfadelivers.org SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Liam McComas is 25, works in construction, and believes Gen Z owes it to themselves—and the trades—to earn trust before expecting it. Most content about Gen Z in the workforce falls into one of two camps: either the younger generation doesn't want to work, or companies need to change everything to keep them around. Liam McComas rejects both. At 25 and two years into his career as a project engineer at Neumann Brothers in Des Moines, Iowa, he's made a choice most people his age won't: the responsibility for earning trust on the job site belongs to the younger generation first. Liam grew up playing football from third grade through college at the University of Northern Iowa, trained by old-school, hard-nosed coaches who taught him that if you don't know the play, that's on you. That foundation—control what you can control, be coachable, show up prepared—is exactly what he carries onto the job site every day. If you're a young tradesman, apprentice, or project engineer trying to figure out how to earn respect faster, or if you lead a team and want to understand what separates the ones who make it from the ones who quit, this episode is for you. IN THIS EPISODE (00:00) – Introduction & Guest Background: Liam McComas joins the show fresh off a conversation at the Master Builders of Iowa conference, where his perspective on Gen Z accountability turned heads in the room. (04:00) – How Athletics Built the Foundation: Liam explains how football under hard-nosed coaches taught him the single mindset that transfers directly to the trades: control what you can control, or it controls you. (09:00) – What Gen Z Gets Wrong About Earning Trust: Younger workers want results now—but tradesmen can see through the ones who talk more than they deliver, and the credibility gap opens fast. (15:00) – How to Take Work Off Your PM's Plate: The practical moves Liam made in year one—meeting minutes, submittals, file systems, being ready for the conversation before anyone asks—and why that earns trust faster than anything else. (22:00) – The Musco Lighting Story: How running closeout on a major commercial project in his first year—hundreds of submittals, warranties, product data—taught Liam what it actually means to earn a senior PM's confidence. (29:00) – Instant Gratification vs. Delayed Gratification: Why the "I did one good thing, where's my respect?" mindset is the fastest way to lose the room—and what Liam tells himself when the recognition doesn't come. Key Takeaways Tradesmen can't be fooled—if you're the talkative one who doesn't do the work, they'll see through you immediately, and you'll lose credibility before you've even had a chance to build it. Earning trust starts with one question: what can I do to take work off my PM's plate? Be prepared before you're asked, not after—that's what separates the ones who get trusted with more from the ones who stall out. Instant gratification is the single biggest threat to a young tradesman's career—you will not get a pat on the back every time you hang conduit, and expecting one is a sign you're not ready for what the trades actually demand. If you're starting tomorrow: show up, know you were hired for a reason, ask questions freely, and understand that the foreman who speaks bluntly to you today had someone speak twice as bluntly to them—it's not personal, it's the trades. About the Guest Liam McComas is a Project Engineer at Neumann Brothers, a commercial construction and historic restoration firm based in Des Moines, Iowa. He studied Construction Management at the University of Northern Iowa, where he also played football for four and a half years. Two years into his career, he's already led complex project closeouts and earned a reputation for being exactly the kind of young professional the trades need more of. Liam brings an athlete's accountability to the job site—owning mistakes, staying prepared, and building trust through consistent action rather than words. He met Andrew at the Master Builders of Iowa conference, where his take on Gen Z responsibility in the workforce sparked a conversation that resonated far beyond the room. Keywords Gen Z in the trades, earning trust on the job site, skilled trades career, construction career advice, young tradesman, project engineer construction, trades workforce, coachability in construction, skilled trades workforce, generational gap in construction, construction onboarding, trades mentorship, Liam McComas, Neumann Brothers, Andrew Brown, Lost Art of the Skilled Trades, Master Builders of Iowa, workforce development, delayed gratification, Gen Z work ethic, trades accountability RESOURCE LINKS Liam McComas on LinkedIn: https://www.linkedin.com/in/liam-mccomas/ Liam McComas on Instagram: @liam_mccomas Neumann Brothers Website: https://www.neumannbros.com/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Aircraft maintenance technician Evie Garces climbed from Aviation High School to VP at American Airlines — now she's recruiting the next generation. A mother chaperoning a hangar tour at American Airlines started to cry. Her son wasn't "college material," she said. She thought military was his only option — until she walked into that hangar and discovered the A&P license. That moment is why Evie Garces spends her weekends, evenings, and every spare hour making sure more families know this career exists. Evita "Evie" Garces is Vice President of Line Maintenance at American Airlines, where she oversees the airworthiness of more than 1,000 aircraft and