Explorez tous les épisodes du podcast The Lost Art Of the Skilled Trades

Data center electricians are making big money. Andrew Brown asks who's training the next generation of electricians while the same experienced people get recruited from job to job.

Mike Rowe shared a story about visiting a data center in Texas, where he met three electricians, all under 30. According to Mike, all three were making more than $240,000 a year, and all three had been recruited away from other projects three times in the previous 18 months. Andrew posted about it on LinkedIn, the post passed 100,000 impressions, and the comments from people who work in the field turned into this episode.

This is a solo episode from Andrew Brown, host of The Lost Art of the Skilled Trades. He works through the strongest comments on both sides, including the ones that disagreed with him.

You'll hear what might sit behind a $240K paycheck, why an electrical project supervisor said experienced workers should be rewarded for teaching, the case for moving workers between projects, an apprentice's account of being used as cheap labor, and whether data center work builds skills that carry into the rest of a career. Andrew ends with a question for contractors and apprentices, and he wants to hear your answer.

IN THIS EPISODE

(00:00) – The $240,000 Electrician: Mike Rowe's story about three young electricians at a Texas data center who'd each been recruited away three times in 18 months.

(02:00) – What's Behind the $240K: Commenters asked about hours, travel and per diem, and why that changes the conversation for someone just entering an apprenticeship.

(03:26) – Rewarding the People Who Teach: An electrical project supervisor's point that experienced workers need to be rewarded for teaching, not just for getting the job done quickly.

(05:17) – Moving Workers vs. Training Apprentices: Why good companies move people between jobs, and one young apprentice's experience of being used as cheap labor.

(08:21) – The Data Center Question: Whether years on data center projects prepare an electrician for industrial maintenance, commercial work, service work or running a business.

(09:40) – Who's Ready to Take Their Place?: Employers who invest in developing people, and who's ready when today's experienced workers retire.

KEY TAKEAWAYS

1. Big pay stories need context. Hours, travel and per diem change what $240,000 means, and that pay isn't necessarily what someone coming out of high school into an apprenticeship will see.

2. Teaching takes time on the job. If the only thing being measured is how quickly the work gets done, apprentices don't get the chance to learn.

3. Keeping experienced people working and preparing new people to become experienced are two different jobs, and the industry needs both.

4. Recruiting isn't the finish line. Once new people arrive, somebody has to teach them and show them what the next step in their career looks like.

ABOUT THE HOST

Andrew Brown hosts The Lost Art of the Skilled Trades, where he talks with people in shipbuilding, aviation, manufacturing, construction and other trades about how careers get built and how employers develop their people.

Through keynotes and working sessions, Andrew works with companies that are bringing people into the trades and want to keep them.

KEYWORDS

electrician salary, data center electrician, $240,000 electrician, electrician apprenticeship, apprentice electrician, mentoring apprentices, training the next generation, skilled trades careers, skilled labor shortage, retiring workforce, construction workforce, workforce development, journeyman electrician, trades mentorship, Mike Rowe, The Lost Art of the Skilled Trades, Andrew Brown

RESOURCE LINKS

Andrew Brown keynotes and working sessions: https://andrewbrownspeaker.com

LinkedIn: https://www.linkedin.com/in/andrew-brown-b1736a5

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.

Concetta Defa, executive director of the Utah Building Trades Council, on why data center training has to build real electricians, not one-job installers.

Tech companies are pouring money into training workers to build data centers, and electricians on those jobs can make over $200,000 a year with overtime. Concetta has seen this before. When she was an apprentice, crews were putting up cell towers, and people who only ever learned cell towers struggled to pass journeyman exams and many left the trade once that build-out ended. Her question for every workforce program today: when the data center boom is over, what happens to the people you trained to do one thing?

Concetta started as an IBEW Local 354 apprentice in 1996, after her father died and she needed to help support her family. She worked as a journey-level electrician, foreperson, estimator, project manager and assistant business manager before leading the Utah Building Trades Council. In this conversation she covers how to get into the IBEW when there's a waitlist, how apprentice pay climbs to journeyman scale, what job site conditions are really like, and why the money war over experienced workers is hurting the contractors building everything else.

This episode is for anyone thinking about an electrical apprenticeship, career changers trying to get into a union, and the apprenticeship programs, contractors and workforce leaders deciding how the next generation gets trained.

IN THIS EPISODE

(00:00) – We Don't Need Data Center Electricians: Concetta's warning about training people for one build instead of a whole trade.

(01:15) – Building Careers or Filling Demand?: Where the money in skilled trades training is going, and why both good and narrow training are happening at once.

(05:26) – A Career Changer at 36: Andrew's family member trying to get into the union, and what happens to narrowly trained workers when the boom ends.

(08:02) – The Cell Tower Boom: Why people who only learned one kind of work struggled to journey out and left the trade.

(11:48) – Job Site Conditions Change Everything: Materials, methods, safety and procedures shift between data centers, industrial, commercial and energy work.

(13:20) – Into the Trade by Accident: From a grocery store job to an IBEW apprenticeship, four contractors and the mentors who shaped her.

(20:14) – How to Get Into the IBEW: Waitlists, ranking lists, construction wireman roles and why you should understand the value of what you're joining.

(24:45) – Becoming a Stronger Applicant: Track your hours, get on a union contractor's crew, and what to do if you're bad at interviews.

(30:28) – Apprenticeship Length and Pay: Three to five years, starting around 50 to 60 percent of journeyman scale, with raises as you progress.

(33:33) – What Job Site Conditions Are Really Like: Mud, snow, break tents, porta-johns, and going from two years outdoors to a room with four walls.

(41:26) – Solving the Shortage or Moving Workers Around?: How data center money pulls experienced workers away from housing, retail and infrastructure.

(45:45) – How Contractors Can Keep Their People: Feeling valued, local work, work-life balance, and fitting the people to the work.

(51:51) – What Apprenticeship Leaders Should Start Doing: Put an experienced journeyman beside every apprentice in the field.

(54:14) – Hire PowHER and Utah Building Trades: Where to find Concetta's work with women in energy careers and the Utah building trades.

Key Takeaways

Training someone to build one kind of facility isn't the same as training an electrician. When that build-out ends, people without broad skills struggle to pass journeyman exams and move to other kinds of work.

If you can't get into the IBEW right away, keep working in the industry, track your hours, and try to get on with a union contractor. A year of real job site experience tells an apprenticeship committee more than an interview can.

Apprentices typically start at 50 to 60 percent of journeyman pay and get regular step raises over three to five years. Union retirement and benefits only pay off if you stay long enough to build them.

The fix isn't more money. Apprentices need an experienced journeyman beside them in the field, because the tips and tricks of the trade aren't in any book. As Andrew puts it, apprenticeship teaches a trade, mentorship builds the tradesperson.

About the Guest

Concetta Defa is executive director of the Utah Building and Construction Trades Council. She began as an apprentice electrician with IBEW Local 354 in 1996 and has worked as a journey-level electrician, foreperson, estimator, project manager and union steward. She also served as assistant business manager for IBEW Local 354, a trustee for the Utah Electrical Training Alliance, and president of Utah Women in Trades.

Concetta hosts a podcast with the Center for Energy Workforce Development's Hire PowHER initiative, which helps women find careers in energy and the skilled trades. She's passionate about mentoring apprentices and making sure the next generation is trained for a whole career, not just the current boom.

Keywords

electrician apprenticeship, data center electrician, IBEW apprenticeship, how to become an electrician, skilled trades careers, union electrician, journeyman electrician pay, construction workforce, trades mentorship, workforce retention, women in the trades, Concetta Defa, Utah Building Trades Council

RESOURCE LINKS

Concetta Defa on LinkedIn: https://www.linkedin.com/in/concetta-defa

Utah Building and Construction Trades Council Website: https://www.utahbuildingtrades.org

Hire PowHER (Center for Energy Workforce Development): https://getintoenergy.org/hire-powher/powher-hours/

Get Into Energy: https://getintoenergy.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.

Julian Scadden, CEO of Nexstar Network, on why the trades need a clear path from technician to business owner, not just a pitch about six figures.

Everyone says the trades pay well, carry no student debt and don't need a degree. Julian wants to know why kids still aren't lining up. His answer starts with his own story: early in his plumbing apprenticeship, a service manager pulled him aside and said everyone loved how clean he kept the truck and how well he did the paperwork, but he wasn't a good plumber. Julian never planned to be one anyway. He's a high school dropout who learned business through what he calls business apprenticeship, and he asks every employer listening a hard question: if a technician told you they wanted to start their own company, would you help them or fire them?

Julian is president and CEO of Nexstar Network, a member-owned organization that coaches independent plumbing, HVAC and electrical companies, and he was a Nexstar member himself before he led it. Recorded at Nexstar's conference, this conversation covers his Substack post on what comes after "become a plumber," what makes a good mentor, his open letter to the CEO of Lowe's, and why he doesn't think private equity will consolidate the trades.

This episode is for trades business owners who employ technicians, technicians wondering what comes next, and anyone funding or building workforce programs who wants careers to last past the first 90 days.

IN THIS EPISODE

(00:00) – Become a Plumber, and Then What? The Missing Path to Ownership: Julian explains why six figures and no debt aren't pulling kids in, and why the story of ownership gets left out.

(02:40) – From Technician to Owner: The Skills It Takes and Who Is Teaching Them: The service manager who told Julian he wasn't a good plumber, a contractor who built a $4 million business and lost it, and why employers have to start developing owners.

(06:00) – What Makes a Good Mentor: Mentor versus sponsor, balanced accountability, and how his first mentor Ed Coleman let him make a costly mistake without letting it sink the company.

(12:00) – The Letter to Lowe's: Data Center Dollars or Real Trades Careers? Julian and Andrew ask whether the money going into workforce programs is building careers or just filling seats, and why honest expectations about the work matter.

(17:50) – Private Equity and the Trades: Will Consolidation Win? Why Julian reads the trend lines differently than most, why airlines can consolidate and trades can't, and what happens when buyers don't know how to operate the business.

(23:00) – Who Should Join Nexstar Network and Where to Find Julian: Who is a good fit, why Nexstar is more of an accelerator than an incubator, and how to reach him.

Key Takeaways

Pay alone doesn't recruit people into the trades. If the pitch stops at six figures and no debt, it leaves out the career path, including the path to owning a business, that makes someone stay.

A mentor walks you through your own development, while a sponsor is in rooms you aren't and says your name. The best mentors hold balanced accountability and can tell the difference between you building muscle and you sinking.

Be honest about the job. Showing up at 6 a.m. when it's 20 degrees, or crawling into an attic with asbestos, is the reality, and ride-and-decide days let a new hire find out before they commit. Andrew ties this back to the first 90 days, which is where most new hires are won or lost.

Private equity can't take over an industry where anyone with technical skill and a license can start a competing business tomorrow. Julian expects it to stay a challenge but not to consolidate the trades.

About the Guest

Julian Scadden is president and CEO of Nexstar Network, a member-owned organization for independent plumbing, HVAC and electrical contractors. He was named CEO on November 1, 2020, after joining Nexstar as its first implementation coach, then leading training and events and serving as vice president of operations. He started in the trades as a plumbing apprentice and has more than two decades in home services.

Julian writes on Substack about the future of the trades, including an open letter to the CEO of Lowe's about workforce funding and the path to ownership. Nexstar's mission is to help the world's best tradespeople become the world's best business people, and it only works with independently owned companies, not investment-backed ones.

Keywords

skilled trades, path to business ownership, trades business owner, plumbing careers, become a plumber, technician to owner, mentorship in the trades, mentor vs sponsor, balanced accountability, private equity in the trades, data center workforce, Lowe's Foundation, trades careers for Gen Z, first 90 days, retention, HVAC business, electrician business, home services, Julian Scadden, Nexstar Network

RESOURCE LINKS

Julian Scadden on LinkedIn: https://www.linkedin.com/in/julianscadden

Nexstar Network Website: https://www.nexstarnetwork.com

An Open Letter to the CEO of Lowe's (Julian's Substack): https://julianscadden.substack.com/p/an-open-letter-to-the-ceo-of-lowes

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.

