Rocky Coastal Electric, an electrical contracting company in the Lewiston-Auburn area of Maine, is formalizing a mentorship initiative that guarantees a standing position on its crew for someone new to the electrical trade. The program, led by owner and Master Electrician Corey Hunt, pairs newcomers with experienced electricians on real job sites, tracks their progress toward licensing, and includes regular one-on-one check-ins. The announcement matters because it addresses a persistent challenge in the skilled trades: finding qualified workers. By creating a structured pathway from helper to licensed electrician, Rocky Coastal Electric is not only building its own workforce but also contributing to the local talent pipeline in an industry where hands-on experience is critical.
Hunt's approach is rooted in his own career. He began as a helper on solar installations in Massachusetts in 2014, later worked for ESM, earned his Master Electrician license, and joined the IBEW, traveling the country with different union locals. Each step, he said, involved someone willing to let him learn by doing. "I got where I am because people ahead of me were willing to show me things instead of just handing me a task list," Hunt said. "That's the same reason I keep a spot open on my crew for somebody starting out. It costs me time up front. It pays back for years."
The program is not a classroom course but a work assignment. New team members shadow licensed electricians on jobs ranging from panel work to service calls, gradually taking on more responsibility. The mentorship track has three components: paired job assignments, where new hires work directly with an experienced electrician until they can handle smaller tasks independently; a path toward licensing, with Hunt tracking each mentee's hours and skills against Maine's requirements so their work counts toward advancement; and regular check-ins, where Hunt meets one-on-one to discuss progress and areas needing attention.
"I don't think you can build a good electrician by just letting them figure it out alone," Hunt said. "You also don't build one by keeping them off real jobs too long. The balance is putting them next to someone who will correct their mistakes before those mistakes cost a homeowner money." This balanced approach is significant because it ensures that mentees gain practical experience while minimizing risks to customers. It also reflects a broader need in the trades for structured on-the-job training that leads to formal credentials.
Hunt's commitment extends beyond a single hire. He plans to keep the mentorship slot filled as the company grows, adding a second mentee position once the workload supports it. Rocky Coastal Electric is not a large company, and Hunt is direct about the program's scale. There will not be a large class of trainees at once. Instead, the commitment is to keep the door open consistently for the Lewiston-Auburn area. "I'd rather do this slow and do it right," Hunt said. "One person who actually becomes a good electrician is worth more to me than filling seats."
The implications of this announcement go beyond one company. In a region where skilled tradespeople are in demand, Rocky Coastal Electric's mentorship model offers a replicable approach for small businesses. By investing time in training, Hunt is not only securing his company's future but also providing opportunities for individuals to enter a stable, well-paying profession. The focus on licensing ensures that mentees can eventually work independently, contributing to the overall workforce. As Hunt put it, the goal is not just a bigger business, but one that gives other people in the area the same kind of start he had.