leads 10,000 aviation maintenance technicians across the country. She is the first woman to hold this role at American Airlines — and the first woman named as American's FAA-certificated Director of Maintenance. She grew up in New York City with no aviation background, discovered the field at 13 through a high school catalog, and spent 27 years building her career from the floor up. This episode is for anyone who works with their hands, anyone looking for a trade career that pays six figures without a four-year degree, and every parent who's never heard of an A&P license. Evie breaks down exactly how to get in, what it takes to stay, and why the people who sign off your flight are the most important workers you've never heard of. IN THIS EPISODE (00:00) – Introduction: Evie explains her role overseeing maintenance for a 300-destination airline and what it means to depend on A&P mechanics worldwide. (01:44) – Origin Story: How a 13-year-old girl from New York City found a high school catalog, saw the words "airframe and powerplant," and chose a path that would define her life — without any aviation background at all. (05:38) – The A&P Certification: The three-phase FAA testing process — written, oral, and practical — and the real reasons students make it through the curriculum but never get licensed. (08:56) – Night Shifts and High Stakes: What it actually feels like to work the overnight shift, sign off an aircraft carrying hundreds of passengers, and carry the weight of that responsibility every night. (13:00) – From Floor to VP: The mentor at LaGuardia who nominated Evie for a managing director role in Chicago at 27 without her ever applying — and what she had to learn fast when she got the job. (19:50) – Making More Evies: Why engaging parents and PTAs — not just students — is the missing piece in aviation's workforce pipeline, and the story of a mother who cried in the hangar when she realized her son had options. Key Takeaways An A&P license costs $40–50K and can be earned in under two years — and aviation maintenance technicians at major airlines start at six figures, no four-year degree required. Women make up less than 3% of aircraft maintenance technicians, and Evie argues that lasting change requires women to first reach positions of power — you can't lift others until you've climbed high enough to reach them. A mentor nominated Evie for a managing director role in Chicago at 27 without her ever applying for the job — the right person believing in you before you believe in yourself can define your entire career trajectory. The hardest part of becoming an aviation maintenance technician isn't the job — it's surviving the certification process. Once hired at a major airline, the failure rate drops dramatically. The A&P is the real filter. About the Guest Evita "Evie" Garces is Vice President of Line Maintenance at American Airlines, where she oversees the airworthiness of more than 1,000 aircraft and manages 10,000 aviation maintenance technicians. She is the first woman to hold this role at American Airlines and the first woman named as American's FAA-certificated Director of Maintenance. Evie holds an MBA from Northwestern University and spent 27 years building her career from aviation maintenance technician at JFK International to the executive suite. Evie founded FACES (Female AMTs Connecting for Empowerment and Support) at American Airlines to recruit, connect, and mentor women in aviation maintenance. She serves on the board of a Dallas charter school and regularly opens American's hangars to students, Girl Scout troops, and families who have never heard of the A&P career path — because a single high school catalog changed her life, and she believes one conversation can do the same for someone else. Keywords aircraft maintenance technician, A&P mechanic, aviation maintenance, AMT career, airframe and powerplant license, skilled trades careers, aviation careers, trade school vs college, FAA certification, six figure trade jobs, aviation maintenance salary, Evie Garces, Evita Garces, American Airlines, FACES American Airlines, Women in Aviation, AWAM, Aviation High School New York, aircraft mechanic, MRO, line maintenance, aviation workforce, skilled trades workforce RESOURCE LINKS Evie Garces on LinkedIn: https://www.linkedin.com/in/evita-garces-98917b10/ American Airlines: americanairlines.com Women in Aviation International: wai.org AWAM (Association for Women in Aviation Maintenance): awam.org SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Rob Holmes co-founded ForgeNow to solve America's skilled trades shortage — producing apprentice-level HVAC, electrical, and plumbing technicians in just 6 weeks. The average plumber in Texas is 54 years old. The average electrician is 60. Within 10 years, 50% of today's tradespeople will be on social security. And nobody's talking about it. Rob Holmes is. His answer is ForgeNow — a military-style trades training school in Dallas that runs a full-time, hands-on program Monday through Friday, 7 a.m. to 3:30 p.m., and graduates technicians ready to work at apprentice level in six weeks. Starting wage: $25 an hour. Graduation rate: 91% — versus 23% at community colleges. Rob is the Co-Founder and President of ForgeNow. A West Point graduate and Army veteran, he built ForgeNow on one simple principle borrowed from the military: train how you fight. Over 1,700 graduates have been placed with 250+ employers across 39 states. ForgeNow is a Department of Defense SkillBridge partner and GI Bill-eligible program — and it's now developing