Jon Ward, CEO of Ward Vessel and Exchanger, on why welders quit in the first 90 days, how a "people first" culture actually gets built, and why your best welder is rarely your best mentor.

Jon asks a question most shop owners avoid: if a million young people raised their hands tomorrow and said they wanted to work in the skilled trades, would employers actually be ready for them? His answer is blunt. A lot of companies say they'd hire 20 or 40 people tomorrow if they could find them, but most have no system to actually bring that many people on without losing them in the first three months. Ward Vessel and Exchanger builds pressure vessels and heat exchangers that end up in everything from Gorilla Glue to GLP-1 drug manufacturing, and Jon's spent years rebuilding how his company onboards, mentors, and retains welders in two very different labor markets, Charlotte and Houston.

Jon Ward has run Ward Vessel and Exchanger, a family manufacturing business founded in 1982, since taking over leadership of the company. He's built a formal apprenticeship program with NC Works, runs the business on EOS (the Entrepreneurial Operating System), and was named to the UNC Charlotte Board of Trustees in 2026. He also hosts his own podcast, Forged in Focus.

This episode is for anyone building or fixing an onboarding process, any shop owner losing skilled people to bigger paychecks at data center jobs, and anyone who's ever wondered whether their most talented person should actually be the one training the new hires. Jon walks through his three core values, what a real apprenticeship partnership with a workforce agency looks like, and the mastery chart his team is rolling out to make skill progression visible to every welder on the floor.

IN THIS EPISODE

(00:00) – Why the First 90 Days Make or Break a New Hire: Jon explains why the old "pair them with a lead guy and let them figure it out" model fails, and what changes when leadership actually gets involved early.

(03:00) – The Three Core Values Behind a People-First Culture: Passionate, consistent, and selfless, Jon breaks down how Ward hires to these values, fires to them, and built a "people first" ethos around a line he heard on a stage years ago: culture over customers.

(05:00) – Building an Apprenticeship Program With NC Works: How a one-year, state-funded apprenticeship partnership in Mecklenburg County works in practice, and what Jon learned running it with his first apprentice.

(10:00) – What Ward Vessel and Exchanger Actually Builds (and Why Welders Matter): From hair care products to GLP-1 drug manufacturing equipment, Jon explains the products welders touch every day without anyone realizing it, and why 320,000 more welders are needed by 2029.

(19:00) – Why Your Best Welder Isn't Always Your Best Mentor: Jon tells the story of his most productive fabricator ever, a guy who could do a 1,000-hour project in 500 hours and still turned down every promotion to shop foreman.

(42:00) – Competing With the Data Center Boom for Tomorrow's Welders: Why data center construction is pulling skilled workers away with big money, and what a shop can offer that a relocation-required job can't.

Key Takeaways

New hires aren't going to be productive in the first 90 days, and treating that as a reality to plan around instead of a problem to rush through is what separates companies that retain people from ones that don't.

The best technical performer on a team is often the worst fit for mentoring someone new, patience and a genuine desire to take on someone else's problems matter more than raw skill.

A state-funded apprenticeship program can shift a meaningful chunk of a new hire's salary during training, but it only works with a real system behind it, not just goodwill and good intentions.

Shops competing for welders against data center construction jobs can win on stability (no travel, no relocation, steady hours) even when they can't win on raw pay.

About the Guest

Jon Ward is President and CEO of Ward Vessel and Exchanger, a Charlotte, North Carolina-based manufacturer of ASME Code pressure vessels and heat exchangers with a second facility in Houston, Texas. Founded in 1982 as a family business, the company builds equipment used across consumer products, industrial manufacturing, and pharmaceutical production. Jon is a 1994 UNC Charlotte engineering graduate, was appointed to the UNC Charlotte Board of Trustees in 2026, and was named among the Charlotte Business Journal's Most Admired CEOs the same year.

Jon has spent the last several years rebuilding Ward's onboarding, mentorship, and apprenticeship systems around a "people first" ethos built on three values: passionate, consistent, and selfless. He runs the company on EOS (the Entrepreneurial Operating System) and hosts his own podcast, Forged in Focus, where he talks with manufacturing leaders about the future of the industry.

Keywords

skilled trades, first 90 days onboarding, welder shortage, apprenticeship program, mentorship in the trades, employee retention, welding careers, manufacturing careers, NC Works apprenticeship, EOS Entrepreneurial Operating System, trade school vs college, data center construction jobs, Jon Ward, Ward Vessel and Exchanger, pressure vessels, heat exchangers, American Welding Society, Fabtech

RESOURCE LINKS

Jon Ward on LinkedIn: https://www.linkedin.com/in/jongward

Ward Vessel and Exchanger Website: https://wardvesselandexchanger.com

Forged in Focus (Jon's podcast): available on Spotify and YouTube

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 AI and data center boom is creating a wave of new trade jobs for electricians, HVAC techs, and welders. Host Andrew Brown asks the real question: are we filling projects, or building tradespeople?

Every headline right now says the same thing: massive money pouring into new data centers, new energy infrastructure, new construction. That means a hiring wave for electricians, HVAC techs, pipefitters, and welders. But Andrew argues there's a difference between teaching someone the three tasks a specific project needs and actually training them in the trade, and most companies aren't paying attention to which one they're doing.

This episode connects directly to Andrew's First 90 Days framework: the reason a 22-year-old lasts 45 days on a data center job and then leaves isn't usually pay. It's that nobody owned Day 27, nobody checked in once the newness wore off, and nobody showed them where the job actually leads.

If you're hiring into this boom right now, whether you're staffing a data center project or just trying to bring new people into your trade, this episode is a direct, practical challenge: look at the last person you hired and ask what you're actually preparing them for, the project or their career.

IN THIS EPISODE

(00:00) – Intro: The AI and Data Center Boom: Why money, projects, and demand are flooding into the trades right now, and why that's genuinely good news.

(01:09) – Filling Projects vs. Building Tradespeople: The core question of the episode, are new hires becoming electricians, or becoming really good at two or three tasks one project needs.

(03:20) – Who Owns Day 27? The First 90 Days Connection: Day one is easy, HR and safety own it. Nobody owns the day the newness wears off, and that's when people actually decide to stay or leave.

(05:58) – Being Honest About Pay, Hours, and What the Work Really Looks Like: Six-figure trade jobs are real, but overselling the number without the overtime, nights, and travel behind it creates an expectations problem that turns into a retention problem.

(07:49) – Showing New Hires the Career Path, Not Just the Task: What it looks like to show someone the route from apprentice to journeyman to foreman to owning their own business, instead of just this week's assignment.

(10:16) – The Challenge to Employers: Project or Career?: A direct question for anyone hiring right now, would the person you just hired still have value if the work changed tomorrow?

Key Takeaways

Getting someone through the front door isn't the win, it's the start, the real return comes when they stay, get better, and eventually train the next person.

Nobody owns Day 27. HR and safety own Day 1, but almost no company has a clear answer for who checks in once the newness wears off.

Overselling six-figure trade pay without explaining the overtime, travel, or hours behind it creates an expectations problem that becomes a retention problem.

Training someone for a data center project isn't the same as training them for the electrical trade, one ends when the project does, the other doesn't.

About the Host

Andrew Brown is a keynote speaker, workforce strategist, and host of The Lost Art of the Skilled Trades. Before this, he spent 23 years running , a national B2B industrial tool supply company, giving him a real operator's view of the trades, not an outside consultant's.

His work centers on one idea: skilled-trades companies don't have a hiring problem, they have a First 90 Days problem. He helps organizations figure out not just how to get people into the trades, but how to keep them once they arrive and develop them into long-term skilled professionals.

Keywords

AI data centers, skilled trades careers, electrician training, HVAC technician, data center construction jobs, apprenticeship, first 90 days, day 27, workforce retention, career pathway, workforce shortage, Gen Z trades, Andrew Brown

RESOURCE LINKS

Andrew Brown, Speaking & Workforce Strategy: andrewbrownspeaker.com

The Lost Art of the Skilled Trades: andrewbrown.net

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.

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

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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

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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

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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

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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

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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

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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

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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/

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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

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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.

(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.

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.

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.

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

Serenity Satterfield on LinkedIn:https://www.linkedin.com/in/serenity-saterfield-692222323/

SkillsUSA Website: https://www.skillsusa.org/

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.

(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.

• 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.

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.

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

LinkedIn: https://www.linkedin.com/in/christine-boehm-marketing/

SupplyHouse.com: https://www.supplyhouse.com

Foundation Contact: foundation@supplyhouse.com

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.

What if the real workforce problem isn't recruiting — it's that we're handing young people tools before we've taught them how to live? Herb Sargent, recently retired CEO and Board Chair of Sargent Corporation, has spent decades proving there's a better way.

Herb watched a man named Freedom — a 70-year-old truck driver shuffling between offices and a trailer he lived in — and made a decision: nobody who works for Sargent Corporation would retire without dignity. That commitment turned into a full workforce development system that teaches budgeting, retirement planning, soft skills, and career pathways — before a single shovel hits the ground.

Herb Sargent is the recently retired CEO and Board Chair of Sargent Corporation, a 100% employee-owned civil construction company founded in Maine in 1926. Under his leadership, Sargent grew to 550+ employee-owners, built a construction academy that helped grow their under-25 workforce from 10% to 25%, and achieved 1 million injury-free man-hours through a single five-second mindset shift.

If you lead a trades company, run a workforce development program, or are trying to recruit and retain Gen Z workers, this conversation is exactly what you need to hear.

IN THIS EPISODE

(00:00) – Legacy Before We Begin: Herb opens with the question he asks every veteran worker — what do you want your legacy to be — and it reframes the entire episode.

(06:00) – Life Skills Before Job Skills: Herb explains how COVID exposed a generation that never worked at McDonald's, and why Sargent Corporation decided to meet new hires where they are — budgeting, financial literacy, and retirement planning first.

(13:00) – The Freedom Story: The truck driver named Freedom — shuffling to his trailer at 70 years old — became the moment that defined Herb's mission to ensure every employee retires with dignity.

(20:00) – Take Five: How one question ("what else could I do that takes the guesswork out of it?") transformed Sargent's safety culture and drove a full million man-hours without a lost time injury.

(30:00) – Welcome vs. Belonging: There's a difference between showing someone where the fridge is and making them feel like they belong. Herb explains the onboarding and mentorship system that keeps Gen Z workers engaged and growing.

(42:00) – Sources, Not Resources: Herb shares how reframing veteran operators as sources — not just resources — and asking them about their legacy turned the most resistant employees into the best mentors on the jobsite.

Key Takeaways

Teaching life skills — budgeting, financial planning, how to show up — before job skills is not soft, it's strategic: workers who understand how to build a life stay longer, perform better, and retire with dignity.

The "Take Five" approach — asking workers to pause five seconds and ask "what else could I do that removes the guesswork?" — is simple enough to use every day and powerful enough to drive one million injury-free man-hours.

Welcome and belonging are not the same thing: welcome is showing someone where the fridge is, belonging is sharing expectations, giving them a voice, and checking in at 30, 60, and 90 days so they always know where they stand.

Legacy framing transforms resistant veterans into invested mentors — when you ask an experienced operator what they want their legacy to be, most have never thought about it, and the answer changes how they show up for the next generation.

About the Guest

Herb Sargent is the recently retired CEO and Board Chair of Sargent Corporation, a civil construction company founded by his grandfather in Orono, Maine in 1926. Over his career, Herb worked every role in the company before eventually buying it back and transitioning it to 100% employee ownership. Under his leadership, Sargent grew to 550+ employee-owners and became recognized across the Northeast for its workforce development and safety culture.

Herb is the creator of Sargent's Construction Academy and the "Take Five" safety program, and has dedicated the later part of his career to ensuring every tradesperson — from laborer to superintendent — has the life skills, financial literacy, and mentorship they need to build a meaningful career and retire with dignity.

