Inside Aircraft Maintenance Careers: Pay, Pathways & the Fight to Keep Talent (with AMFA)

What It Takes to Become a Female Aircraft Mechanic

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.

Training 25,000 New Electricians in North Carolina with David Etzwiler

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.

Planes Can’t Fly Without Aircraft Mechanics — And We’re Running Out of Them with John Goglia

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.

Why Apprentices Quit in the First 30 Days with Glenda Rahn

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

Aircraft Mechanics Are in Massive Demand—Why Aren't More People Entering the Industry? | Bret Oestreich, AMFA

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