specialized electrical training pipelines for the data center boom happening across Texas. If you know a young person stuck in the gig economy, considering a trade, or trying to avoid $100K in student debt, this episode is the conversation they need to hear. Trades workers, workforce educators, contractors, and parents — this one's for you. IN THIS EPISODE (00:00) – Introduction: Andrew sets up the ForgeNow model — 6 weeks, $25/hour starting wage, and a 91% graduation rate — then welcomes co-founder Rob Holmes. (01:34) – The 6-Week Military Training Model: Rob explains how ForgeNow borrowed the military's full-time, immersive, hands-on format to condense two years of on-the-job training into six weeks. (05:26) – Why ForgeNow Exists: Two foundational assumptions — the bloom is off the rose for college, and legacy trade paths aren't keeping up with contractor demand — and why on-the-job training creates dangerous attrition risks. (11:03) – 91% vs. 23%: How ForgeNow's short, intense format produces a 91% graduation rate compared to 23% at community colleges, and why the 9% who don't finish almost never fail academically. (15:09) – Veterans, SkillBridge & Who Thrives: How ForgeNow became one of the largest DoD SkillBridge providers in the country, why 1,000 of 1,700 graduates have been military, and what qualities predict success for non-military candidates. (24:01) – The Demographic Time Bomb: The average electrician in Texas is 60, 50% of tradespeople hit Social Security in 10 years, and 75% of contractors are for sale — why Rob says young people entering the trades now have no competition for 30 to 40 years, and why "get a trade first" is the best insurance policy anyone can carry. Key Takeaways ForgeNow's military-style training model produces apprentice-level technicians in 6 weeks by going full-time, Monday through Friday, 7 a.m. to 3:30 p.m. — the same format and discipline employers expect on day one. ForgeNow graduates start at an average wage of $25 per hour ($50,000/year) and commonly earn raises at 6 and 12 months — compared to $12/hour for an untrained helper with no clear path forward. 50% of today's skilled tradespeople will be on social security within 10 years, and 75% of contractors are for sale — meaning young people who enter the trades now face almost no competition for the next 30 to 40 years. The trades are AI-proof, debt-free, and portable — and Rob makes the case that getting a trade first is the best insurance policy a young person can carry, even if college is still in the plan. About the Guest Rob Holmes is the Co-Founder and President of ForgeNow, a trades training school headquartered in Dallas, Texas. A graduate of West Point and a U.S. Army veteran, Rob built ForgeNow on the belief that the military's model of full-time, immersive, hands-on training is the most effective way to launch a trades career. Since its first class in 2020, ForgeNow has trained over 1,700 graduates and placed them with more than 250 employers across 39 states. ForgeNow offers 6-week programs in HVAC, electrical wiring, plumbing, and facilities maintenance. It is a Department of Defense SkillBridge partner and GI Bill-eligible program. Rob and his team are also developing specialized electrical training pipelines to meet explosive demand in the data center sector. Keywords skilled trades training, trade school, HVAC training, electrician training, plumbing training, trades workforce, apprenticeship, workforce development, vocational training, career change, trades career, Rob Holmes, ForgeNow, Forge Now, SkillBridge program, GI Bill trades, data center electrician, trades shortage, workforce gap, skilled trades jobs, facilities maintenance, military trades training RESOURCE LINKS Rob Holmes on LinkedIn: https://www.linkedin.com/in/rob-holmes-554953/ ForgeNow Website: https://forgenow.edu DoD SkillBridge Program: https://skillbridge.osd.mil SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Aviation maintenance is booming — and Boeing's Jennifer Radtke says the mechanic shortage now outpaces the pilot shortage for the first time in history. 710,000 aviation technicians will be needed over the next 20 years. Airlines are already experiencing delays from maintenance staffing gaps — and that number is only going to grow. Yet most young people still have no idea this career path exists, what it pays, or how far it can take them. Jennifer Radtke has spent 32 years in aviation, starting as a mechanic and working her way to Functional Chief Engineer at Boeing — a role she didn't even know existed when she started. Her message is simple: the trades are not a fallback. In aviation, they're a launchpad. Jennifer Radtke is a Director and Functional Chief Engineer for Product Support Engineering at Boeing. With 32 years in the aviation industry — starting on the wrench-turning side of the business — she now leads technical workforce development, mentorship programs, and the engineering pipeline for one of the largest aerospace companies in the world. If you're in the trades, considering aviation maintenance, or working to build the next generation of skilled workers, this episode is for you. You'll walk away with a clear picture of what this career actually pays, what it can become, and exactly how to navigate it from day one. IN THIS EPISODE (00:00) – Systems, Safety, and What Makes a Plane Actually Fly: Jennifer explains why aviation maintenance is less about individual parts and more about systems thinking — and why the mechanics who maintain those systems are the unsung backbone of every