Keywords

skilled trades workforce, construction workforce development, life skills for trades workers, Gen Z in construction, trades mentorship, employee ownership, construction safety, workforce pipeline, career pathways in construction, trades career development, labor shortage, jobsite culture, apprenticeship, employee retention, Herb Sargent, Sargent Corporation, The Lost Art of the Skilled Trades

RESOURCE LINKS

Herb Sargent on LinkedIn: https://www.linkedin.com/in/herb-sargent-29a791152/

Sargent Corporation Website: https://www.sargent.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.

The welder shortage has never improved in 30 years. Kris Scherm of ESAB explains why — and what it will take to fix the pipeline.

When Kris Scherm entered the welding industry in the nineties, the American Welding Society reported a 150,000 welder shortage. Three decades later, that number is projected at 320,500 by 2029 — and it has never once gotten smaller. With the average shipbuilder now in their late 50s, the pipeline problem is about to get a whole lot worse before it gets better.

Kris Scherm is a 30-year veteran of the welding industry and Global Product and Business Director for Light Industrial Plasma at ESAB — one of the world's leading welding and cutting companies. He's worked at the Bay Bridge, SpaceX facilities, Ford manufacturing plants, Newport News Shipbuilding, and dozens of facilities across North America. This conversation was recorded live at ESAB in Denton, Texas.

This episode is for anyone who works in the skilled trades, leads a manufacturing or welding operation, or is trying to figure out how to attract the next generation to a career with their hands. Kris breaks down the workforce crisis, the Blue Collar Tour bringing welding to high schools, and why — once you realize how much welding holds the world together — you'll never walk anywhere the same way again.

IN THIS EPISODE

(00:00) – Introduction: Andrew and Kris open live from ESAB in Denton, Texas, where Kris shares how a Norwegian grandfather who built PT boats in WWII set him on a lifelong path in the trades.

(00:04) – Why Welding Captures You: Kris explains what makes welding unlike any other trade — and why "if you can weld, you're a demigod" who can join metal in ways no hammer and nail ever could.

(00:09) – The 300,000 Welder Shortage: The AWS shortage number has never improved in 30 years. Kris breaks down what's driving it, why AI won't save us, and what happens when an entire generation of welders ages out at once.

(00:14) – The Blue Collar Tour: Western Welding Academy is taking welding on the road to high schools across the country — and ESAB is alongside them. Kris describes what happens when a kid sees a live weld for the first time.

(00:19) – Mentorship and Giving Back: Kris gets personal about why mentorship matters — and why the operator who's run that machine for 10 years knows more than any outside expert walking in the door.

(00:25) – The Wildest Problem-Solving Story: A mystery that warrantied two power supplies, stumped a team for days, and was finally cracked by a cigarette break and a string of passing cars.

Key Takeaways

The welder shortage has existed for over 30 years and has never improved — the AWS projects a shortage of 320,500 welders by 2029 in the U.S. alone; globally, the gap is in the millions.

Welding is a technology that touches everything from the Bay Bridge to smartphones to aircraft carriers — and once you start seeing welds everywhere, you can't stop.

AI is not going to replace the welder: someone still has to perform the weld, spec the process, and solve the problem on the floor — and that requires a human with hard-won skills.

The most valuable expert on any production line isn't the outside consultant — it's the operator who's been running that machine every day and knows every sound it makes.

About the Guest

Kris Scherm is the Global Product and Business Director for Light Industrial Plasma and Engine Driven Welders at ESAB, one of the world's leading manufacturers of welding and cutting equipment. With 30 years in the welding industry, Kris has worked on-site at some of the most impressive manufacturing facilities in the world — from the Bay Bridge project and SpaceX to Newport News Shipbuilding, where the U.S. Navy's aircraft carriers are built.

Kris's work takes him across the globe to help manufacturers improve productivity, reduce costs, and introduce the next generation to the craft of welding. He is an active supporter of the Blue Collar Tour and Western Welding Academy's mission to bring hands-on welding experiences to students across the country.

Keywords

welder shortage, welding career, skilled trades workforce, plasma cutting, welding jobs, workforce development, blue collar careers, trade careers, Gen Z in trades, apprenticeship, manufacturing jobs, shipbuilding, CNC plasma cutting, ESAB, Kris Scherm, American Welding Society, AWS, Western Welding Academy, Blue Collar Tour, Andrew Brown, Lost Art of the Skilled Trades, welding industry, industrial trades

RESOURCE LINKS

1. Kris Scherm on LinkedIn: https://www.linkedin.com/in/krisscherm/
2. ESAB Website: https://www.esab.com
3. American Welding Society Workforce Data: https://www.weldingworkforcedata.com
4. Western Welding Academy: https://westernweldingacademy.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.

Welder and metal artist Sarah Stork went from farm chores to SkillsUSA national champion — and built a thriving sculpture business on her own terms.

When the guys on her SkillsUSA team laughed her off on the spot, Sarah didn't sulk — she found a new event, taught herself welded sculpture from scratch, and placed second in the country on her first attempt. The year after that, she won gold. That's not beginner's luck. That's what happens when someone with the right instincts finally finds the right trade.

Sarah Stork is a Georgetown, Texas-based welder, metal artist, and owner of her own sculpture studio. She holds an associate degree in welding technology from Austin Community College and certificates in plate, pipe, and structural fabrication. She's competed at the highest levels of SkillsUSA, built a wait-listed commission business, and has become one of the most recognized welded sculpture artists in the skilled trades community.

This episode is for anyone who's ever been told they don't belong in the trades — and for anyone trying to turn a welding skill into a business. Sarah breaks down how she got started, what it really takes to build a welding career from scratch, and why the metal industry will always have a place for people willing to put in the work.

IN THIS EPISODE

(00:00) – Welcome & Sarah's Origin Story: Why a Texas farm wife enrolled in welding school in 2012 — and how a plan to build a simple fence launched a career in metal sculpture.

(05:30) – Getting Laughed Off — Then Winning Gold: How being rejected from a team fabrication event led Sarah to discover welded sculpture, compete at SkillsUSA nationals, and win first place in 2016.

(15:00) – From College Shop to Home Studio: The path from lab technician at Austin Community College to walking off a pipeline job and launching a full-time welding sculpture business in 2018.

(23:00) – Women in Welding & The Metal Sandwich: Sarah's response to being told to "go make a sandwich" — and what she built instead. Why skilled trades work isn't about gender, it's about skill.

(31:00) – Using LinkedIn and Social Media to Build a Client Base: How Sarah found her first commission clients online, why LinkedIn outperforms Instagram for serious buyers, and what posting consistently during COVID did for her welding business.

(40:00) – The Craft, the Process, and the Blue Heron: What it takes to hand-form a six-foot steel bird with hundreds of individual feathers, why the best sculptures are "the ones that are done," and the one tool that changed everything.

Key Takeaways

SkillsUSA competitions aren't just for high schoolers — college students compete too, and placing nationally can redefine your entire welding career trajectory.

You don't need a website to build a thriving welding business — Sarah runs her entire client pipeline through LinkedIn, Instagram, and TikTok under her own name.

TIG welding is one of the cleanest, highest-paid paths in the skilled trades — and states like Texas are actively investing in clean room welding training facilities right now.

Mentorship is the fastest shortcut in the trades — Sarah credits her ACC instructor Thomas Hinkle for recognizing her talent and steering her toward welded sculpture before she even knew it was an option.

About the Guest

Sarah Stork is a welder, metal sculptor, and business owner based in Georgetown, Texas. She holds an associate degree in welding technology and certificates in plate, pipe, and structural fabrication from Austin Community College. A two-time SkillsUSA competitor, she placed second at nationals in 2015 and won first place (gold) in welded sculpture in 2016. In 2018 she launched her full-time sculpture studio from her 14-acre Texas property, where she creates commissioned wildlife and abstract steel pieces for clients across the country.

Her work is known for seamlessly blending welding technique and artistic finish — some clients mistake her welded steel pieces for cast sculpture. She is active on LinkedIn, Instagram, and TikTok under her name, Sarah Stork.

Keywords

welding careers, metal sculpture, skilled trades, women in welding, welded sculpture, SkillsUSA, welding school, TIG welding, Austin Community College, welding business, six-figure trades, fabrication, welding certificate, Sarah Stork, Andrew Brown, Lost Art of the Skilled Trades, Fabtech, metal art, trades entrepreneurship, Gen Z trades careers, welding salary

RESOURCE LINKS

Sarah Stork on LinkedIn: https://www.linkedin.com/in/sarah-stork-a8435a127/

Sarah Stork on Instagram: https://www.instagram.com/sarah_stork_/

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.

HVAC systems are changing. The margin for error is shrinking.

Host Andrew Brown sits down with Jay Henderek, Sales Director at ESAB, to examine why process discipline in the Skilled Trades matters more today than it did even a decade ago. As HVAC industry trends push systems to become smaller, more complex, and increasingly influenced by A2L refrigerant legislation, shortcuts that once caused minor issues can now create serious safety risks.

Jay explains why nitrogen purging for brazing is no longer a “best practice” but a baseline requirement. What some technicians still treat as optional directly impacts contamination control, joint integrity, and long-term system performance. Under modern refrigerant standards, HVAC technician safety is tied to every step of preparation and execution.

The conversation also explores contractor tool buying research and why disciplined professionals evaluate tools with the same care they apply to installation. In today’s environment, preparation separates respected contractors from reactive ones.

From HVAC to Plumbing, Electrical, and the broader Construction trades, this episode reinforces a clear reality: as systems evolve, standards must rise with them.

(00:00) – Why Skipping Steps Carries Greater Risk Today: How modern HVAC industry trends increase system complexity and raise the stakes for HVAC technician safety.

(02:45) – Nitrogen Purging for Brazing: Protecting Joint Integrity - Why nitrogen purging for brazing prevents contamination and failure in sealed systems.

(04:40) – A2L Refrigerant Legislation and Flammability Considerations: How A2L refrigerant legislation shifts risk profiles and demands tighter execution standards.

(08:25) – Contractor Tool Buying Research: Discipline Before the Purchase: Why professional contractors evaluate tools deliberately instead of chasing features or price alone.

(12:05) – Long-Term Strength vs. Quick Fixes: Why proper brazing preparation outperforms temporary patches in durability and safety.

(16:45) – Reinforcing Standards Across the Skilled Trades: How manufacturers, educators, and contractors share responsibility in raising industry standards.

1. Modern HVAC systems demand greater discipline because tighter tolerances and evolving refrigerant standards reduce the margin for error.
2. Nitrogen purging for brazing protects system integrity by preventing oxidation and contamination inside sealed lines.
3. A2L refrigerant legislation increases flammability considerations, making preparation and procedural adherence essential for HVAC technician safety.
4. Contractor tool buying research reflects professionalism. The best contractors approach purchases with evaluation, peer insight, and long-term thinking.
5. In the Skilled Trades, standards do not stay static. As technology evolves, responsibility must evolve with it.

Jay Henderek is Sales Director at ESAB, a global manufacturer of welding, brazing, and cutting technologies. Through brands such as TurboTorch, ESAB supports HVAC technicians, plumbers, electricians, millwrights, and contractors working in demanding field conditions.

Jay focuses on advancing HVAC technician safety, reinforcing nitrogen purging for brazing standards, and helping contractors navigate HVAC industry trends and A2L refrigerant legislation through disciplined processes and education.

HVAC Industry Trends, Nitrogen Purging for Brazing, A2L Refrigerant Legislation, HVAC Technician Safety, Contractor Tool Buying Research, Skilled Trades, Trades Industry, HVAC, Plumbing, Electrical, Construction, Contractors, Craftsmanship, Andrew Brown, Jay Henderek, ESAB, Skilled Trades Advisory Council

LinkedIn: https://www.linkedin.com/in/jay-henderek/

ESAB Website: https://esab.com/us/nam_en/

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Every contribution helps us continue bringing experience-backed insights from the trades—focused on safety, standards, and long-term performance.

Brazing best practices, nitrogen purge brazing, and air fuel vs oxy fuel system decisions all reveal the same principle: the best tradesmen never cut corners.

Host Andrew Brown sits down with John Henderson, Sales Director of Gas Equipment at ESAB, live from AHR Expo to examine why disciplined fundamentals—not speed—separate respected contractors from those constantly fixing preventable mistakes.

