Ask any fleet leader what their toughest hiring challenge is, and you’ll likely hear the same answer: technicians.

Technicians are the backbone of fleet operations, yet they are also the hardest positions to fill. Patti Earley, past president of NAFA and inaugural winner of the Johnson Award, joined the FleetGap Show on August 22, 2025, to share how NAFA, SHzoom, and the Department of Defense SkillBridge program are coming together to tackle this urgent problem head-on.

Her message was clear: closing the technician gap isn’t just possible—it’s happening right now.

When Patti joined the show, she was on the road in Florida celebrating Technician Appreciation Week. She and her management team had been traveling statewide, hosting lunches and giving recognition gifts to technicians.

Why? Because the work they do is demanding, vital, and too often overlooked.

“It’s really just to let them know how much we appreciate what they do and the contributions they make. Their jobs are difficult, and we want to make sure they know how valued they are,” Patti said.

This same spirit of appreciation is what drives NAFA’s partnership with FleetGap and SkillBridge—because if fleets are going to thrive, they need to recognize, recruit, and retain top technician talent.

💡 Fleet leaders: Are you struggling to find skilled talent?

💡 Military Fleet Pros: Are you exploring civilian fleet career options after service?

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Why FleetGap is Different from “Traditional” Programs

Fleet managers have long looked to the military for talent, but as Patti explained, there was never a direct path into fleet. Military professionals leaving service had the right skills, but no clear connection to civilian fleet careers.

FleetGap solves that.

Unlike general job fairs or SkillBridge postings that can get lost in the shuffle, FleetGap is fleet-specific. It creates a matchmaking system between military fleet professionals (still on active duty) and civilian fleet employers who are actively hiring.

This means:

• Military professionals can explore fleet opportunities before they leave service.

• Fleets can engage, mentor, and even conduct mock interviews with candidates before the official apprenticeship starts.

• NAFA’s peer mentorship network adds another layer of support, helping transitioning military professionals navigate not just the job, but the industry community.

Or as Patti put it:

“These are people already looking into the fleet area. They’ve been doing it in the military, or they have an interest. That’s what makes this so valuable—it’s not random, it’s targeted.”

Building the Database Fleets Have Been Waiting For

One of the biggest insights Patti shared was the importance of visibility. Fleets want to know who is available, where they want to relocate, and what skills they bring.

“If we have a database of military folks interested in fleet jobs, and especially if we know what part of the country they’d like to be in, that would be incredibly helpful,” Patti said.

The good news? FleetGap already collects this data through its survey system. What’s next is turning that into a centralized, shareable database that helps fleets and military professionals find each other faster.

This doesn’t just make hiring easier—it transforms it into a proactive, collaborative process.

No Experience? Don’t Count Yourself Out

Patti also delivered an encouraging message directly to military professionals:

“Don’t be discouraged if you don’t have experience with every type of fleet equipment. Fleets are very willing to step up and train you.”

She emphasized that many fleets hire technicians who may not have worked on aerial devices, fire apparatus, or other specialized vehicles before. What matters most is core technical ability and the willingness to learn.

This mirrors what leaders like David Hernandez in California have shared: when interviewing, they look for leadership skills as much as technical expertise. Fleet careers aren’t just jobs; they’re pathways to growth, with opportunities to advance from technician into supervisory and management roles.

Taking Action Before September 22

✅ Complete the FleetGap Survey

✅  Share the MOU with your HR or Legal team. We want to ensure every participating organization is ready to support and onboard transitioning Fleet Pros with purpose and clarity.

✅ Complete the DoD Ethics Training by September 22nd to stay aligned with SkillBridge requirements and get matched before the October 1 deadline.

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