flight. (04:00) – Embracing the Suck: What It's Really Like Under Pressure: New aviation mechanics face intense scrutiny with every maintenance delay — Jennifer shares what it takes to build the thick skin required to perform under pressure while keeping safety and integrity at the forefront. (09:00) – The Mentorship Strategy That Changed Her Career: Jennifer breaks down her approach to mentorship — why she maintains multiple mentors at different levels, asks each of them the same question independently, and never shares their answers with each other. (16:00) – From a Michigan Garage to Boeing: Why She Chose Aviation: Jennifer grew up in an Italian family in Michigan where everyone worked on cars — she chose aviation specifically because she didn't want to do what everyone else was doing, and a movie called Iron Eagle didn't hurt. (21:00) – 710,000 Technicians: The Aviation Shortage Crisis Nobody Is Talking About: For the first time in history, the aviation mechanic shortage outpaces the pilot shortage — Jennifer unpacks what 710,000 unfilled technician roles over the next 20 years actually means for flights, airlines, and the industry at large. (27:00) – From Mechanic to Executive: How Far Can This Career Go?: Jennifer walks through Boeing's technical fellowship pathway — a track that takes you from A&P mechanic all the way to a senior executive role without ever having to manage people, if you don't want to. Key Takeaways The aviation mechanic shortage has officially surpassed the pilot shortage — Boeing projects 710,000 technicians will be needed globally over the next 20 years, making this one of the most in-demand skilled trades careers available today. Mentorship in aviation maintenance works best when you have multiple mentors across different levels — Jennifer's approach is to ask each mentor the same question independently, synthesize the input yourself, and own the final decision without trading their perspectives with each other. Aviation maintenance careers are not a ceiling — Boeing's technical fellowship program allows a mechanic to advance all the way to a senior executive role through technical expertise alone, with compensation that rivals pilot salaries as the shortage deepens. The number one mistake Jennifer sees in the next generation of aviation workers is not asking questions out of fear of looking uninformed — removing the fear of failure and asking early is how you save time, build credibility, and accelerate your career from day one. About the Guest Jennifer Radtke is a Director and Functional Chief Engineer for Product Support Engineering at Boeing, with 32 years in the aviation industry. She started her career as a licensed mechanic working the flight line before moving into maintenance engineering, technical leadership, and ultimately a functional chief role at one of the world's most recognized aerospace companies. Jennifer is a leading voice on the aviation technician shortage, next-generation workforce development, and the mentorship practices that help tradespeople build long, fulfilling careers in aviation. She spoke at the AMC Championships, where this episode was recorded live. Keywords aviation maintenance careers, aircraft mechanic, aviation mechanic shortage, Boeing careers, aviation technician, A&P certification, airframe and powerplant, skilled trades workforce, mechanic shortage, career pathways in aviation, technical fellowship Boeing, Jennifer Radtke, Boeing, predictive maintenance, next generation trades workers, aviation maintenance technician RESOURCE LINKS Jennifer Radtke on LinkedIn: https://www.linkedin.com/in/jennifer-radtke-56bb29210 Boeing Careers Website: https://www.boeing.com/careers SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

The U.S. needs 320,000 more welders by 2029 — and data centers are accelerating the shortage. UA Training Specialist Bob Derby joins Andrew Brown. There's a program most people in the trades have never heard of: the UA Welder Finishing School. It takes pipe welders with existing skills — from trade schools, non-union shops, or plant work — and gets them UA-certified and dispatched to a job in 8 weeks or less. At no cost to the individual. Meanwhile, data centers are creating a surge in piping and welding work that shows no sign of slowing. The labor market is wide open — and the UA wants to fill it. Bob Derby is a UA Training Specialist with nearly 30 years in the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry. He came up through the apprenticeship as a pipe welder, earned his certified welding inspector credentials, became an instructor, and eventually trained UA members across the country as a regional and national instructor. He now leads workforce development efforts and helped build the UA Welder Finishing School program. If you're a pipe welder working non-union and wondering whether the UA is an option — or a young person trying to figure out how to get in, what to earn, and how far you can go — this episode lays it out clearly and honestly. IN THIS EPISODE (00:00) – The 320K Welder Shortage: Bob opens with the scale of the workforce gap and explains why the UA is uniquely positioned to solve it — and why now is one of the best times ever to be entering the piping trades. (05:00) – How to Get Into the UA: The application process starts at UANet.org — no connections required. Bob explains what the interview actually looks like, what sets candidates apart, and what happens if you don't get in the first time. (12:00) – Wages, Benefits & the 5-Year Apprenticeship: Apprentices typically start at $20–25/hour with healthcare, pension, and 401k contributions from day one — and skilled journeymen can retire with $1.5–2M in their 401k. (19:00) – Mentorship: The People Who Shape a Career: Bob shares how a gruff journeyman named Al — who didn't want him around — became one of the most important mentors of his life, and what that story reveals about how apprenticeship actually works. (26:00) – Career Ladder Beyond the Journeyman Card: From foreman to instructor, certified welding inspector, training coordinator, and multi-craft superintendent — Bob traces a career path that started in a town of 643 people and led to teaching UA members across the country. (35:00) – Data Centers, Prefab Trends & the Welder Finishing School: The data center boom is driving massive demand for pipe welders right now. Bob explains how prefabrication is changing the trade — and breaks down the UA Welder Finishing School, a program that gets experienced pipe welders UA-certified and on a job site in 8 weeks or less. Key Takeaways You don't need to know anyone to get into the UA — start at UANet.org, find your local union, and apply. If you don't make it the first time, the door stays open and the local will tell you exactly where you fell short. UA apprentices start at $20–25/hour with full benefits, pension credits, and 401k contributions from day one — and those who start young can retire with $1.5–2M in their 401k, depending on their local and contract. We can train aptitude, but we can't train attitude — the most important things an apprentice brings to the interview and the job site are humility and eagerness to learn, not prior experience. The UA Welder Finishing School is a free, 8-week-or-less program for pipe welders with existing skills who want to get UA-certified and dispatched — including graduates of trade schools like Kentucky Welding Institute who come in test-ready and are often working within two or three weeks. About the Guest Bob Derby is a UA Training Specialist with the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry. With nearly 30 years in the UA, he came up through the apprenticeship as a pipe welder, earned his Certified Welding Inspector credentials, became an instructor and training coordinator at his local union, and has taught regional and national courses — including the UA's Authorized Testing Representative and Certified Welding Inspector prep programs — to members across the country. Bob currently leads workforce development initiatives including the UA Welder Finishing School, a program designed to bring skilled pipe welders from outside the union into UA membership and into the workforce quickly. He is passionate about making the UA's career opportunities visible to the next generation of tradespeople. Keywords pipe welding career, UA union welding, pipe welder jobs, welding workforce shortage, united association, UA apprenticeship, journeyman welder, pipe fitter career, welder finishing school, UA certification, ASME welding, apprenticeship application, certified welding inspector, Bob Derby, United Association of Plumbers and Pipefitters, Kentucky Welding Institute, Local 577, UA Training Specialist, pipe fitting career, HVAC trades, plumbing career, data center construction, skilled trades career, welding shortage, Gen Z trades RESOURCE LINKS Bob Derby on LinkedIn: https://www.linkedin.com/in/robert-derby/ United Association Website: https://ua.org/ Find Your Local Union: https://uanet.org/ Kentucky Welding Institute: https://kwi.us/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

Aircraft maintenance technician careers start at $75K and climb past six figures — but a 40,000-person shortage is threatening aviation. Rob Cush of AMFA joins Andrew Brown. By 2028, the aviation industry is expected to hit peak retirements — and the average aircraft maintenance technician is already 56 or 57 years old. The wave is coming. At the same time, new A&P graduates are being poached between school and their first job by oil and gas, because a $500–$1,000 testing cost creates a 60–120 day gap that other industries are happy to fill. The pipeline is leaking at every stage. Rob Cush is the Director of Government Affairs at AMFA (Aircraft Mechanics Fraternal Association) and an aircraft maintenance controller at Southwest Airlines. He's spent decades on the floor turning wrenches — and now he takes that firsthand experience directly to Capitol Hill, advocating for workforce funding, veteran transition programs, and pathways to bring more young people and women into aviation maintenance. If you're a trade-minded person looking for a career that pays well, offers real advancement, and keeps planes in the sky — or if you work in workforce development and want to understand what aviation maintenance needs right now — this episode is for you. IN THIS EPISODE (00:00) – The 40,000 Technician Crisis: Rob breaks down the scale of the aircraft maintenance shortage and the retirement wave hitting peak in 2028. (05:00) – Why Gen Z Is Choosing Oil & Gas: Work-life balance is beating pay — how airlines are rethinking day shift access to compete for new graduates. (12:00) – The Testing Bottleneck Nobody Talks About: The $500–$1,000 cost of DME oral and practical exams is creating a 60–120 day gap where other industries poach new A&P graduates before they get licensed. (20:00) – Veterans and Women: The Untapped Pipeline: Only 8.3% of military AMTs continue in civilian aviation, and only 2.8% of technicians are female — and in both cases, awareness is the biggest barrier. (30:00) – Building the