Step 1: Research the industry of interest. -> Before you even apply or consider applying to a position learn the basics of that specific industry. My advice join a few Facebook groups, communities like this, subscribe to newsletters or podcast that are specific to that industry. Last thing you want to do is put money towards a program or training and end up not liking it. Use the resources readily available to you. Step 2: Build Relevant Skills. -> After you have done your research, you will learn that there are some industry specific trainings that are needed (OSHA, NFPA70E, etc.). Alot of these trainings are offered all over the country from a range of $1,000-$5,000. If you are fortunate enough to have some money saved up to invest in yourself, it will make a huge difference on the hiring process. Just make sure those are the training needed. Now you don't always need to pay out of pocket. Most companies will provide you with all the trainings needed but it definitely helps to get your foot in the door and meet people. Step 3: Network: -> This step ties into Step 1, and 2. The more you grow the network the better your chances are. I have hired multiple people that simply had the courage to come in and ask if I was hiring, and if I wasn't hiring chances are I knew someone close by that was. Network, Network, Network. Do not be afraid to reach out to people and simply ask the question. Worse thing that can happen is they say no. Step 4: Apply for Entry Level Roles: -> Once you are ready, your resume is polished, and you have practiced interviewing apply for the entry level roles. Expect not to hear back, expect to get denied. Do not get discouraged, remember you are not the only one trying to obtain those jobs, and chances are you are not the only one the employer is looking at. I can tell you though if you have a clean resume, and you learn how to interview well your chances are going to go up. Alot of people don't think about the importance of a resume and an interview. First and second impressions are everything make them count.

Integrity is one of the most critical values in the wind industry, especially when working on turbines. It’s a mindset that ensures work is carried out safely, responsibly, and to the highest standards. Unfortunately, integrity isn’t always practiced consistently—we’ve all seen situations where tasks are performed incorrectly or not performed at all. Maintaining integrity means doing the right thing even when no one is watching. It’s about following procedures, reporting issues honestly, and never cutting corners. This commitment is vital because it protects not only your safety but also the safety of your team and the reliability of the turbine for the next technician. When integrity is upheld, we create a culture of trust and accountability that strengthens the entire industry. What do you see with people you work with and their integrity?

Shout out to all the Veterans in the industry! I truly believe Veterans transfer over into the wind industry very well, leadership, team work, and problem solving skills are the baseline for being a great tech. Here are some helpfull tips to transfer into the wind industry as a veteran. Training & Certification Programs Airstreams Renewables Inc. Offers a 240-hour Renewable Energy and Communications Tower Technician Program. Covers safety, climbing/rescue, electrical metering, crane rigging, and more. Approved for VA education benefits and DoD SkillBridge. Graduates often land jobs within 60 days with companies like GE, Siemens, and Vestas.1 American Clean Power Association Provides specialized wind technician courses tailored for veterans. Often partners with employers for direct placement. GE’s Junior Officer Leadership Program (JOLP) Designed for junior officers transitioning into leadership roles in energy. -Veteran Transition Programs DoD SkillBridge Allows active-duty service members to train with civilian employers during their last 180 days of service. Companies like Vestas, Pattern Energy, and RWE offer SkillBridge internships in wind energy. Solar Ready Vets Network While focused on solar, it includes career navigation, apprenticeships, and employer connections for veterans in renewable energy.

To those of you who have been in the industry. How did you gain interest in wind and where did you first start out? For myself, wind was something brought up in high-school, after graduating my cousin actually went through a program in Oklahoma and got in the industry fairly easy after that. Her being a women and having the courage to join a male dominant career field gave me the courage to also follow the same path. Sure enough went through the same 6 month program in Oklahoma and got a job right as the program was ending. The rest is history and I've enjoyed every bit of it since.

Hot take: Most companies New Hire process is inefficient and a nightmare. After recently changing companies I have learned that most companies hiring processes from the day you apply to the day you start is long and frustrating. Previously being in a leadership role and overseeing the process and then experiencing the process as a new hire myself has made me realize the frustration alot of people have during that process. It's hard to not blame the hiring manager/ recruiter for the lengthy time it takes to onboard but the truth is there is so much more that goes into the process. The process goes through so many hands and is reviewed by so many people that often times the hiring manager is at the mercy of the process the same as the person being hired. The manager wants someone to work ASAP and the recruit wants to work ASAP. My advice is just to be patient and let it play out. There will be hiccups along the way. Be completely transparent on your background and advise before the background check returns. Do not advise your current employer until you have signed the paperwork and have a set start date. This will help create less friction in the current workplace and will help ease the stress for everyone. If it fall through you know you still have a job. What do you think could smoothen new hire processes and on-boarding?