John explains why nitrogen purge brazing is often skipped on job sites and why experienced tradesmen refuse to treat it as optional. What may look like a small time-saver can introduce internal oxidation, long-term system damage, and costly callbacks. The conversation also explores how choosing between an air fuel vs oxy fuel system requires understanding heat demands, portability, and application—not default habits.

Beyond equipment and technique, Andrew and John discuss how skilled trades training and mentorship instill the discipline that defines craftsmanship. From HVAC technicians to plumbers, electricians, and construction professionals, this episode reinforces a simple truth: reputation is built on standards upheld when no one is watching.

(00:00) – Why the Best Tradesmen Refuse to Cut Corners

(02:18) – Job Site Shortcuts: Where Contractors Sacrifice Time or Standards

(07:47) – Air Fuel vs Oxy Fuel System: Choosing Tools That Match the Work

(09:05) – Nitrogen Purge Brazing: Why Fundamentals Protect System Integrity

(11:08) – Skilled Trades Training and Mentorship: How Standards Are Passed Down

(15:13) – Tool Durability and Maintenance: Real-World Demands vs Demo Conditions

The best tradesmen protect their reputation by upholding fundamentals, even when shortcuts seem faster.

Nitrogen purge brazing prevents internal oxidation and protects long-term system performance.

Tool selection—including air fuel vs oxy fuel systems—should be based on job requirements, not convenience.

Short-term speed often creates long-term rework, callbacks, and lost trust.

Skilled trades training and mentorship reinforce the standards that define true craftsmanship.

John Henderson is Sales Director of Gas Equipment at ESAB and a 40-year veteran of the Trades Industry. He works closely with contractors across HVAC, plumbing, and construction sectors, focusing on safety, performance, and tool durability under real-world job site conditions.

John is committed to strengthening skilled trades training and mentorship rooted in fundamentals. His work centers on helping contractors build durable reputations through disciplined technique and sound equipment decisions.

Brazing Best Practices, Nitrogen Purge Brazing, Air Fuel vs Oxy Fuel System, Skilled Trades Training and Mentorship, Contractor Tool Durability and Maintenance, Skilled Trades, Trades Industry, Construction, HVAC, Electricians, Plumbers, Millwrights, Carpentry, Tradespeople, Trades Careers, Andrew Brown, John Henderson, ESAB, Skilled Trades Advisory Council, Craftsmanship, Contractor Efficiency, Standards, Mentorship, Problem-Solving, Industry Experts

LinkedIn Profile: https://www.linkedin.com/in/john-henderson-12943611/

ESAB Website: https://esab.com/us/nam_en/

If you’re getting value from these conversations and want to help keep the mics on, consider supporting the show here → https://andrewbrowntrades.kit.com/products/toolbox

Every contribution helps us continue bringing experience-backed insights from the trades—focused on standards, discipline, and real-world performance.

Skilled trades careers offer another path. Tony Bertolino explains plumbing apprenticeships, on-the-job training, and why apprenticeships aren’t “less than” college.

Host Andrew Brown sits down with fourth-generation plumber, contractor, apprenticeship instructor, and business owner Tony Bertolino to break down how trades careers actually develop, from plumbing apprenticeship programs and on-the-job training to the shift from technician to owner.

Recorded during live apprenticeship competitions, Tony shares what sets top apprentices apart: mindset, self-discipline, and pride in doing the work well. The conversation explores why classroom learning has limits, how hands-on repetition builds real mastery, and why trades education works best when theory and field experience reinforce each other.

Tony also addresses common misconceptions about plumbing, explaining its role in public health and why the work is often undervalued precisely because it’s done so well. For those considering entrepreneurship, he offers a reality check on ownership—covering responsibility, risk, mentorship, and the importance of community.

Whether you’re exploring an apprenticeship, alternative education, or ownership in the trades, this episode offers grounded perspective from someone who’s lived every stage.

(00:01) – Skilled Trades Careers Today: Pride in the work and why demand keeps rising

(05:12) – Plumbing Apprenticeship Programs: What textbooks teach—and what they can’t

(11:40) – On-the-Job Training in the Trades: Why hands-on repetition builds mastery

(18:55) – Trades Entrepreneurship: Why ownership isn’t “overnight success”

(26:30) – Mentorship, PHCC, and community: Why business owners shouldn’t operate alone

(34:10) – Alternative Education Pathways: Why apprenticeships aren’t better or worse than college—just different

1. Skilled trades careers are built through pride, responsibility, and consistent effort—not shortcuts.
2. Plumbing apprenticeship programs work best when classroom theory is paired with real on-the-job training.
3. Hands-on repetition and tool confidence are difficult to teach without field experience.
4. Plumbing protects public health through safe water and sanitation, even though the work is often invisible.
5. Trades entrepreneurship brings freedom, but also nonstop responsibility and financial complexity.
6. Mentorship and professional community reduce isolation and help owners make better decisions under pressure.
7. Failure is part of learning in the trades, and progress depends on how people respond to mistakes.

Tony Bertolino is a fourth-generation plumber, contractor, apprenticeship instructor, and co-owner of Bertolino Plumbing and Heating. He also serves as a national VP within the Plumbing-Heating-Cooling Contractors Association (PHCC), where he supports workforce development, mentorship, and modern apprenticeship education.

Tony focuses on strengthening the trades through real-world training, honest conversations about ownership, and long-term investment in people.

Skilled Trades Careers, Plumbing Apprenticeship Programs, On-the-Job Training Trades, Trades Entrepreneurship, Alternative Education Pathways, PHCC, Plumbing-Heating-Cooling Contractors Association, Plumbing Contractor, Apprenticeship Instructor, Workforce Development, Mentorship, Trades Industry, Trades Careers, Tradespeople, Contractors, Plumbing, HVAC, Electricians, Construction, Craftsmanship, Problem-Solving, Andrew Brown, Tony Bertolino, Toolfetch

LinkedIn Profile: https://www.linkedin.com/in/tony-bertolino-795456367/

Website: https://bertolinoinc.com/

Plumbing-Heating-Cooling Contractors Association: https://www.phccweb.org/

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https://andrewbrowntrades.kit.com/products/toolbox

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Before skill, before technology, trades careers are built on responsibility and showing up.

Andrew Brown and Dan Callies, President of Oak Creek Plumbing, break down what actually sustains blue-collar careers: character, mentorship, and earned respect.

Andrew and Dan explore how plumbing apprenticeships develop more than technical skill, why hire for character, train for skill remains a durable leadership principle, and what it really takes to grow from apprentice to journeyman to business owner. Drawing from decades in the field and in leadership, Dan explains how accountability, attitude, and consistency shape long-term success in the trades.

The conversation also examines the AI impact on skilled trades, not as a threat to craftsmanship, but as a tool to support efficiency, diagnostics, training, and operations. Dan shares how Oak Creek Plumbing uses technology to digitize routine processes while preserving the human judgment required for hands-on problem-solving.

Whether you’re considering skilled trades careers, currently in a plumbing apprenticeship, leading blue collar teams, or trying to understand how AI fits into construction and contracting, this episode delivers experience-backed insight from someone who has built both people and businesses in the trades.

(00:00) – Skilled Trades Careers Today: Why the trades remain the backbone of the economy

(06:10) – Hire for Character, Train for Skill: What leaders actually look for on job sites

(14:45) – Plumbing Apprenticeships Explained: Earning while learning and building mastery

(24:30) – The AI Impact on Skilled Trades: Digitize what you can, humanize what you must

(35:50) – Blue Collar Careers vs College Debt: Time, patience, and long-term payoff

(49:20) – Advice for Young People Entering Skilled Trades Careers Today

1. Skilled trades careers are built through consistency, responsibility, and showing up, before skill ever takes over.
2. A plumbing apprenticeship develops technical ability, discipline, and leadership over time.
3. Hiring for character and training for skill creates stronger tradespeople and healthier companies.
4. The AI impact on skilled trades improves efficiency and training but cannot replace hands-on judgment or craftsmanship.

Dan Callies is the President of Oak Creek Plumbing and a second-generation plumber with decades of experience in the field and in leadership. He has worked through every stage of the trade, from apprenticeship to ownership, and remains deeply involved in mentorship, workforce development, and industry advocacy.

Dan is a strong proponent of apprenticeship training, union education, and responsible technology adoption. He believes the future of blue collar work depends on character, accountability, and leaders willing to invest in people over time.

Skilled Trades Careers, Plumbing Apprenticeship, Hire for Character Train for Skill, Blue Collar Leadership, AI Impact on Skilled Trades, Skilled Trades, Trades Industry, Trades Careers, Tradespeople, Contractors, Construction, Craftsmanship, Problem-solving, Plumbers, Electricians, HVAC, Carpentry, Millwrights, Andrew Brown, Dan Callies, Oak Creek Plumbing, Toolfetch, Skilled Trades Advisory Council

Linkedin: https://www.linkedin.com/in/daniel-callies-6a641613/

Website: https://www.oakcreekplumbing.com/

If you’re getting value from these episodes and want to help keep the mics on, consider tipping the show here → https://andrewbrowntrades.kit.com/products/toolbox

Every dollar helps us keep bringing unfiltered insights from the trades, straight to your ears.

Welding careers, welding apprenticeship programs, and the welding skills gap—Arc Junkies host Jason Becker breaks down what today’s welders need to know.

Host Andrew Brown sits down with Jason Becker, Marine veteran, longtime welder, educator, and host of the Arc Junkies podcast, to explore the real-world journey from hands-on welding work to industry-wide storytelling and advocacy.

This episode unpacks how years of hands-on welding experience shaped Jason’s voice as an industry advocate and podcast host—learning welding through repetition, hard work, and decades in the trade and how he went on to hosting his own podcast where he’s spent 450+ episodes amplifying honest conversations about welding careers, workforce development, and the growing welding skills gap.

Together, Andrew and Jason break down what today’s welders need to know about welding apprenticeship programs, trade school for welding, mentorship, pay progression, and why the trades struggle to attract and retain the next generation. The conversation also highlights how platforms like the Arc Junkies podcast help reshape how young people view welding and the broader Skilled Trades.

Whether you’re considering a career in welding, already working under the hood, or interested in how storytelling can influence the Trades Industry, this episode delivers grounded, experience-backed insight.

1. (00:01) – From Under the Hood: Jason Becker’s welding origin story
2. (07:45) – Military welding, ironwork, and decades in the field
3. (16:10) – To the Mic: Taking over the Arc Junkies podcast
4. (27:30) – Welding Apprenticeship Programs vs Trade School for Welding
5. (40:50) – The Welding Skills Gap: pay, perception, and mentorship failures
6. (55:40) – Why storytelling matters for the future of welding careers

1. Welding careers are built through time under the hood—real skill takes repetition, patience, and mentorship.
2. Welding apprenticeship programs and trade school for welding both play critical roles, depending on career goals and access.
3. The welding skills gap is driven as much by culture, pay stagnation, and weak mentorship as by labor shortages.
4. Moving from the shop floor to platforms like the Arc Junkies podcast shows how tradespeople can lead industry advocacy and education.

Jason Becker is a Marine veteran, professional welder, educator, and host of the Arc Junkies podcast. With decades of experience in welding, construction, and workforce training, Jason has become a trusted voice in conversations around welding careers, skills development, and the future of the Skilled Trades. His work bridges hands-on craftsmanship with industry-wide storytelling and advocacy.

Welding Careers, Welding Apprenticeship Programs, Welding Skills Gap, Trade School for Welding, Arc Junkies Podcast, Skilled Trades, Trades Industry, Trades Careers, Tradespeople, Contractors, Industry Experts, Skilled Trades Advisory Council, Construction, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Jason Becker, Andrew Brown, Arc Junkies, Toolfetch, Craftsmanship, Problem-solving, Creativity, Education, Advocacy

LinkedIn Profile: linkedin.com/in/jason-becker-45407b72

Arc Junkies Podcast: https://arcjunkies.com/

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Every dollar helps us keep bringing unfiltered insights from the trades, straight to your ears.

The first thing a superintendent said to Valerie Butler on a jobsite was: ‘You’re not who we want out here.’”

