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 work inside your operation and on your equipment.

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. Partnership costs are blended with state and federal workforce funding, so employers don't carry the full cost of the cohort.

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, blended with public workforce dollars. Equipment, site visits, and instructor time count too.
Hire graduates First access 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. Ours starts before it: the first stage of the curriculum is professional foundations, so graduates show up knowing how to manage time, money, and communication inside a company.

i.

Work-ready before trade-ready

Executive functioning, workplace communication, and the unwritten rules of how businesses run, trained before any specialization begins.

ii.

A cross-sector technical base

Safety, electrical theory, tools, and jobsite certifications that carry across clean energy, then a specialization built to your roles.

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 after placement, so the technician you hire keeps building on your equipment instead of stalling at day one.

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.