Despite the dwindling pool of skilled laborers, training and apprenticeship programs remain underfunded and fragmented. Founder and president of Boston-based VS Construction Vinny Silva believes the trades—and the training programs to support them—need a reset to create clear respectable pathways into the industry.
Below Silva shares more about his entrance into home building and why a rebrand is in order.
What brought you into the residential construction industry?
I was a senior in high school when my dad bought a house and renovated it with help from family and friends. That was my first real exposure to construction. Watching how everything came together, the problem-solving, the different trades, the coordination—completely hooked me.
After graduating, I wasn’t totally sure what I wanted to do, so I asked a family member who worked at a remodeling company if they needed help. I got in, worked on some high-end projects early on, and was blown away by how the whole process worked. I had a few uncles in the industry, but I was the first to actually start my own company. From there, it just snowballed.
In terms of a cultural reset, what specifically needs to change in how America views the trades, and who is responsible for leading that shift?
The biggest shift is stopping the idea that the trades are somehow “less than.” There’s this belief that you have to work in the trenches forever, that it’s unprofessional, unstable, or that there’s no growth. That’s just not true.
Schools and parents play a huge role here. Construction is often looked down on instead of presented as a legitimate, long-term career. The industry also needs to own part of this, we haven’t done a great job telling our story or showing what success in the trades actually looks like.
What are the biggest barriers preventing younger generations from entering the trades, based on what you see on the ground?
Lack of exposure and misinformation. Most young people don’t really understand how the industry works or what the career path looks like. They hear things like “you’ll be stuck doing dirty work forever” or “there’s no room to grow,” and that scares them off before they even see the opportunity.
Courtesy VS Construction
While federal and state governments have invested in apprenticeship funding, where do these programs fall short today, and how could they be more effective?
A lot of them don’t feel connected to the real world. You can’t learn construction without being on jobsites, dealing with real problems, real deadlines, and real consequences. Programs need to be more hands-on and more aligned with actual builders who are doing the work every day.
What does a truly high-quality vocational or apprenticeship program look like?
It’s structured, paid, and taken seriously. There’s a clear path, real mentorship, and consistent training. You’re not just learning how to work with your hands, you’re learning resilience, problem-solving, and how the business actually runs. That’s what prepares people for long-term success.
How can construction companies play a more active role in developing talent pipelines?
By investing in people the same way they invest in projects. In our experience, younger workers don’t leave when they feel like they’re learning and growing. Continuous training, mentorship from experienced carpenters, and showing people that there’s a future goes a long way. If companies do that, retention takes care of itself.
Courtesy VS Construction
There’s often a perception that the trades are a “fall back” option. How do we rebrand construction as a respected, viable, and rewarding career path for young people and their families?
We show reality. Entry-level positions are competitive, and within a few years you can be earning what most college graduates are making, sometimes more. After that, it comes down to ambition.
I can say the same compared to most of my peers who went to college, and I’ve had friends finish school and then switch into construction because the pay and opportunity were better. Those stories need to be told more often.
How early do you think exposure to the trades should begin and what types of partnerships are needed to make that happen?
High school at the latest—earlier if possible. Kids should see what construction actually looks like before they’re pushed toward one path. Real jobsite exposure, conversations with builders, and hands-on experiences matter way more than brochures or presentations.
What role do wages, benefits, and long-term career advancement play in attracting and retaining the next generation of skilled workers?
They matter a lot. People want to know there’s a future. When younger workers see competitive pay, stability, and a clear path forward, they stay. When they don’t, they leave. It’s that simple.
If you could influence one policy change or private-sector investment today that would have the biggest impact on closing the workforce gap, what would it be and why?
Put trades and college on equal footing in schools and back that up with real support. At the same time, incentivize companies that actually train and develop people. When both sides are invested, that’s when real change happens.
