The electricians you need already live where you build.

Your sites, specifically: the local supply is measurable — and it's there

Crusoe's geographies look remote until you count who's actually there. Two supply streams feed a local pipeline: first-time workers — the non-college-bound high-school graduates who are most of any entry-level program's intake — and career-switchers already in skill-adjacent jobs. For each region below: both streams, the unemployed reserve, and the recruitable pool as training reaches further. Every number links to the interactive explorer — check us.

AI data center campuses

And wherever the fourth Texas campus lands, this analysis is ready the day it's announced.

Crusoe Industries manufacturing — same feeder pools, different floor

Switchgear, power-distribution and Spark module production recruit from the same skill-adjacent occupations (industrial wirers, panel builders, electrical assemblers).

Not our numbers: Carnegie Mellon's method, public BLS, O*NET and Census data

The switcher figures re-implement the Workforce Supply Chains methodology from Carnegie Mellon's Heinz College: every occupation is a 161-dimension skill vector from O*NET; workers in occupations whose vectors sit close to Electricians are the recruitable pool; BLS occupational-transfer rates estimate how many change jobs each year. First-time-entrant figures scale national ratios (the ~4.2M-person 18-year-old cohort, the 38.6% of graduates who skip college, state unemployment) to each region's employment. Both are calibrated, labelled, and fully documented in the explorer's methods section.

Who trains them: a program built for your sites, delivered through embedded local partners

Craftward designs the electrician pre-apprenticeship — curriculum, screening, employer alignment. Cotulla Education deploys it: an accredited training network of 18 campuses across 4 brands (Aviation Institute of Maintenance, Centura College, Tidewater Tech, American Lineman College) with the compliance, instructors and student-services machinery already running. In your regions, delivery embeds into the local training infrastructure that already exists — by design, not as a workaround.

Recruiting them is a funnel problem — and we're already measuring it

The funnel doesn't care which stream an applicant comes from — an 18-year-old picking trades over college, a veteran, an unemployed worker, or an HVAC tech chasing a raise all enter the same pipeline. Sourced conversion benchmarks price it from ad impression to deployment-ready completer, in media dollars. Deliberately conservative — the mid-funnel rates below are cross-industry corporate benchmarks, not program-intake rates.

Benchmarks are table stakes — the live measurement is running now

The applicants are already lining up

And the market is already buying workforce supply

What the recruiting machine costs

Two fully-costed annual scenarios from the funnel model. These are media dollars only — recruiter time and training delivery are separate, and both scenarios use the conservative corporate screening benchmarks.

State mix reflects the four-state demand pipeline; per-site allocations are scenario shares, not forecasts, and hiring targets describe Craftward recruiting goals across partner employers — not Crusoe commitments.

Why now: $3 trillion of data center construction is about to compete for the same electricians

Everything above works today. It works less well every quarter you wait — every project in your states is fishing the same pond, and the first employer with a proprietary local pipeline pays list price for talent. Everyone else pays spot.

Named projects driving electrical-trades demand in the four scenario states (peak construction jobs where reported):