01 Talent supply required
To retain 100 technicians, here’s how many people each pipeline needs to start.
164
Talent Factory
starts
starts
vs
1,040
Traditional pipeline
starts
starts
Talent Factory
Stop competing for talent.
Stop competing for talent.
Own the supply.
Arklight builds Talent Factories, a technician supply you own and control, developed to your standard in a fraction of the traditional time.
Get your workforce analysisThe bottleneck in American defense manufacturing right now isn’t capital. It’s talent. Full stop.
Scale production.
Build the talent to match.
The next generation of industrial leaders won’t wait for talent supply to catch up with demand. They’ll develop the skilled workforce their production plans require, at the pace and scale their ambitions demand.
Turn workforce supply into a competitive advantage.
Arklight / Supply multiplierAuto-scaling / Illustrative
Workforce supply
12
illustrative units
× 1.0
Input / Production planOutput / Workforce capacity ↗
The talent supply equation
What does the traditional pipeline cost you?
Your numbers
Technicians / yr
$
USD / yr
Aerospace technician median wage, BLS, May 2024.
02 Cost
$2,572,000
Training cost avoided to field the same technicians.
03 Production revenue unlocked
$25,279,500
Value of reaching the job 38 months sooner.
Model assumptions
| Assumption | Traditional (National Average Index) | Talent Factory (targets) |
|---|---|---|
| Training cost per entrant ($) | Public 2-year in-district tuition, College Board | |
| Completion rate (%) | National completion rate, community colleges | |
| Share reaching competency (%) | Certificate holders employed in the occupation, Georgetown CEW | |
| First-year retention (%) | National retention rate, community colleges | |
| Months to independent productivity | First day of training until they work without a mentor. Community colleges, 3.4 years enrolled. | |
| Production constraint realization (%) | 100% means full potential. Use less if other constraints limit output. | |
| Fixed annual Talent Factory setup cost ($) | Not modeled | |
How the numbers are calculated
- Yield = completion × competency × first-year retention.
- Starts = target ÷ yield, rounded up.
- Training operating cost savings = traditional entrant cost × traditional starts − (Talent Factory entrant cost × Talent Factory starts + fixed setup).
- Production revenue capacity brought forward = annual production revenue supported per technician × target × positive difference in months to independence ÷ 12 × production-constraint realization percentage.
What this does not claim
- This simplified scenario is not a revenue forecast or a claim of incremental contract value.
- It does not model cohort phasing, partial productivity, working capital, or revenue recognition.
- It assumes demand exists for the indicated output.
- Traditional defaults are national averages, with the source under each traditional number. Talent Factory figures are Arklight targets, not established results.
- Replace either side with your own data before making decisions. Accounting classification of training expenditure can differ by company.
- This model excludes incremental supervision, recruiting, vacancies, and other indirect costs.
Want this on your real numbers?
Get a custom workforce analysis built around your roles, capacity constraints, and operating costs.
Today, you control none of it.
Owning the supply doesn’t mean owning people. It means holding the decisions that produce them.
Who decides
Traditional pipeline
Talent Factory
Who gets selected
Traditional pipeline
Not you. The school decides.
Talent Factory
You
The competency standard
Traditional pipeline
Not you. The program decides.
Talent Factory
You
How people are assessed
Traditional pipeline
Not you. The school decides.
Talent Factory
You
How much it produces
Traditional pipeline
Not you. Enrollment decides.
Talent Factory
You
Fixing it when it misses
Traditional pipeline
Not you. You find out after you hire.
Talent Factory
You
Our Commitment
You define success. We deliver against it.
Your standards determine what qualified means. Our outcome-based model ties compensation to demonstrated competency, aligning our incentives with the workforce you’re building.