Host Andrew Brown sits down with Valerie Butler, a plumbing apprentice at P.I.P.E. Incorporated, to explore how to build a successful plumbing career path in today’s skilled trades industry. Valerie shares her journey from the Marine Corps to a hands-on plumbing apprenticeship, offering real insight into military to trades career transitions, job site realities, and the value of skilled trades mentorship.

This episode takes an honest look at what it’s like being one of the first women in a company’s apprenticeship program, how plumbers actually get started without industry connections, and why the trades offer long-term opportunity without college debt. If you’re exploring women in the skilled trades, considering a plumbing apprenticeship, or looking for a proven plumbing career path, this conversation delivers practical guidance from someone living it.

1. (00:01) – From Military to Trades Career: How Valerie transitioned from the Marine Corps into a plumbing apprenticeship
2. (07:58) – Plumbing Apprenticeship 101: How to get hired, what first-year plumbers actually do
3. (15:40) – Women in the Skilled Trades: Navigating job sites, skepticism, and earning respect
4. (26:22) – Skilled Trades Mentorship: Why the right foreman changes everything
5. (35:55) – Plumbing Career Path & Pay Progression: Apprentice wages vs journeyman income
6. (47:30) – Advice for Gen Z & Career Changers: How to test trades careers without long-term risk

1. A plumbing apprenticeship provides paid education and long-term career security without student loan debt.
2. Women in the skilled trades are reshaping construction culture through planning, leadership, and problem-solving.
3. Military to trades career transitions offer a strong advantage, especially in discipline, confidence, and adaptability.
4. Skilled trades mentorship accelerates learning, builds confidence, and shortens the path to mastery.

Valerie Butler is a plumbing apprentice at P.I.P.E. Incorporated and a passionate advocate for women in the skilled trades. After leaving the Marine Corps due to injury, Valerie pursued a plumbing apprenticeship, proving that a military to trades career can lead to stability, growth, and fulfillment.

As one of the first women apprentices in her company, Valerie actively supports skilled trades mentorship, participates in career fairs, and uses LinkedIn to help more women explore sustainable plumbing career paths in the trades industry.

Women in the Skilled Trades, Plumbing Apprenticeship, Military to Trades Career, Skilled Trades Mentorship, Plumbing Career Path, Skilled Trades, Trades Industry, Andrew Brown, Valerie Butler, P.I.P.E. Incorporated, Toolfetch, Plumbers, Electricians, HVAC, Carpentry, Millwrights, Construction, Trades Careers, Tradespeople, Craftsmanship, Problem-solving, Creativity, Advocacy, Contractors, Industry Experts, Education, Skilled Trades Advisory Council

Website: https://pipeinc.net/

If you’re getting value from these episodes and want to help keep the mics on, consider tipping the show here → https://andrewbrowntrades.kit.com/products/toolbox

Every dollar helps us keep bringing unfiltered insights from the trades, straight to your ears.

Aircraft maintenance is the backbone of aviation safety. Andrew Brown and Jason Pfaff break down the aircraft maintenance technician shortage, FAA A&P certification, and aviation careers.

Host Andrew Brown sits down with Jason Pfaff, CEO of the Aviation Institute of Maintenance, to explore the unseen world of aircraft maintenance and why the growing aircraft maintenance technician shortage is becoming a serious issue across the aviation industry.

They unpack what goes into keeping planes airworthy, why FAA A&P certification is one of the most rigorous credentials in the skilled trades, and how aviation maintenance school serves Gen Z, career changers, and hands-on problem solvers alike. The conversation also maps the long-term aviation mechanic career path, including pay progression, mobility, and opportunities beyond commercial airlines.

This episode is essential listening for anyone curious about Skilled Trades, the Trades Industry, or high-impact careers built on craftsmanship, precision, and responsibility.

1. (00:00) – Aircraft Maintenance Explained: What the public doesn’t see behind every flight
2. (01:27) – The Aircraft Maintenance Technician Shortage: Why aviation is facing a workforce gap
3. (08:17) – FAA A&P Certification: Why aviation mechanics are held to a higher standard
4. (13:40) – Aviation Maintenance School: Program length, structure, and return on investment
5. (18:56) – Career Placement & Mobility: Airlines, MROs, space, and advanced aerospace roles
6. (26:05) – The Aviation Mechanic Career Path: Earnings, leadership tracks, and long-term growth

1. Aircraft maintenance is a highly coordinated, safety-critical system that most passengers never notice—until something goes wrong.
2. The aircraft maintenance technician shortage is structural, driven by retirements, reduced trade pipelines, and rising travel demand.
3. FAA A&P certification provides standardized credibility, portability, and strong employer demand across aviation and aerospace.
4. An aviation maintenance school pathway offers a high-ROI skilled trade with a scalable aviation mechanic career path.

Jason Pfaff is the CEO of the Aviation Institute of Maintenance, one of the nation’s largest aviation training organizations. He leads initiatives focused on workforce development, FAA-aligned education, and career placement across commercial aviation, MROs, and aerospace employers. Jason is a vocal advocate for Trades Careers, education access, and strengthening the skilled trades pipeline nationwide.

Aircraft Maintenance, Aircraft Maintenance Technician Shortage, FAA A&P Certification, Aviation Maintenance School, Aviation Mechanic Career Path, Skilled Trades, Trades Industry, Trades Careers, Tradespeople, Craftsmanship, Problem-solving, Creativity, Advocacy, Education, Skilled Trades Advisory Council, Andrew Brown, Jason Pfaff, Aviation Institute of Maintenance, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Contractors, Industry Experts

Linkedin: https://www.linkedin.com/in/jason-pfaff-210a3578/

Website: https://aviationmaintenance.edu/

If you’re getting value from these episodes and want to help keep the mics on, consider tipping the show here → https://andrewbrowntrades.kit.com/products/toolbox

Every dollar helps us keep bringing unfiltered insights from the trades, straight to your ears.

Host Andrew Brown tackles the growing welding workforce shortage and explains why it’s one of the most urgent challenges facing the construction and skilled trades industries today. As experienced tradespeople retire and fewer young workers enter the pipeline, the future of welding jobs in the U.S. hangs in the balance.

Andrew breaks down how to get into the welding trade, why traditional advice is failing Gen Z, and what’s missing from today’s education system. He explores skilled trades careers for Gen Z, highlighting how craftsmanship, problem-solving, and creativity are being overlooked in favor of outdated college-only narratives.

The episode also compares welder apprenticeship vs trade school, showing contractors, parents, and young workers how to evaluate real career pathways not marketing promises. Along the way, Andrew ties welding to the broader ecosystem of carpentry, HVAC, electricians, plumbers, millwrights, and the entire trades industry, calling for stronger advocacy and leadership from industry experts, contractors, and organizations like the Skilled Trades Advisory Council.

1. (00:00) Why This Episode Matters: The Welding Workforce Shortage & AWS Summit Context
2. (02:19) 9/11, the Trades, and Why This Mission Became Personal
3. (05:13) From IT to Trades Advocacy: Building Toolfetch and Telling Trade Stories
4. (07:28) Why Gen Z Isn’t Entering the Trades: Shop Class, Guidance Counselors, and Perception
5. (09:47) Trade School vs Reality: Barriers to Entry and Early-Career Frustration
6. (11:49) How to Get Into the Welding Trade: Standing Out, Follow-Up, and Personal Branding
7. (14:17) The Future of Welding Jobs in the U.S. and Why AI Won’t Replace the Trades
8. (16:44) Final Advice: Earning Your Stripes, Staying Patient, and Building a Career

1. The welding workforce shortage is a long-term structural problem driven by retirements, broken education pipelines, and poor messaging.
2. The future of welding jobs in the U.S. remains strong, stable, and essential to construction, infrastructure, and manufacturing.
3. Choosing between welder apprenticeship vs trade school depends on mentorship, employer commitment, and real job placement—not tuition price alone.
4. Skilled trades careers for Gen Z must be reframed around purpose, creativity, problem-solving, and long-term opportunity.

KEYWORDS:

Welding workforce shortage, How to get into the welding trade, Skilled trades careers for Gen Z, Welder apprenticeship vs trade school, Future of welding jobs in the U.S., Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Craftsmanship, Problem-solving, Creativity, Tradespeople, Advocacy, Trades Careers, Industry Experts, Contractors, Education, Skilled Trades Advisory Council

ABOUT THE HOST

Andrew Brown is the host of The Lost Art of the Skilled Trades podcast and the founder of Trades Media. He works with industry leaders, educators, and employers to close the skilled trades workforce gap by telling real, on-the-job stories that resonate with the next generation. Andrew focuses full-time on elevating trades careers through podcasting, keynote speaking, and live event activations across North America.

If you’re getting value from these episodes and want to help keep the mics on, consider tipping the show here → https://andrewbrowntrades.kit.com/products/toolbox

Every dollar helps us keep bringing unfiltered insights from the trades, straight to your ears.

Want to start a plumbing career? Charles Goede joins host Andrew Brown to break down trade school training, union apprenticeships, and the SkillsUSA competition.

Host Andrew Brown sits down with Charles Goede , the U.S. competitor for WorldSkills Plumbing & Heating 2026, to explore how a young tradesperson rises through trade school training, excels in the SkillsUSA competition, and builds a long-term plumbing career.

Charles opens up about mentors who shaped him, the reality of union apprenticeships, what it’s like to compete on a world stage, and how the skilled trades create life-changing opportunities—from travel to high-earning work to lifelong craftsmanship.

Whether you’re curious about entering the trades industry, pursuing plumbing, or navigating union vs. non-union opportunities, this episode delivers raw, real-world insight from someone who’s lived it.

1. (00:01) – Starting a Plumbing Career Through Trade School Training. How Charles discovered trade school training, joined SkillsUSA, and realized the skilled trades were the right path.
2. (05:22) – SkillsUSA Competition: Pressure, Performance & Personal Growth. Charles explains competing at the SkillsUSA competition, winning Connecticut, and placing second in the nation—plus the nerves of performing in front of thousands.

1. (12:18) – Family Influence, Mentorship & Finding the Right Trade. Why he chose a plumbing career over welding or electrical, and how mentors, teachers, and his cousin guided him through early decision-making.

1. (18:40) – Big Mechanical Systems & Daily Problem-Solving in the Skilled Trades. A look at boilers, chillers, steam systems, blueprints, and why problem-solving is the heart of craftsmanship in the skilled trades.

1. (24:50) – Union Apprenticeships: Pay, Benefits & How to Get In. Charles breaks down why he recommends union apprenticeships, how competitive they are, and how persistence helps apprentices get accepted.

1. (32:15) – Preparing for WorldSkills 2026: Metric Systems, Training & Mental Toughness. Inside the intense world of WorldSkills: simulations, training on European plumbing systems, mental discipline, and representing the U.S. next year.

1. Trade school training opens real pathways into high-earning, meaningful careers in the skilled trades.
2. Union apprenticeships offer unmatched pay, training, and benefits, but require persistence and commitment.
3. The SkillsUSA competition builds confidence, problem-solving skills, and exposure to elite craftsmanship.
4. A successful plumbing career combines hands-on learning, mentorship, field experience, and adaptability—especially on major construction projects.

Charles Goede is a rising leader in America’s skilled trades and the official U.S. competitor for WorldSkills Plumbing & Heating 2026. After launching his plumbing career through trade school training, Charles excelled in the SkillsUSA competition, winning Connecticut and placing second nationally.

A proud member of his union, he advocates strongly for union apprenticeships, hands-on education, and real-world mentorship while training full-time to compete on the world stage.

Skilled Trades, Plumbing Career, Union Apprenticeships, SkillsUSA Competition, Trade School Training, Trades Industry, Andrew Brown, Charles Goede, HVAC, Electricians, Plumbers, Carpentry, Millwrights, Construction, Craftsmanship, Problem-Solving, Creativity, Tradespeople, Advocacy, Trades Careers, Contractors, Industry Experts, Skilled Trades Advisory Council

SkillsUSA: https://www.skillsusa.org/

WorldSkills: https://worldskillsusa.org/

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Career change at 40? Learn how skilled trades careers, plumbing apprenticeships, and the Trade Up Program help adults start working with your hands.

