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

The Trades Need Workers. So Why Can’t People Get Hired?

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.

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.