The Missing Farm System in Homebuilding: Where is the Next Generation of Builders?

Where is the Farm System in Homebuilding?

Twenty years ago, I attended my first spring training baseball game in Tucson, Arizona. As I drove past field after field filled with hundreds of hopeful players—each one battling for just one of the nine coveted spots on a Major League roster—it hit me: The sheer scale of the farm system in professional baseball is staggering. Across the league, over 5,000 prospects compete for just 270 starting positions.

It got me thinking—where’s the equivalent system in homebuilding?

The Missing Pipeline

Homebuilding has no farm system. No structured way to cultivate young talent, no clear entry point for eager hands ready to learn. At a time when we constantly hear about labor shortages and the desperate need for skilled tradespeople, you’d think we’d have a playbook for bringing the next generation into the industry. Instead, we’ve got a problem.

Consider the numbers:

In September of 2024, the nationwide average hourly wage for a residential construction worker was $33.51. Half of all payroll workers in construction make over $58,500 per year, and the top 25% clear at least $79,450. According to the National Center for Construction Education and Research's 2024 Construction Craft Salary Survey, average annual salaries for skilled trades ranged from $52,520 to $89,609, with more than 80% of positions reporting salaries above $65,000.

The U.S. Bureau of Labor Statistics reports that construction managers in the residential building sector earn an average annual wage of $103,460 while C-level manager salaries can range from $200K to $1M+.

Compare that to pro baseball. The league minimum in 2025 is $760,000. The average player’s career lasts just 5.6 years, meaning they might gross around $4.3 million—but after taxes, agent fees, and other costs, they might walk away with just over $2 million. A skilled tradesperson can match that career total over time, without the brutal physical toll, without betting their livelihood on being in the top 1%, and without staggering college debt.

So why do we push kids toward one dream while ignoring the other?

The Reality Check

Last summer, my 17-year-old son decided he wanted to pursue homebuilding. He was motivated, eager, and willing to learn. So I handed him a list of companies from our local Home Builders Association and told him to start making calls. He left dozens of voicemails and messages. Want to guess how many responses he got?

One.

And it wasn’t even from a builder—it was a landscaping company.

Meanwhile, I watch parents shell out thousands of dollars on private baseball lessons, travel teams, and showcase tournaments, knowing full well that 99.87% of Little League players will never make it to the pros. According to the NCAA, only 8.1% of high school baseball players go on to play in college, and fewer than 2% of those make it to the majors. The odds are brutal.

But if a kid wants to swing a hammer instead of a bat? Good luck even finding a team to join.

So, What’s the Problem?

Is it really that the younger generation is lazy and unmotivated? Or is it that the industry has failed to open the door?

We can blame high schools for cutting shop classes resulting in the average homeowner not knowing how to operate basic hand tools. We can criticize parents for steering their kids toward college no matter the cost. We can shake our heads at guidance counselors who push four-year degrees because their schools are ranked on college placement rates.

But let’s be honest: The problem starts with us.

I sit on a Workforce Development Committee for one of the largest HBA’s in the US and we struggle to get participation. If builders and trades are serious about fixing the labor shortage, we need to do more than complain about it. We need to create real pathways into the industry. Right now, there’s no easy way for those under the age of 18 to get their foot in the door. No structured outreach, no recruitment playbook, no roadmap.

Meanwhile, countless six-figure jobs in homebuilding are sitting open—waiting for someone to fill them.

Where’s the Solution?

If you’re reading this, the solution starts with you.

Find a young person and mentor them. Let them shadow you for a day. Show them the ropes. Give them small tasks and build their confidence. Advocate for internships, apprenticeships, and hands-on training. Support your local Home Builders Association and trade programs. Spread awareness on social media. Talk to parents—help them see the value in careers outside of the traditional college path.

Some of the best people I’ve ever worked with in this industry had no formal training when they started. They just needed someone to give them a shot.

Many builders and outside organizations have done a great job moving the ball forward to introduce homebuilding and skilled trades to the younger generation, but we as an industry need to do more. It starts with those of us in the industry sharing our passion. Homebuilding offers many opportunities and the next generation needs to hear more about success stories that can offset the negative connotation around working in homebuilding. 

Practical Solutions to Build the Next Generation of Homebuilders

1. Apprenticeship Programs: Builders and trade companies should establish structured apprenticeship programs that allow young workers to gain hands-on experience. Partnering with local high schools and trade schools can create a pipeline of eager learners ready to enter the workforce.
2. Industry Mentorship: Experienced builders should take an active role in mentoring young people. Offering job shadowing, career guidance, and practical training will give aspiring homebuilders confidence and exposure to real-world work environments.
3. High School Outreach & Shop Classes: Many high schools have eliminated shop classes due to budget constraints. Builders should advocate for reinstating vocational training programs and sponsor equipment, tools, or instructors to ensure students have access to hands-on construction education.
4. Partnerships with Trade Schools & Community Colleges: Establishing collaborations with local educational institutions can provide clear career pathways into homebuilding. Guest lectures, on-site training days, and scholarships can attract students to the industry.
5. Internship & Summer Job Programs: Homebuilding companies should offer seasonal employment opportunities to expose students to the industry. Summer internships allow young workers to develop skills and form connections that could lead to full-time employment after graduation.
6. Social Media & Digital Outreach: The younger generation spends a significant amount of time online. Builders should use social media platforms to highlight career opportunities in construction, share success stories, and debunk myths about the industry.
7. Construction Bootcamps & Workshops: Short-term, intensive programs can introduce students and career changers to different trades within homebuilding. These bootcamps can serve as a stepping stone for those interested in entering the field but unsure where to start.
8. Promoting the Financial Benefits of Trades: Many people still believe that a four-year college degree is the only path to success. Builders must actively educate parents, students, and school counselors about the high earning potential and career growth opportunities within the homebuilding industry.
9. Better Job Placement Efforts: Builders and trade companies should work together to create job boards, career fairs, and networking events that make it easier for young workers to find entry-level roles in the industry.
10. Government & Policy Advocacy: The homebuilding industry should advocate for policies that support workforce development, including tax incentives for companies that hire apprentices, grants for vocational education, and funding for construction training programs.

By implementing these solutions, the homebuilding industry can develop a sustainable pipeline of skilled workers and ensure its long-term success.

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Ed Kubiak
ekubiak@higharc.com
(708) 277-3069

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