Host Andrew Brown sits down with Lixil America’s Senior National Sales Trainer Vinny Arnese to unpack what it really looks like to make a career change at 40, begin a plumbing apprenticeship, join the Skilled Trades, or shift into a hands-on career through the Trade Up Program.

They break down the rising demand for skilled trades careers, why so many people over 40 are ditching white-collar stress for working with your hands, and how Lixil’s national initiatives support contractors, educators, and the next generation through real advocacy.

Whether you're exploring a career change at 40, researching skilled trades careers, or considering a plumbing apprenticeship, this episode delivers grounded advice, personal stories, and real industry insight you won’t hear anywhere else.

● (00:00) – Why Skilled Trades Careers Are Exploding: Demand, wages, and why more people make a career change at 40.

● (04:52) – Is It Too Late at 40? Real stories of adults shifting careers and finally enjoying working with your hands.

● (10:41) – Inside the Trade Up Program: How Lixil America is reshaping pathways into skilled trades careers through advocacy & education.

● (18:22) – What a Plumbing Apprenticeship Really Looks Like: Earn-while-you-learn, tuition support, and contractor pathways.

● (25:55) – Gen Z, School Counselors & Trades Education: Why the industry needs more structured messaging and exposure.

● (32:14) – Purpose & Fulfillment Through Hands-On Work: Problem-solving, craftsmanship, and why working with your hands transforms lives.

● A career change at 40 is not only realistic—it’s becoming one of the fastest-growing entry points into skilled trades careers.

● A plumbing apprenticeship gives you paid training, fast advancement, and long-term job security without student debt.

● Lixil America’s Trade Up Program is helping adults and students find real pathways into the trades through advocacy and hands-on exposure.

● Working with your hands offers creativity, purpose, problem-solving, and financial stability in a way many white-collar roles no longer provide.

Vinny Arnese is the Senior National Sales Trainer for Lixil America, representing American Standard, GROHE, and DXV. He leads Lixil’s nationwide Trade Up Program, an initiative designed to close the talent gap by guiding students, adults, contractors, and educators toward skilled trades careers—including mechanical, plumbing, HVAC, electricians, millwrights, and construction.

A passionate advocate for the Skilled Trades, Vinny works closely with educators, unions, contractors, and industry experts. His mission is to help anyone—from high school students to those making a career change at 40—discover the stability and fulfillment of working with your hands through training, mentorship, and access to proper education pathways like a plumbing apprenticeship.

Career Change at 40, Skilled Trades Careers, Plumbing Apprenticeship, Trade Up Program, Working With Your Hands, Skilled Trades, Trades Industry, Andrew Brown, Vinny Arnese, Lixil, Lixil America, Toolfetch, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Craftsmanship, Problem-Solving, Creativity, Tradespeople, Advocacy, Trades Careers, Contractors, Industry Experts, Education, Skilled Trades Advisory Council

Linkedin Profile: https://www.linkedin.com/in/vinny-arnese-7a71006b/

Lixil Website: https://www.lixil.com/

If you’re getting value from these episodes and want to help keep the mics on, consider tipping the show here → https://andrewbrowntrades.kit.com/products/toolbox

Every dollar helps us keep bringing unfiltered insights from the trades, straight to your ears.

Union-backed skilled trades careers create long-term opportunity. Tom Bigley joins host Andrew Brown to break down trade school options, union benefits, and how to launch a successful path in the trades industry.

Host Andrew Brown sits down with Tom Bigley, Director of Plumbing Services for the United Association, to explore how today’s skilled trades careers really work—covering everything from plumbing union entry requirements to why modern apprenticeships and trade school pipelines offer unmatched union benefits and long-term security.

Tom shares 40+ years of insights on recruitment, opportunities for women, career advancement, pension programs, and how the next generation can thrive across plumbing, welding, HVAC, carpentry, and other trades.

Whether you’re a student, a parent, or someone considering a mid-life pivot into the skilled trades, this episode provides clear, real-world guidance from one of the most respected leaders in the trades industry.

00:01 – Skilled Trades Benefits & Union Advantages: How pensions, healthcare, and union benefits make trades careers uniquely stable.

04:18 – Plumbing Union Career Paths: Tom explains the United Association, leadership roles, and how the plumbing union builds future tradespeople.

11:02 – What Makes Great Apprentices?: Communication, work ethic, and the essential soft skills behind successful apprenticeships.

17:45 – Trade School & Technology Evolution: How modern trade school programs and training centers raise the bar for today’s skilled workers.

25:30 – Recruiting Gen Z & Educating Parents: Why awareness of skilled trades benefits must start at home.

34:40 – How to Join the Union: Step-By-Step: Application tips, timelines, requirements, and how anyone can begin a skilled trades career.

• Apprenticeships in the plumbing union provide unmatched union benefits, from paid training to pensions and healthcare—making them one of the strongest entry points into the skilled trades.
• Trade school and apprenticeships create a debt-free, high-income pathway, often outperforming traditional college outcomes.
• The plumbing union develops more than just craft skills—it produces leaders, project managers, and industry innovators.
• Skilled trades careers offer stability, upward mobility, and real purpose, especially as labor shortages increase opportunities nationwide.

Tom Bigley is the Director of Plumbing Services for the United Association, representing nearly 400,000 tradespeople across plumbing, HVAC, welding, sprinkler fitting, and pipeline work in the U.S. and Canada. With over 44 years in the skilled trades, Tom has served as a business manager, international leader, and Chairman of the World Plumbing Council. He is a lifelong advocate for apprenticeships, trade school pathways, strong union benefits, and building the future of the skilled trades workforce.

Skilled Trades, skilled trades careers, Plumbing Union, plumbing union benefits, Apprenticeships, apprenticeship programs, Trade School Training, union benefits, Trades Industry, Trades Careers, Tradespeople, Craftsmanship, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Problem-solving, Creativity, Andrew Brown, Tom Bigley, Toolfetch, Plumbing Services of United Association, Industry Experts, Contractors, Skilled Trades Advisory Council, Education, Workforce Development, Labor Shortage Solutions, Union vs Non-Union

• Website: https://ua.org/plumbers/
• PHCC website: https//phccweb.org
• PHCC membership web page: https//phccweb.org/membership

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Behind every home built and tool lifted, the Home Depot Foundation is powering skilled trades careers through its Path to Pro trade programs. Courtney Jenkins from the Home Depot Foundation joins host Andrew Brown to discuss how to start a career in the trades, and what’s next for the trades industry.

Host Andrew Brown welcomes Courtney Jenkins, Manager of National Programs and Strategic Partnerships at the Home Depot Foundation, for a deep dive into the future of skilled trades careers. Discover how trade programs, Path to Pro, and national partnerships are training thousands for construction jobs, HVAC, carpentry, plumbing, and electrical careers.

Whether you’re exploring education in the trades, a contractor seeking new talent, or someone curious about craftsmanship and problem-solving, this episode shows how advocacy, access, and mentorship are closing the skilled labor gap.

(00:00) – Skilled Trades as Option A: Why trades careers deserve to be the first choice, not a fallback.

(06:45) – Home Depot Foundation’s $50M Commitment: How investment fuels trade programs nationwide.

(13:10) – Path to Pro Platform: Training, mentorship, and scholarships for construction jobs and trades careers.

(22:30) – Fixing the Labor Shortage: How the trades industry is rebuilding America’s workforce.

(33:50) – Real-Life Impact Stories: From high school programs to veterans finding their calling.

(46:15) – Get Involved: How to join Path to Pro, volunteer, or start your own skilled trades initiative.

• The Skilled Trades = Essential Careers: The trades industry fuels America’s economy with construction jobs, HVAC, electricians, carpenters, and plumbers who create lasting impact.
• $50M in Action: Home Depot Foundation’s Impact: Through national trade programs like Path to Pro, the Home Depot Foundation has trained 60,000+ participants and introduced 490,000 people to skilled trades opportunities.
• Education + Advocacy Build the Pipeline: The next generation of tradespeople needs strong mentors, inclusive education, and a culture that celebrates craftsmanship and problem-solving.
• Path to Pro = Path to Success: With free training, scholarships, and job connections, Path to Pro makes starting in the skilled trades accessible, debt-free, and rewarding.

Courtney Jenkins serves as Manager of National Programs and Strategic Partnerships at the Home Depot Foundation, leading initiatives that expand access to trade programs, strengthen the trades industry, and help close the construction jobs gap. Through Path to Pro, she advocates for education, diversity, and long-term career growth in the skilled trades.

Skilled Trades, Construction Jobs, Home Depot Foundation, Trade Programs, Path to Pro, Trades Industry, Andrew Brown, Courtney Jenkins, Toolfetch, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Contractors, Craftsmanship, Problem-solving, Creativity, Tradespeople, Advocacy, Trades Careers, Industry Experts, Education, Skilled Trades Advisory Council

Home Depot's Path to Pro Website: https://pathtopro.com

LinkedIn Profile: https://www.linkedin.com/in/courtneyjenkins90/

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Electrician apprenticeship, union vs non-union electricians, and the career change to trades — a story for anyone wondering if it’s too late to start over.

Host Andrew Brown sits down with Brandon McKane, a former Trader Joe’s manager who walked away from corporate life at 36 to begin an electrician apprenticeship and rebuild his life in the skilled trades industry.

With over 80,000 electricians needed every year through 2030, Brandon’s journey offers a real-world look at why so many people are leaving their desks behind for hands-on work — and how a career change to trades can bring purpose, stability, and pride.

They talk about the emotional and financial leap of starting over, the reality of apprentice pay, what it’s like to explain the shift to your family, and how the right mentors can change everything. Brandon also shares the unfiltered truth about the union vs non-union electrician experience, and what it takes to go from shop helper to journeyman.

IN THIS EPISODE:

• 00:00 – The electrician shortage: why 80,000 are needed every year
• 02:35 – Meet Brandon McKane: from Trader Joe’s to trades
• 07:10 – The pay cut, the leap, and family conversations
• 12:42 – Apprenticeship reality: pay, training, and safety
• 19:18 – Union vs non-union: pros, cons, and real numbers
• 25:36 – Mentorship and learning from journeymen
• 32:10 – Social media’s impact on the new generation of tradespeople
• 38:20 – Why it’s never too late to start over
• 44:55 – The future of electrification and opportunity

KEY TAKEAWAYS:

1. Why America needs 80,000 electricians a year — and where that demand is coming from
2. How Brandon left a 15-year corporate career to start over at 36
3. The truth about apprentice pay vs. long-term earnings
4. Union vs non-union electricians: what he learned on both sides
5. How tradespeople often earn more than many white-collar careers
6. The mindset shift: finding purpose, progress, and pride in hands-on work
7. Why mentorship and the right foreman can change your life
8. How the trades can become more welcoming to everyone
9. Why it’s never too late for a career change to trades

ABOUT THE GUEST:

Brandon McKane is a non-union apprentice electrician at Sunlight & Power (Berkeley, CA). After 15+ years in retail management, he made a career change to trades, attends night classes, and works on prevailing-wage solar projects. He’s passionate about safety, mentorship, craftsmanship, and helping others navigate how to become an electrician through the electrician apprenticeship route—union or non-union.

KEYWORDS:

electrician apprenticeship, skilled trades careers, electrician shortage 2030, union vs non-union electricians, career change to trades, Skilled Trades, Trades Industry, Andrew Brown, Brandon McKane, Toolfetch, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Craftsmanship, Problem-solving, Creativity, Tradespeople, Advocacy, Trades Careers, Industry Experts, Contractors, Education, Skilled Trades Advisory Council

RESOURCE LINKS:

LinkedIn Profile: https://www.linkedin.com/in/brandonjmckane/overlay/photo/

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Cobot welding, welding automation, and collaborative robots are transforming skilled trades careers amid a major welder shortage.

Host Andrew Brown talks with Sam Noland of ITW Miller Welding Automation about how cobot welding empowers Tradespeople across Carpentry, HVAC, Electricians, Plumbers, Millwrights, and Construction. They explore training, ROI, and how automation is elevating—not replacing—the Skilled Trades Industry.