Pipeline Earlier: From Choose Aerospace high school programs to military SkillBridge partnerships, how AMFA is reaching future technicians before they choose a different path. (38:00) – Career Ladder and Mentorship: Rob's journey from apprentice to Capitol Hill — and why passing on tribal knowledge before the retirement wave hits is the most urgent challenge in the industry. Key Takeaways The aircraft maintenance industry is facing a shortage of 40,000 technicians by 2028, driven by a retirement wave among a workforce whose average age is already 56–57. New A&P graduates are being lost in the gap between finishing school and getting licensed — a $500–$1,000 DME testing cost creates a 60–120 day window where oil and gas steps in and takes them. Only 8.3% of military veterans with aviation maintenance experience continue into civilian AMT roles — and the primary reason is that most of them didn't know the pathway existed. Aircraft maintenance careers are far from a dead end: from line mechanic to maintenance control, inspection, management, or government affairs, the ladder is long — and Rob Cush is proof of how far it can go. About the Guest Rob Cush is the Director of Government Affairs at AMFA (Aircraft Mechanics Fraternal Association) and an aircraft maintenance controller at Southwest Airlines. He entered the industry through the Southwest apprenticeship program in 1996, spent 11 years as a line mechanic, and has spent the last two decades in maintenance control. AMFA represents approximately 6,600 technicians across Southwest, Alaska, Hawaiian, Spirit, Sun Country, WestJet, Jazz, and other carriers in the US and Canada. Rob leads AMFA's advocacy on Capitol Hill, where he helped secure $20 million for aircraft maintenance training in the 2024 FAA reauthorization bill, works to improve veteran transition pathways, and is building awareness programs to bring more women and young people into the A&P pipeline. Keywords aircraft maintenance technician, A&P mechanic, aviation workforce shortage, aircraft mechanic career, AMT shortage, A&P license, 147 school, DME testing, oral and practical exam, A&P school, aviation apprenticeship, aircraft maintenance training, aviation career pathway, avionics, Rob Cush, AMFA, Aircraft Mechanics Fraternal Association, Southwest Airlines, Choose Aerospace, FAA reauthorization 2024, military to civilian aviation, women in aviation, skilled trades career, Gen Z trades RESOURCE LINKS Rob Cush on LinkedIn: https://www.linkedin.com/in/rob-cush-55b1a936/ AMFA National Website: https://www.amfanational.org/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

What are employers actually looking for in the next generation of tradespeople? According to Serenity Satterfield, it’s not just technical skill. It’s confidence, communication, professionalism, and the ability to step up before you feel fully ready. That is what SkillsUSA is building. Serenity Satterfield is the SkillsUSA National High School President, and her own story shows why the organization matters. She went from a small chapter in San Bernardino, California, to advocating for career and technical education on Capitol Hill and serving in national office — all because she kept saying yes to opportunities that pushed her outside her comfort zone. Through competitions, leadership development, community service, and a framework that blends personal, workplace, and technical skills, SkillsUSA is preparing students for far more than a first job. It is helping shape the kind of young professionals employers actually want to hire. This conversation is for employers looking for talent, students exploring the skilled trades, and educators who want to understand how leadership, soft skills, and technical training come together in one of the country’s most influential workforce development organizations. IN THIS EPISODE (00:00) – From Small Bubble to National Office Serenity shares how one decision to get uncomfortable took her from a small chapter in California to national leadership and advocacy on Capitol Hill. (01:45) – What SkillsUSA Actually Builds Serenity breaks down how SkillsUSA develops students through competitions, community service, and leadership development — not just technical training. (04:15) – The Soft Skills Employers Notice First Why handshakes, eye contact, confidence, and professionalism stand out so clearly in SkillsUSA students and matter so much in the real workforce. (08:06) – Where Companies Find Their Next Superstar Andrew explains why employers looking for welders, plumbers, carpenters, and other trades talent should be paying attention to SkillsUSA competitions. (13:03) – SkillsUSA Goes Bigger Than Atlanta How WorldSkills turns career and technical education into a global stage — and why students chase the chance to represent their country. (15:21) – Say Yes Before You Feel Ready Serenity reflects on fear, confidence, and what happens when students choose growth before certainty. Key Takeaways Employers are not just hiring for technical ability: they are looking for communication, professionalism, initiative, and confidence — and SkillsUSA is intentionally building those traits into student development. SkillsUSA works because it combines technical training with leadership practice: competitions, community service, and real responsibility give students a chance to apply what they learn instead of just hearing about it. The skilled trades pipeline is full of talent when people know where to look: from welding and carpentry to electrical, plumbing, and media, SkillsUSA creates visible