The Lost Art Of the Skilled Trades

Andrew Brown
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Welcome to The Lost Art of the Skilled Trades, the ultimate podcast dedicated to celebrating and exploring the world of skilled trades. Hosted by Andrew Brown, a passionate advocate for the trades industry, this podcast is your go-to source for knowledge, inspiration, and practical advice. Andrew brings a unique perspective shaped by years of hands-on experience, entrepreneurial success, and a deep commitment to elevating the trades. Dive into the fascinating and ever-evolving world of skilled trades, where creativity, problem-solving, and dedication come together to build the world around us. From carpentry and HVAC systems to electricians, plumbers, millwrights, and beyond, every episode uncovers the grit, determination, and artistry that define the people behind these essential professions. Andrew’s journey began with a life-changing moment on September 11, 2001, when he worked alongside tradespeople, first responders, and community helpers at Ground Zero. This experience inspired him to dedicate his life to advocating for the unsung heroes of the trades. Through his company, Andrew has helped provide tools, equipment, and resources to industry professionals worldwide. Now, through this podcast, he continues his mission to spotlight the craftsmanship, hard work, and dedication of tradespeople everywhere. Each episode features in-depth interviews with industry experts, seasoned professionals, and rising stars in the trades. From contractors and electricians to HVAC specialists, plumbers, carpenters, and more, listeners will gain insider knowledge about the skills, tools, and strategies needed to thrive in these essential fields. Andrew also speaks with educators, advocates, and business leaders who are working to inspire the next generation of tradespeople, offering a fresh perspective on the value and opportunities within the trades. At its core, The Lost Art of the Skilled Trades is more than just a podcast — it’s a celebration of a culture built on pride in craftsmanship and an unwavering commitment to excellence. In a time when traditional career paths are overemphasized, this podcast shines a light on an alternative: rewarding careers in skilled trades that offer creativity, financial stability, and the satisfaction of building something tangible. Whether you’re a seasoned trades professional, an aspiring craftsman, or simply curious about the industry, this podcast is your ultimate guide to the untold stories and secrets of success in trades like refrigeration, building, plumbing, and construction. Join Andrew Brown as he celebrates the artistry, resilience, and innovation of the skilled trades — and inspires a new generation to pick up the tools that keep our world running. About Andrew Brown Andrew Brown is a fervent advocate for the skilled trades and is dedicated to addressing and then fixing the trades shortage gap. Through platforms such as social media, podcasts, and live events, he tirelessly promotes the benefits of the trades to students, parents, and educators. Follow Andrew Brown YouTube: https://youtube.com/@andrewbrowntrades LinkedIn: https://www.linkedin.com/in/andrew-brown-b1736a5/ TikTok: https://www.tiktok.com/@andrew.l.brown

  1. 6h ago

    The AI Data Center Boom Is Hiring Tradespeople, Is It Building Careers?

    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.

    The AI Data Center Boom Is Hiring Tradespeople, Is It Building Careers?

  2. Sep 8

    Inside IUPAT: Glazing Careers, Mentorship, and the Trade Nobody Talks About

    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.

    Inside IUPAT: Glazing Careers, Mentorship, and the Trade Nobody Talks About

  3. Sep 1

    What Actually Makes an Apprenticeship Program Work

    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

    What Actually Makes an Apprenticeship Program Work

  4. Aug 26

    The 700,000 Mechanic Shortage No One's Talking About

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

    The 700,000 Mechanic Shortage No One's Talking About

  5. Aug 11

    You Don't Have a Hiring Problem. You Have a First 90 Days Problem.

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

    You Don't Have a Hiring Problem. You Have a First 90 Days Problem.

  6. Aug 4

    Fixing Helicopters for a Living: How Miyah Spade Started in Aircraft Maintenance

    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.

    Fixing Helicopters for a Living: How Miyah Spade Started in Aircraft Maintenance

  7. Jul 21

    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.

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

  8. Jul 14

    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.

    What It Takes to Become a Female Aircraft Mechanic
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About

Welcome to The Lost Art of the Skilled Trades, the ultimate podcast dedicated to celebrating and exploring the world of skilled trades. Hosted by Andrew Brown, a passionate advocate for the trades industry, this podcast is your go-to source for knowledge, inspiration, and practical advice. Andrew brings a unique perspective shaped by years of hands-on experience, entrepreneurial success, and a deep commitment to elevating the trades. Dive into the fascinating and ever-evolving world of skilled trades, where creativity, problem-solving, and dedication come together to build the world around us. From carpentry and HVAC systems to electricians, plumbers, millwrights, and beyond, every episode uncovers the grit, determination, and artistry that define the people behind these essential professions. Andrew’s journey began with a life-changing moment on September 11, 2001, when he worked alongside tradespeople, first responders, and community helpers at Ground Zero. This experience inspired him to dedicate his life to advocating for the unsung heroes of the trades. Through his company, Andrew has helped provide tools, equipment, and resources to industry professionals worldwide. Now, through this podcast, he continues his mission to spotlight the craftsmanship, hard work, and dedication of tradespeople everywhere. Each episode features in-depth interviews with industry experts, seasoned professionals, and rising stars in the trades. From contractors and electricians to HVAC specialists, plumbers, carpenters, and more, listeners will gain insider knowledge about the skills, tools, and strategies needed to thrive in these essential fields. Andrew also speaks with educators, advocates, and business leaders who are working to inspire the next generation of tradespeople, offering a fresh perspective on the value and opportunities within the trades. At its core, The Lost Art of the Skilled Trades is more than just a podcast — it’s a celebration of a culture built on pride in craftsmanship and an unwavering commitment to excellence. In a time when traditional career paths are overemphasized, this podcast shines a light on an alternative: rewarding careers in skilled trades that offer creativity, financial stability, and the satisfaction of building something tangible. Whether you’re a seasoned trades professional, an aspiring craftsman, or simply curious about the industry, this podcast is your ultimate guide to the untold stories and secrets of success in trades like refrigeration, building, plumbing, and construction. Join Andrew Brown as he celebrates the artistry, resilience, and innovation of the skilled trades — and inspires a new generation to pick up the tools that keep our world running. About Andrew Brown Andrew Brown is a fervent advocate for the skilled trades and is dedicated to addressing and then fixing the trades shortage gap. Through platforms such as social media, podcasts, and live events, he tirelessly promotes the benefits of the trades to students, parents, and educators. Follow Andrew Brown YouTube: https://youtube.com/@andrewbrowntrades LinkedIn: https://www.linkedin.com/in/andrew-brown-b1736a5/ TikTok: https://www.tiktok.com/@andrew.l.brown

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