Whether you're a Contractor, Industry Expert, or student exploring Trades Careers, this episode uncovers how collaborative robots bridge technology and Craftsmanship, fueling the next generation of Problem-solving and Creativity in the Trades Industry.

• (00:00) — What cobot welding is and why it’s reshaping Skilled Trades Careers.
• (06:12) — How collaborative robots extend the careers of veteran welders and reduce fatigue.
• (12:45) — The welder shortage: how automation and trade-school reform create opportunity.
• (19:30) — Real-world welding automation ROI and cost breakdown for small shop owners.
• (27:05) — Partnering with Toolfetch, Contractors, and Industry Experts for training and Education.
• (33:50) — Future of Skilled Trades: how Automation, Craftsmanship, and Advocacy intersect.

1. Cobot welding and welding automation expand—not eliminate—jobs by enhancing Craftsmanship and efficiency in Skilled Trades.
2. Collaborative robots speed up production while keeping quality high, addressing the growing welder shortage.
3. Skilled trades careers in HVAC, Carpentry, Electricians, Plumbers, and Millwrights are evolving to include robotics and automation skills.
4. Partnerships with Toolfetch, Industry Experts, and the Skilled Trades Advisory Council are critical to advancing Education, Problem-solving, and Creativity in the Trades Industry.

Sam Noland is an Advanced Process Specialist at ITW Miller Welding Automation, where he leads initiatives in cobot welding and welding automation integration for global manufacturing clients. A champion for Tradespeople and Skilled Trades Education, Sam helps shops leverage collaborative robots to boost quality, efficiency, and career longevity. His work embodies the next evolution of Craftsmanship—where technology meets human skill.

Cobot Welding, Welding Automation, Collaborative Robots, Welder Shortage, Skilled Trades Careers, Skilled Trades, Trades Industry, Tradespeople, Contractors, Industry Experts, Skilled Trades Advisory Council, Toolfetch, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Craftsmanship, Problem-solving, Creativity, Education, Advocacy, Andrew Brown, Sam Noland

LinkedIn Profile: https://www.linkedin.com/in/sam-noland-66285262/

Welding careers, skilled trades, and welding apprenticeship programs take center stage as Andrew Brown sits down with John King of JK Welding at the FABTECH welding expo.

Host Andrew Brown explores how welding careers grow through passion, not just pay, and why Skilled Trades like construction, HVAC, plumbing, and carpentry remain the backbone of the Trades Industry. From welding apprenticeship programs to pipeline welding jobs, John King shares his real-world lessons on leadership, craftsmanship, and mentoring the next generation of tradespeople.

If you’re curious about trades careers, the Skilled Trades Advisory Council, or how to scale a fabrication business like JK Welding, this episode delivers practical guidance for aspiring industry experts, contractors, and hands-on creators.

• (00:00) – Welding Careers & Passion: Why passion fuels long-term success in the Skilled Trades and welding careers more than money ever could.
• (07:45) – Gen Z & Apprenticeship Programs: How to build a stronger welding apprenticeship pipeline and inspire new tradespeople through education.
• (16:20) – Is Welding a Dying Trade?: The truth about the Trades Industry shortage and how pipeline welding jobs offer growth opportunities.
• (24:05) – From Welder to Entrepreneur: John King on building JK Welding, scaling with craftsmanship, and leading skilled contractors.
• (33:10) – Career Growth Paths: How trades careers in construction, millwrighting, and electricians compare to pipeline welding jobs for earning potential.
• (42:30) – Skilled Trades Advocacy: How the Skilled Trades Advisory Council, Toolfetch, and industry experts strengthen education across the trades.

● Welding careers begin with passion. The most successful tradespeople master craftsmanship, problem-solving, and creativity before chasing paychecks.

● Welding apprenticeship programs are the cornerstone of education in the Trades Industry, helping Gen Z build lifelong trades careers.

● Pipeline welding jobs and field work can lead to six-figure incomes—but balance matters for family life and stability.

● Collaboration among industry experts, contractors, Toolfetch, and the Skilled Trades Advisory Council drives advocacy and long-term sustainability for the Skilled Trades.

John King, founder and CEO of JK Welding, transformed his love for welding into one of Texas’s leading fabrication shops. A self-taught entrepreneur, John built his company on craftsmanship, problem-solving, and mentorship—helping grow welding apprenticeship opportunities for the next generation of tradespeople. His leadership in the Trades Industry has made him a respected voice for education, advocacy, and Skilled Trades innovation showcased at the FABTECH welding expo.

Welding Careers, Skilled Trades, Welding Apprenticeship, Pipeline Welding Jobs, FABTECH Welding Expo, Trades Industry, Construction, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Contractors, Industry Experts, Craftsmanship, Problem-Solving, Creativity, Tradespeople, Education, Advocacy

LinkedIn Profile: https://www.linkedin.com/in/john-king-15675117/

Website: https://jkwelding.net/

Instagram: https://www.instagram.com/jkwelding/

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Skilled trades careers and welding salaries revealed! Host Andrew Brown talks with Western Welding Academy’s Tyler Sasse about apprenticeships, high-pressure pipe welding, and how Gen Z is reshaping the trades industry.

Host Andrew Brown talks with Tyler Sasse, CEO of Western Welding Academy, to uncover the realities of skilled trades careers today. From welding jobs salary myths to the truth about welding apprenticeship programs and why high-pressure pipe welding remains one of the most lucrative specialties, they dig into how young Tradespeople can build rewarding Trades Careers in construction, HVAC, Electricians, Plumbers, Millwrights, and more.

They also discuss the role of Craftsmanship, Problem-solving, and Creativity in the Trades Industry, plus the impact of advocacy groups advocacy efforts like the Skilled Trades Advisory Council and industry partners (like Toolfetch) that support gear, learning, and growth.

00:00 — Why Skilled Trades matter now: Host Andrew Brown sets the stage; introducing Tyler Sasse and Western Welding Academy; outcomes vs. myths around welding jobs salary.

04:12 — Gen Z motivations & training: Hands-on learning, Education pathways, and how welding apprenticeship programs build Problem-solving and Creativity.

12:45 — Where the money is: Why high-pressure pipe welding commands top rates; clarifying Trades Careers across HVAC, Electricians, Plumbers, Millwrights, and Construction.

21:30 — From worker to owner: Craftsmanship, leadership, and scaling impact; connecting with Industry Experts, Contractors, and tools suppliers like Toolfetch.

31:05 — Curriculum & outcomes: How Western Welding Academy measures success; pay-stub proof of welding jobs salary; advancing within the Trades Industry.

42:18 — Advocacy & next steps: Building community through the Skilled Trades Advisory Council; practical routes into skilled trades careers and sustaining Tradespeople growth.

1. Outcomes beat opinions: Real welding jobs salary data and pay-stubs show strong earnings—especially via high-pressure pipe welding and structured welding apprenticeship programs.
2. Talent needs direction: Gen Z brings Creativity and grit; the right Education pathway in Skilled Trades turns potential into professional Craftsmanship and career mobility.
3. Broader ecosystem matters: Success spans Construction, HVAC, Electricians, Plumbers, Millwrights—with Industry Experts, Contractors, and partners like Toolfetch supporting tools, training, and hiring.
4. Advocacy drives access: The Skilled Trades Advisory Council and community voices (e.g., Andrew Brown, Tyler Sasse) elevate Trades Careers, Problem-solving, and long-term paths in the Trades Industry.

Tyler Sasse is the CEO/founder of Western Welding Academy, a training organization focused on production-grade quality, work ethic, and job-ready outcomes. His team emphasizes welding apprenticeship programs, advanced techniques like high-pressure pipe welding, and career coaching that leads to real-world gains in welding jobs salary across the Trades Industry.

Skilled Trades Careers, Welding Jobs Salary, Western Welding Academy, High-Pressure Pipe Welding, Welding Apprenticeship Programs, Skilled Trades, Trades Industry, Trades Careers, Tradespeople, Construction, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Andrew Brown, Tyler Sasse, Toolfetch, Industry Experts, Contractors, Craftsmanship, Problem-Solving, Creativity, Education, Advocacy, Skilled Trades Advisory Council

Instagram: https://www.instagram.com/realtylersasse/?hl=en

YouTube: https://www.youtube.com/@RealTylerSasse

Website: https://www.westernweldingacademy.com/

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What would you do with $50 million? Lowe’s decided to invest it into the future of the skilled trades—training 50,000 people for careers in plumbing, welding, electrical, HVAC, and more.

Host Andrew Brown sits down with Betsy Conway, Director of the Lowe’s Foundation, to explore how skilled trades careers are being shaped by Lowe’s Foundation grants, plumbing apprenticeship programs, and SkillsUSA training programs. They dive deep into how nonprofits, community colleges, and industry experts are tackling the welding workforce shortage, empowering new electricians, plumbers, carpenters, HVAC techs, and contractors.

Whether you’re just starting in the trades industry or looking to grow, this episode delivers insights into mentorship, craftsmanship, problem-solving, and trades careers advocacy that define the future of the skilled trades.

● (00:00) – Skilled Trades Careers Overview: Why the trades industry needs plumbers, electricians, carpenters, and HVAC pros now more than ever.

● (02:15) – Lowe’s Foundation Grants: Investing $50M to train 50,000 people for rewarding trades careers.

● (08:40) – Welding Workforce Shortage: Why the U.S. needs 320,000 welders by 2029 and how SkillsUSA training programs are stepping in.

● (15:10) – Plumbing Apprenticeship Programs: How mentorship, apprenticeships, and education change lives.

● (23:30) – Education & Access: Mobile training labs bringing opportunity to underserved communities.

● (35:55) – Tools of the Trade Advice: Betsy Conway’s no-limits mindset for aspiring tradespeople.

● Lowe’s Foundation grants are fueling innovation at community colleges and nonprofits, making skilled trades careers more accessible.

● The welding workforce shortage is real—hundreds of thousands of welders are needed, and SkillsUSA training programs are preparing the next generation

● Plumbing apprenticeship programs and mentorship create viable career paths for women, career changers, and young professionals.

● Success in the trades industry relies on craftsmanship, creativity, advocacy, and strong peer networks of tradespeople.

Betsy Conway is the Director of the Lowe’s Foundation, where she leads initiatives to tackle America’s skilled trades workforce crisis. Through strategic Lowe’s Foundation grants and partnerships with nonprofits, community colleges, and SkillsUSA training programs, she helps create accessible plumbing apprenticeship programs, addresses the welding workforce shortage, and champions opportunities for future electricians, carpenters, HVAC techs, contractors, and millwrights.

Skilled Trades Careers, Lowe’s Foundation Grants, Plumbing Apprenticeship Programs, Welding Workforce Shortage, SkillsUSA Training Programs, Skilled Trades, Trades Industry, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Contractors, Tradespeople, Andrew Brown, Betsy Conway, Lowes Foundation, Toolfetch, Skilled Trades Advisory Council, Industry Experts, Advocacy, Craftsmanship, Problem-Solving, Creativity, Education, Mentorship, Trades Careers Growth

Linkedin Profile: https://www.linkedin.com/in/betsy-conway/

Lowe’s Foundation: https://lowesfoundation.org

Instagram: @LowesFoundation

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Women in welding, skilled trades careers, and welding education programs take center stage. Shanen Aranmor of Weld Like a Girl joins host Andrew Brown to explore virtual welding training, SkillsUSA welding, and how mentorship and early exposure shape the next generation of tradespeople.

Host Andrew Brown sits down with Shanen Aranmor, founder of Weld Like a Girl, to discuss breaking stigmas in the trades industry and opening doors to rewarding skilled trades careers. From welding education programs and virtual welding training to SkillsUSA welding competitions, Shannon shares actionable ways to inspire tradespeople—from second graders to Gen Z apprentices.

Whether you’re interested in carpentry, HVAC, electricians, plumbers, or millwrights, this episode reveals how craftsmanship, problem-solving, and creativity fuel career growth in the skilled trades.