pathways into real careers. Confidence grows after the decision, not before it: Serenity’s journey shows that many of the biggest opportunities come after saying yes while still feeling nervous. About the Guest Serenity Satterfield is the SkillsUSA National High School President, representing one of the largest student-led workforce development organizations in the United States. Through her leadership and advocacy, she promotes career and technical education, workforce readiness, and leadership development across the skilled trades. Her journey began in a smaller chapter in San Bernardino, California, before growing into state leadership, national office, and advocacy work in Washington, D.C. Today, she speaks about the power of saying yes to growth, building confidence through discomfort, and creating stronger pathways for students entering the workforce. Keywords SkillsUSA, skilled trades, career and technical education, workforce development, soft skills, leadership development, student success, trades careers, workforce pipeline, welding, carpentry, HVAC, electricians, plumbers, construction, WorldSkills, Serenity Satterfield, Andrew Brown RESOURCE LINKS Serenity Satterfield on LinkedIn:https://www.linkedin.com/in/serenity-saterfield-692222323/ SkillsUSA Website: https://www.skillsusa.org/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

The trades don’t have a shortage of interest — they have a bottleneck at the point of entry. Christine Boehm of SupplyHouse.com breaks down how skilled trades scholarships and trade school scholarships are removing the barriers most people never see — and opening doors that were never accessible to begin with. For years, workforce development in the trades has focused on awareness: getting more young people to consider careers in HVAC, electrical, plumbing, and construction. But interest isn’t the problem. The real gap shows up after someone decides they’re in — when cost, access, and lack of support stop them before they ever get started. Christine leads communications and content at SupplyHouse.com and works closely with the Supply House Foundation to expand access into the trades through scholarships, partnerships, and industry advocacy. Her work focuses on building a system that doesn’t just attract attention — but clears the path for people to actually enter, stay, and build long-term careers. This conversation is for contractors trying to hire in a tight labor market, for career changers looking for a real path into the trades, and for companies trying to understand what it takes to turn interest into a workforce. In This Episode (00:00) – Beyond Awareness Andrew introduces Christine Boehm and reframes the trades conversation: the issue isn’t attention — it’s access. (05:18) – How the Scholarship Model Started The origin of SupplyHouse.com’s skilled trades scholarships and why financial barriers stop more people than lack of interest. (11:22) – The Access Gap Why career changers struggle to enter the trades — and how workforce development efforts often miss the people who need them most. (18:40) – Women in the Trades What’s driving growth, what’s still missing, and how representation directly connects to opportunity. (26:55) – Building an Ecosystem How the Supply House Foundation is expanding beyond trade school scholarships into partnerships, nonprofits, and long-term support. (36:10) – Mentorship and Momentum Why mentorship, contractor involvement, and real-world guidance determine whether someone stays in the trades or leaves early. Key Takeaways Access — not awareness — is the real barrier into the trades. Interest in trades careers is growing, but without financial support and structured entry points like skilled trades scholarships and trade school scholarships, most potential workers never make it past step one. Workforce development requires more than recruitment. Bringing people into the trades is only the beginning — long-term success depends on support systems, mentorship, and clear pathways that help individuals build sustainable careers. Expanding participation strengthens the entire industry. Increasing representation, especially among women in the trades, is not just about inclusion — it directly impacts the size, resilience, and future of the workforce. Scholarships are a starting point, not the solution. Programs like the Supply House Foundation show that real impact comes from combining financial support with partnerships, education, and ongoing industry engagement. About the Guest Christine Boehm is the Communications and Content Team Lead at SupplyHouse.com, where she leads initiatives focused on strengthening the skilled trades through scholarships, storytelling, and workforce development programs. She works closely with the Supply House Foundation to expand access into the trades, support women entering the industry, and build partnerships that help the next generation of tradespeople succeed. Keywords skilled trades scholarships, trade school scholarships, workforce development in the trades, Supply House Foundation, women in the trades, skilled trades, trades careers, contractors, workforce pipeline, advocacy, education, HVAC, electricians, plumbers, construction, craftsmanship, problem-solving, Andrew Brown, Christine Boehm, SupplyHouse.com, Lost Art of the Skilled Trades Resource Links LinkedIn: https://www.linkedin.com/in/christine-boehm-marketing/ SupplyHouse.com: https://www.supplyhouse.com Foundation Contact: foundation@supplyhouse.com Support the Show If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.

