Partners

Anchored to your openings.

Workforce Energy cohorts start with employer commitments, so training maps to the roles you actually need filled. You define the jobs, the curriculum builds to them, and graduates arrive ready to start your onboarding on day 1.

01The hiring math

Today you are hiring from the same pool as everyone else.

Chargers, turbines, arrays, and substations all need the same scarce person: a trained technician. The occupations are growing faster than any others in the country, and most energy companies are already short of the people they need.

Waiting for the labor market to fix itself is a plan to compete harder for fewer people. Anchor partners get a pipeline built to their spec instead.

~60% Share of energy companies already reporting labor shortages, putting timelines, system reliability, and cost control at risk. IEA, World Energy Employment 2025
49.9% Projected job growth for wind turbine service technicians, 2024–34, the fastest-growing occupation in the country. Solar installers are second at 42.1%. BLS Employment Projections
02How partnership works

With Workforce Energy, you commit first and the cohort builds around you.

Each cohort runs 21 weeks. The first begins in October 2027, and anchor partners shape it. You commit before the cohort opens, so the curriculum is built around roles that already have a name and a hiring manager attached.

Define the roles Name the O&M jobs, certifications, and equipment that matter to your operation. The specialization stage of the curriculum maps directly to them.
Fund seats Sponsor cohort seats against your hiring plan. Equipment, site visits, and instructor time count toward the commitment.
Hire graduates Priority access ahead of lower tiers to graduates trained on your roles and standards, with ongoing upskilling as your infrastructure evolves.
03Who you're hiring

Your hire arrives already knowing how a workplace runs.

Most technical programs stop at the trade. A full third of our curriculum is field readiness, graded alongside the technical work for all 21 weeks, so graduates show up knowing how to document a fault, talk to a customer, and hold a schedule.

i.

Field readiness, graded like the trade

Work orders and fault documentation to employer format, customer and crew communication, attendance and safety discipline. Instruction, scheduled and assessed alongside the technical thirds, not a support service bolted on the side.

ii.

A cross-pillar technical base

Every graduate can isolate, test, and triage across all four pillars and across manufacturers, then certifies in the one your roles need. They can walk a mixed site and say what is wrong.

iii.

People with a stake

Veterans, survivors of domestic abuse, Indigenous peoples, and opportunity youth: hires with discipline, ties to the regions where your assets sit, and real reasons to build a 25-year career.

iv.

Support that runs past graduation

Support runs the full length of the program and continues for 180 days after placement, with a named coach you can reach, so the technician you hire keeps building on your equipment.

04Contact

Tell us what you are struggling to fill.

We're building the first cohorts with anchor employers and workforce agencies now. Reach out at and tell us what you're hiring for.