• (00:00) – Why skilled trades careers matter and the stigma facing women in welding
• (04:35) – Encouragement, guidance counselors, and role models for women in welding
• (12:20) – Early exposure: shop classes, welding education programs, and community colleges
• (22:50) – Tech that sparks interest: virtual welding training, gamification, and simulators
• (35:30) – Homeschool competitions, mentorship, teamwork, and craftsmanship
• (52:15) – Inside SkillsUSA welding: sculpture judging, soft skills, and employer expectations

• Exposure changes everything. Kids can’t pursue skilled trades careers if they’ve never seen welding booths, tools, or shop classes.
• Representation is powerful. Role models show that women in welding belong in the trades industry.
• Tech builds bridges. Virtual welding training creates safe and scalable on-ramps for students and schools.
• Soft skills matter. SkillsUSA welding competitions reward teamwork, communication, and professionalism as much as technical skills.

Shanen Aranmor, founder of Weld Like a Girl, is a certified welding inspector, educator, and fabricator based in Yuma, AZ. She develops welding education programs for schools, veterans, and youth, advocates for women in welding, and champions pathways into skilled trades careers.

Women in Welding, Skilled Trades Careers, Welding Education Programs, Virtual Welding Training, SkillsUSA Welding, Shanen Aranmor, Weld Like a Girl, Andrew Brown, Michael Krupnicki, Skilled Trades, Trades Industry, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Craftsmanship, Problem-Solving, Creativity, Tradespeople, Advocacy, Education, Skilled Trades Advisory Council, Industry Experts, Contractors, Toolfetch, SkillsUSA

LinkedIn Profile: https://www.linkedin.com/in/shanenaranmor/

Website: https://weldlikeagirl.us/

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Autism skilled trades programs are transforming careers. Danny Combs joins Andrew Brown to discuss TACT, electrician training, and workforce development.

Host Andrew Brown speaks with Danny Combs, founder of Teaching the Autism Community Trades (TACT), about how autism skilled trades programs create real opportunities for employment for autistic adults in trades. They break down how electrician training for autistic individuals, carpentry, HVAC, and welding are reshaping the trades industry—and why neurodiversity workforce development is vital for the future of skilled trades.

This episode delivers practical insights for contractors, educators, and industry experts who want to strengthen advocacy, build inclusive programs, and prepare the next generation of tradespeople.

● (00:02) – The $2.2M cost families face and the gap in autism skilled trades programs.

● (07:15) – Danny Combs’ background, Nashville music career, and trades family roots.

● (15:40) – The start of Teaching the Autism Community Trades (TACT) and Temple Grandin’s advice.

● (26:10) – From a warehouse to a 19,000 sq ft facility with Subaru, Toyota, and more.

● (38:25) – Why employment for autistic adults in trades matters for the economy.

● (49:50) – Expansion, advocacy, and the future of neurodiversity workforce development.

● Autism skilled trades programs provide real career pathways beyond low-skill jobs.

● Employment for autistic adults in trades fills labor shortages in electricians, carpentry, plumbing, HVAC, and more.

● Teaching the Autism Community Trades (TACT) leads the way in neurodiversity workforce development.

● Electrician training for autistic individuals proves trades careers can be debt-free, high-paying, and fulfilling.

Danny Combs is the founder of Teaching the Autism Community Trades (TACT), a nonprofit equipping autistic youth and adults with skills in carpentry, HVAC, electrical, welding, and more. Drawing from his music background, trades family legacy, and fatherhood journey, Danny built TACT into a nationally recognized leader in autism skilled trades programs and neurodiversity workforce development, helping create meaningful careers and reshaping the skilled trades industry.

Autism Skilled Trades Programs, Employment for Autistic Adults in Trades, Teaching the Autism Community Trades (TACT), Neurodiversity Workforce Development, Electrician Training for Autistic Individuals, Skilled Trades, Trades Industry, Trades Careers, Contractors, Education, Advocacy, Industry Experts, Skilled Trades Advisory Council, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Tradespeople, Craftsmanship, Problem-Solving, Creativity

LinkedIn Profile: https://www.linkedin.com/in/danny-combs-m-a-bccs-cas-90987613a/

Website: https://www.buildwithtact.org/

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Careers in manufacturing and skilled trades jobs are booming. Roger Atkins (NTMA) joins Andrew Brown to discuss manufacturing apprenticeship programs, reshoring manufacturing USA, and high paying trade careers.

Host Andrew Brown sits down with Roger Atkins, President of the National Tooling & Machining Association (NTMA), to explore how today’s skilled trades jobs are shaping the future of the trades industry. From the growth of manufacturing apprenticeship programs to the nationwide push for reshoring manufacturing USA, they cover how to build high paying trade careers that rival college pathways.

Whether you’re just starting out, considering a career change, or advising young people, this episode provides real insights into the future of the skilled trades.

● (00:00) – Careers in Manufacturing Today: Why trades careers matter more than ever.

● (04:32) – Skilled Trades Jobs vs. Service Jobs: The hidden financial difference.

● (12:15) – Manufacturing Apprenticeship Programs: Earn while you learn pathways into trades.

● (22:40) – Reshoring Manufacturing USA: Why supply chains are shifting back home.

● (33:10) – High Paying Trade Careers: From $18/hr apprenticeships to six-figure tradespeople.

● (44:55) – The Future of the Trades Industry: AI, technology, and advocacy reshaping the landscape.

● Careers in manufacturing offer advancement and stability far beyond entry-level jobs.

● Skilled trades jobs like carpentry, HVAC, electricians, plumbers, and millwrights provide lifelong pathways.

● Manufacturing apprenticeship programs allow people to train debt-free while earning a wage.

● Reshoring manufacturing USA is driving demand for high paying trade careers across small and medium businesses.

Roger Atkins is the President of the National Tooling & Machining Association (NTMA). With decades in the trades industry, Roger has been a leading advocate for reshoring initiatives, building manufacturing apprenticeship programs, and expanding awareness of skilled trades jobs. His work with the Skilled Trades Advisory Council and industry experts focuses on creating high paying trade careers for future generations of tradespeople, contractors, and career changers.

Careers in Manufacturing, Skilled Trades Jobs, Manufacturing Apprenticeship Programs, Reshoring Manufacturing USA, High Paying Trade Careers, Skilled Trades, Trades Industry, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Contractors, Industry Experts, Andrew Brown, Roger Atkins, National Tooling & Machining Association, NTMA, Toolfetch, Skilled Trades Advisory Council, Tradespeople, Craftsmanship, Problem-solving, Creativity, Advocacy, Education, Trades Careers

LinkedIn Profile: https://www.linkedin.com/in/roger-atkins/

Website: https://ntma.org/

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From nursing to female mechanic, flipping cars for profit, and building Crown's Corner Mechanic.

Host Andrew Brown talks with Desiree Hill, known as She Mechanic, about her bold career change to trades—from healthcare to launching Crown’s Corner Mechanic. They explore how women are breaking into skilled trades careers, what it takes to succeed as a female mechanic, and the role of flipping cars for profit in building confidence and skills.

This inspiring conversation highlights the future of the trades industry, the importance of mentorship, and how social media is helping more people find their path in plumbing apprenticeships, carpentry, HVAC, electricians, plumbers, and construction craftsmanship.

IN THIS EPISODE:

● (00:00) – Introduction: Andrew Brown on skilled trades careers & industry advocacy

● (03:12) – Desiree’s path: Career change to trades from nursing into mechanics

● (08:25) – Flipping cars for profit: Building confidence & skills with hands-on learning

● (15:40) – Launching Crown’s Corner Mechanic: From driveway projects to a full shop

● (24:18) – Women in the trades industry: Female mechanic success stories & plumbing apprenticeships

● (36:55) – Lessons in entrepreneurship: Problem-solving, creativity & leadership in skilled trades careers

Key Takeaways:

● A career change to trades is possible at any age—Desiree Hill proves it with her journey from nursing to becoming a successful female mechanic.

● Flipping cars for profit can be a gateway to learning, entrepreneurship, and a long-term role in the skilled trades industry.

● Social media is breaking barriers by showcasing women in plumbing apprenticeships, carpentry, HVAC, electricians, and construction trades careers.

● Building a personal brand like She Mechanic inspires the next generation of skilled tradespeople and advocates for industry-wide change.

About the Guest:

Desiree Hill, also known as She Mechanic, is the founder of Crown’s Corner Mechanic. A former healthcare worker turned female mechanic, she built her career by flipping cars for profit and teaching herself mechanical skills. Now a respected advocate in the trades industry, she uses her platform to inspire women and the next generation of skilled trades careers through mentorship, education, and real-world problem-solving.

Keywords:

Skilled Trades Careers, Career Change to Trades, Female Mechanic, Flipping Cars for Profit, Plumbing Apprenticeship, Skilled Trades, Trades Industry, Trades Careers, Tradespeople, Advocacy, Education, Industry Experts, Contractors, Andrew Brown, Desiree Hill, She Mechanic, Crown's Corner Mechanic, Toolfetch, Skilled Trades Advisory Council, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Craftsmanship, Problem-Solving, Creativity

Resource Links:

• TikTok: @SheMechanic
• Instagram: CrownsCorner_SheMechanic
• Website: Crown's Corner Mechanics

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Want a high-paying plumbing trade career? Daniel Quinonez joins Andrew Brown to share plumbing apprenticeship programs, PHCC Educational Foundation training, and plumbing job opportunities.

Host Andrew Brown talks with Daniel Quinonez, COO of the Plumbing-Heating-Cooling Contractors Association and leader within the PHCC Educational Foundation, about building successful plumbing trade careers. They break down plumbing apprenticeship programs, the demand for high-paying skilled trades, and how to access the best plumbing job opportunities.

From career changers to young apprentices, Daniel shares insider tips on navigating the trades industry, breaking misconceptions about plumbers, and finding your place among tradespeople in plumbing, HVAC, carpentry, and beyond.

(00:00) – Introduction: Why the trades industry needs more plumbers and how plumbing trade careers are thriving.

(05:22) – Plumbing apprenticeship programs explained: pay, timelines, and earning while learning.

(12:47) – The PHCC Educational Foundation: training, scholarships, and advocacy for skilled trades.

(21:33) – The truth about high-paying skilled trades and entrepreneurship in plumbing, HVAC, and carpentry.

(33:15) – Career changers in the trades industry: from corporate jobs to plumbing job opportunities.

(45:50) – Why craftsmanship, problem-solving, and creativity define great trades careers.

● Plumbing trade careers can lead to six-figure incomes without college debt.

● Plumbing apprenticeship programs offer hands-on training, certification, and industry connections.

● The PHCC Educational Foundation empowers tradespeople with resources and scholarships.

● High-paying skilled trades like plumbing, HVAC, and electrical offer stability, growth, and recession-proof work.

Daniel Quinonez is the Chief Operating Officer of the Plumbing-Heating-Cooling Contractors Association and a driving force behind the PHCC Educational Foundation. A veteran advocate for skilled trades education, Daniel works with contractors, industry experts, and the Skilled Trades Advisory Council to expand plumbing apprenticeship programs and create more plumbing job opportunities nationwide. His work spans multiple trades—including plumbing, HVAC, carpentry, and construction—while championing craftsmanship, problem-solving, and the future of the trades industry.

Plumbing Trade Careers, Plumbing Apprenticeship Programs, PHCC Educational Foundation, High-Paying Skilled Trades, Plumbing Job Opportunities, Skilled Trades, Trades Industry, Andrew Brown, Daniel Quinonez, Plumbing-Heating-Cooling Contractors Association, Skilled Trades Advisory Council, Toolfetch, Carpentry, HVAC, Electricians, Plumbers, Millwrights, Construction, Tradespeople, Contractors, Industry Experts, Advocacy, Education, Craftsmanship, Problem-Solving, Creativity, Trades Careers

LinkedIn Profile: https://www.linkedin.com/in/daniel-quinonez-690ba68/

Website: https://www.phccweb.org/

If you’re getting value from these episodes and want to help keep the mics on, consider tipping the show here → https://andrewbrowntrades.kit.com/products/toolbox

Every dollar helps us keep bringing unfiltered insights from the trades, straight to your ears.