What the Trades Don't See (But We Do) | Aaron Witt, BuildWitt Aaron Witt of BuildWitt has visited job sites on 5 continents. His take: the trades' biggest problem isn't negative perception — it's invisibility. Most people in the trades blame the younger generation. They say Gen Z is lazy, college-obsessed, or soft. But Aaron Witt — who showed up to his first construction job at 18 with zero background — says the real problem is structural. The industry built its entire training model around workers who grew up in the trades. Now a whole generation is showing up without that baseline knowledge, and the industry is yelling at them for it instead of teaching them. Aaron Witt is the founder of BuildWitt, a media and workforce development company that travels the skilled trades world — from Arctic diamond mines to Saudi Arabia — to tell the stories of the people keeping the world running. He's spent 13 years inside the industry as an outsider, and that vantage point gives him a clear view of what the people inside the fishbowl can't see. This conversation is for employers who keep losing workers within 90 days, for 17-year-olds trying to figure out their path in an AI-disrupted world, and for anyone who wants to understand why the trades pipeline is broken — and what actually fixes it. IN THIS EPISODE (00:00) – The Fishbowl: Why being outside the trades gives Aaron and Andrew a clearer view of what the industry is missing. (06:00) – Not Even in the Race: The trades don't have a perception problem — they have an invisibility problem, and the industry doesn't realize the difference. (15:00) – 5 Continents, One Truth: How BuildWitt went from Instagram posts on a road construction site to visiting a diamond mine near the Arctic Circle — and what Aaron sees that's the same everywhere. (26:00) – The Old Model Is Dead: Why the "trial by fire" approach to training worked for 40 years — and why applying it to today's workforce is a guaranteed way to lose people. (36:00) – Who Raised Gen Z?: The real retention crisis, the 50% turnover rate for workers under 25, and why the generation complaining about Gen Z raised them. (47:00) – Trades vs. AI: Why data centers can't be built without skilled trades, why white-collar work gets disrupted first, and what Aaron would tell a 17-year-old today. Key Takeaways The trades don't have a perception problem — they have an invisibility problem. The next generation isn't choosing against the trades; they never knew the trades were an option. The old training model was built for workers who grew up around the trades and arrived with 15 years of background knowledge. That worker no longer exists — and the industry has to build a new model for the worker that does. Over 50% of workers under 25 who enter the trades leave within months. Before blaming Gen Z, employers need to ask: Do these workers know what day one looks like? Do they have a mentor? Do they have a reason to stay? Skilled trades may be the safest career bet in an AI-disrupted economy. Law gets disrupted before welding. White-collar offices get disrupted before equipment operation. Every data center being built right now requires skilled trades workers. About the Guest Aaron Witt is the founder of BuildWitt, a media and workforce development company dedicated to the skilled trades and civil construction industries. He started BuildWitt in 2018 by sharing photos on Instagram from a road construction job site — and has since traveled to over 30 states annually and across five continents, visiting construction and mining operations from the Saudi desert to a diamond mine near the Arctic Circle. Aaron's work focuses on changing how the next generation sees the trades — not through marketing spin, but by showing the raw, real, unfiltered reality of the work. BuildWitt produces workforce training content, storytelling media, and leadership resources for the companies building the world. Keywords skilled trades, workforce development, civil construction, Gen Z in trades, trades career path, trades workforce shortage, equipment operator, welding, HVAC, apprenticeship, trades retention, Aaron Witt, BuildWitt, SkillsUSA, Andrew Brown, Lost Art of the Skilled Trades RESOURCE LINKS Aaron Witt on LinkedIn: https://www.linkedin.com/in/aaronwitt/ BuildWitt Website: https://buildwitt.com/ SUPPORT THE SHOW If you found value in this episode, please leave a review on Apple Podcasts and share it with someone who needs to hear it. Your support helps us keep telling the stories of the skilled trades.