Key Takeaways:

• Facing a skilled technician shortage, Trane Technologies launched a U.S. Department of Labor-registered apprenticeship program in under 90 days.
• The program was built by formalizing and upgrading existing internal resources, including mentorship, learning systems, and training guides.
• Strategic use of external partners enabled speed, quality, and cost savings in curriculum design and delivery.
• Apprentices receive a clear pathway, cohort-based support, self-paced learning, and structured mentorship—driving an 86% retention rate.
• The program scaled rapidly from 25 to over 200 apprentices across 30 states in two years, proving its impact and sustainability.

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Case Summary:

Trane Technologies, a global climate innovator, faced a pressing challenge: a shortage of skilled HVAC service technicians, driven by an aging workforce and COVID-related disruptions. Rather than rely on traditional talent pipelines, the company built its own—fast. In just three months, Trane launched a national, U.S. Department of Labor-registered apprenticeship program focused on commercial HVAC service roles.

The company drew on its internal infrastructure—training tools, experienced technicians, and digital learning platforms—and partnered with external experts to accelerate design and deployment. A lean, cross-functional team led the effort, while strategic sponsors helped align business and workforce goals across regions. At the heart of the program is a structured mentorship model, providing on-the-job coaching and support from senior technicians.

With over 200 apprentices enrolled in 30 states and an 86% retention rate, the program is helping Trane meet business needs while expanding opportunity for STARs. It offers a replicable model for companies seeking to grow mission-critical roles through inclusive, skills-based talent development.