Three in five Generation Z workers plan to pursue trades careers in 2026, according to recent research. This dramatic change gives hope that the industry will have the workforce to support the increasing demand for projects, after decades of decreased interest in the trades.
At Helix Electric, we see this trend daily. Our workforce shows 30 percent Gen Z representation, which has grown by 5.5 percent since 2024 with 270 new Gen Z hires in 2025. This shift creates opportunities for contractors to meet the next generation with support systems that build lasting careers in the trades.
As artificial intelligence reshapes white-collar employment, Gen Z workers are gravitating toward careers that offer longevity and stability. AI can draft emails and analyze spreadsheets, but it cannot replace field judgment, code compliance, or site-specific problem-solving. Every project presents unique conditions and requires crews to read the environment, coordinate with other trades, manage processes and opinions that differ from project to project, and adapt to changing needs in real time.
While all areas of construction seem to be benefiting from this renewed interest in the skilled trades, many young people choose electrical construction for reasons beyond job security. The industry’s clear career progression pathways, from apprentice to journeyperson to foreman roles, offer fast advancement and clarity compared to traditional white-collar jobs. Electrical construction is very complex and challenging, which is exactly what many of these young people seek. The industry’s aging workforce is also opening leadership roles, making room for younger workers to fill middle management positions.
As college costs rise, trade apprenticeships offer a lucrative alternative with paid training and faster paths to leadership. Company values like those at Helix Electric — treating people right, always learning, and setting stretch goals — resonate with a generation seeking meaningful work that creates lasting impact, as they build the infrastructure that will support generations to come and receive resources to support their growth.
| Your local Superior dealer |
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| Westate Machinery Co |
Data center construction drives much of the current hiring surge. These projects require specialized electrical work to ensure reliable power, creating high demand for a skilled electrical field team. For example, in August 2025, Helix began hiring 400 skilled professionals for the QTS Data Center in Cedar Rapids, Iowa, opening the door to multi-year opportunities for journeyperson, quality, safety, and leadership roles.
Water and wastewater, mission-critical infrastructure, and commercial developments are also spurring additional opportunities nationwide. This combination creates unprecedented opportunities for those entering the field — and that predictability matters to young workers and families planning futures.
Once hired, retaining young talent requires systematic investment in their professional development and growth. Some examples include expanding internal training programs, adding mentorship structures, and partnering with apprenticeship organizations to develop steady talent pipelines. As employees advance in their careers, companies should also provide the resources that help them understand the skills needed to excel while continuing to learn.
For example, Helix University, an internal learning platform, serves as our primary education tool, delivering specialized curricula that offer course plans in both technical skills and leadership capabilities. Our instructors continuously expand training materials designed to cultivate and develop skills while creating clear pathways for advancement.
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| American Construction Supply |
You also must recognize that individual career goals vary. Addressing this challenge starts by offering training and coursework that caters to both technical and business skills. This flexibility gives each person the ability to customize learning for their own career goals and interests.
What can help set programs apart is the integration of daily work. For instance, the Helix University platform offers both classroom instruction and hands-on application, allowing workers to practice new concepts immediately. Our supervisors and project managers actively participate as instructors, sharing real-world experience and current industry challenges. This mentorship model creates stronger relationships between generations while providing knowledge through practical education.
Contractors should implement monitoring metrics to understand development program success, including apprentice-to-journeyperson conversion rates; retention at 12, 24, and 36 months; and internal promotion rates into supervisory roles. As you track these numbers, consider adjusting strategies to ensure your programs meet expectations.
These approaches to workforce development produce measurable outcomes when applied consistently. Amanda, an electrician at Helix Electric, exemplifies this journey. After leaving culinary school and a bakery job to join our apprenticeship program, she swiftly advanced to a journeyperson electrician through the support of Helix University courses and job site mentorship. Amanda now leads critical work on large healthcare projects in Maryland.
| Your local Bobcat dealer |
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| Pape Material Handling |
Thomas, a project engineer at Helix Electric, illustrates a similar journey into the trades. After earning a business degree and working in hospitality for five years, he joined our 100 percent sponsored apprenticeship program. Three years of hands-on field training led to his current role as project engineer on a $54 million Los Angeles County Sanitation District project in California.
Both progressions show how structured training creates clear advancement pathways. Through organizations like Associated Builders and Contractors, Independent Electrical Contractors, and regional partners like the Western Electrical Contractors Association, team members can earn as they learn and advance their skills from basic installations to complex data center commissioning in about three years.
We have found it is critical to back the efforts of these training organizations with mentorship starting at day one. This approach speeds competence, trust, and ultimately confidence.
Construction companies can develop workforce pipelines by speaking to middle school and high school students to build interest in the trades as a viable career opportunity. Furthermore, companies should continue this development by maintaining relationships with professors and career counselors at colleges and universities nationwide, regularly attending campus career fairs and conducting outreach through resume workshops and industry sessions. Companies can also build relationships with college students through opportunities such as coaching college electrical teams for Associated Schools of Construction competitions or delivering guest lectures at institutions.
| Your local Somero dealer |
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| American Construction Supply |
Once students show interest, contractors can provide opportunities to explore skilled trades through immersive internship experiences. At Helix, we bring 50 interns into our offices and job sites nationwide each summer.
We also remove barriers that can limit talent access by implementing financial support for Gen Z workers. This helps foster trust and build loyalty. Some measures to consider include providing interns with relocation assistance and housing stipends, offering tuition reimbursement, or offering dependent scholarship programs for junior college and university classes.
Through our internship development program, we have hired more than 80 former interns into full-time positions over the past five years, mostly as project engineers. This pipeline demonstrates how engagement with young talent facilitates lasting careers.
Gen Z workers bring energy, technological fluency, and fresh perspectives. The opportunity to attract and retain this talent exists for companies willing to invest in people as seriously as they invest in equipment and technology. Contractors who build comprehensive development programs, offer competitive benefits, and create clear advancement pathways will capture the skilled workforce needed to meet growing infrastructure demands.
| Your local Metso Minerals Industries Inc dealer |
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| PacWest Machinery |
| Westate Machinery Co |
The data shows Gen Z wants careers in construction. The question becomes whether our industry will meet them with the support, training, and opportunities they seek. Those who do will build the workforce that powers America's next generation of infrastructure.
Jason Pengel is Executive Vice President of Helix Electric Inc.
