TRAIN LIKE THE TRADE DEPENDS ON IT
Along with our global surface preparation, training and certification expertise, we provide world-class customer service.
FOR TRADESMEN BY TRADESMEN.
100% WOMAN OWNED
25+
YEARS EXPERIENCE
Industrial Coating Inspection
Certified Instructors On Staff
USA
Official U.S. Representative
Corrodere / Train the Painter
WHAT WE WE OFFER
Abrasive Blaster & Coating Application Certification
Our comprehensive program provides world-class training that develops competent abrasive blasting and coating applicators. QCA Certification is the next step – a third-party validation of those skills. It does not replace training, but adds an extra level of assurance and recognition.
Industrial Coating Inspection Courses
We aim to promote widespread professionalism within the coatings industry and among Coating Inspectors globally by delivering training ONLINE and in multiple languages.
Specialist Coating Courses
These advanced Coating and Corrosion Control courses have been written by, and meet the demand from, Coating Specialists worldwide.
NEED CUSTOM TRAINING FOR YOUR TEAM?
On-site scheduling, group rates, and custom curriculum available.
why
us
HERE ARE 40 REASONS:
1. Military Veterans are a Valuable Talent Resource with Us
The military produces tens of thousands of separating service members every year with directly transferable skills — disciplined work habits, safety culture, the ability to follow technical procedures under pressure, and in many cases hands-on experience with coatings, surface preparation, and corrosion control on military assets. We help the civilian coatings industry recruit, credential, or retain them.
2. Nobody Out-Cares Us
Because of our 20+ year experience in the industry we know how valuable it is for you to be able to talk to someone on the phone and get a reply to your emails. You will always get world-class customer service with us.
3. Our Pricing is Not a Barrier
Our Certification training programs carry fees that do not price out small contractors, independent painters, and tradespeople in developing markets. When re-certification, travel, and exam fees stack together, the total cost DOES NOT become prohibitive — especially for workers who are already employed and self-funding.
4. Pricing Transparency
The full cost of our courses is upfront and simple to understand. Course fees, exam fees, application fees, study materials, and renewal fees are not quoted separately. We make it easy for you to budget for achieving and maintaining your credentials.
5. Study Materials are Affordable
Our Reference materials and study guides required to prepare for exams are included with your course registration.
6. Our Online Advantage
Pulling someone off a job site for a week or longer is a significant cost to a contractor, and if it doesn't translate into measurable skill improvement or practical knowledge the worker can apply immediately, the return on that disruption is effectively zero. Taking our courses online is a distinct advantage for you.
7. Geography is Not a Barrier
Our training courses are not concentrated in certain regions, and do not require travel that adds cost and time for contractors and workers in rural or remote markets.
8. No Scheduling Delays
We don't make you wait a month or more to get a seat in a scheduled course. For contractors trying to meet project requirements or workers pursuing advancement, we understand delays have real operational and financial consequences.
9. We Do Not Cancel Courses
Our Courses are not based on minimum headcount and do not get canceled. We do not force students who have already arranged travel, time off, or job site coverage to be left to restart the scheduling process from zero. Repeat cancellations erode trust in the training pipeline entirely.
10. Our Recertification Timelines Align with Industry Work Cycles
Our renewal deadlines are not fixed to calendar dates, but rather to a worker's employment cycle or project schedule.
11. Field Oriented Curriculum
Our programs are not built around lecture and written exams that typically result in credentialed graduates who can pass a test, but struggle to apply knowledge on an actual job site. Real-world application and measurable skill improvement are high priorities to us.
12. Instructor Experience
Our Course quality is rooted in our Instructors who have strong academic backgrounds and extensive field experience. This ensures that students learn what they will actually need in the field.
13. Curriculum Updates
Industry materials, application methods, and surface preparation technology evolve fast, as do we to keep our information relevant.
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14. One Size Does Not Fit All
Our Programs are not generic. We ensure that a seasoned contractor and a new worker receive information that is calibrated to them.
15. Experience is Not Invisible With Us
A tradesperson with 20 years of hands-on coatings experience will not see the same material as entry-level course students will. We have a mechanism for assessing and crediting existing competency.
16. Craft and Compliance Training
Our mission is to develop a more capable tradesperson while helping them with compliance requirements. That orientation shapes everything — the curriculum, the delivery, and the assessment.
17. Feedback From the Field is Valuable
With us contractors, applicators, and inspectors with decades of field experience have a meaningful channel to inform how training programs are structured or updated. The people closest to the work have the most influence here.
18. Practical Credential Gatekeeping
Certification is granted based on written exam performance AND demonstrated field competency. This our reliable mechanism for confirming that a credentialed individual can actually execute the work to standard.
19. Job site-Centric Learning
Our credentialing reflects test performance with job competency. An Applicator who can answer multiple choice questions about surface preparation standards may still be unable to recognize a failing condition in the field.
20. Credentials Reflect Specialization
Employers and specifiers can now have a reliable way to know whether a credentialed worker has relevant experience in their specific application area.
21. Real Continuing Education
The quality and relevance of approved continuing education is a priority. Workers can satisfy renewal requirements with our content that has practical bearing on their actual work. No more checking a compliance box without advancing their knowledge or skill in any meaningful way.
22. Recertification as Development - Not Just Revenue
Our Recertification cycles are not administrative and fee-driven rather than substantively educational. With us, workers will are receiving meaningful training and information.
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23. The Applicator Pipeline Takes Priority
Our training infrastructure invests far more in the people physically doing the work — mixing, applying, finishing, which means you will have more purpose-built training options, more structured career development and institutional support than their inspection counterparts.
24. Recertification as Development - Not Just Revenue
Our Recertification cycles are not administrative and fee-driven rather than substantively educational. With us workers are receiving meaning training and information.
25. Real Connection Between Our Training and Actual Hiring Standards
What our training programs teach and what contractors actually need on a job site are aligned, which helps create . credentialed workers who do not require significant on-the-job retraining before they can perform productively.
26. Language and Literacy Barriers Are Addressed
A significant portion of the industrial coatings workforce operates in a second language or has limited reading proficiency. Our Programs are built to reduce barriers for these skilled workers who are fully capable of performing the work at a high level.
27. Next Generation
The coatings workforce is aging. Retirements are accelerating. Young workers entering the trades are not being recruited into coatings at the rate needed to replace them. The failure to build a sustainable talent pipeline is not just a training problem — it is an existential workforce problem for the industry. We are doing our part to help with this growing problem.
28. Structured Mentorship and Apprenticeship Integration
Traditional certification programs end at the classroom door. But through our extensive network, we can connect newly credentialed workers with experienced practitioners in the field to navigate the gap between what they learned and what the job actually demands.
29. We Attract Experienced Tradespeople to Teach
The industry loses institutional knowledge every time a senior coatings professional retires or exits the trade. We have a system that encourages experienced workers to transition into teaching or mentorship roles.
30. Mobile and Field-Accessible Training Resources
Workers on active job sites have a practical way to access our training and reference material in the moment they need it. With us, learning is not confined to scheduled events removed from the work environment, rather than integrated into the daily practice of the trade.
31. Flexible and Modular Learning Options
Workers on active job sites have a practical way to access our training and reference material in the moment they need it. With us, learning is not confined to scheduled events removed from the work environment, rather than integrated into the daily practice of the trade.
9 MORE REASONS:
32. Military Training and Experience is Valuable to Us
A Navy hull technician or a Marine Corps equipment operator with years of coatings-related work on military assets usually do not start at zero in our credentialing system. Their documented military training, performance records, and field experience carry weight towards certification. We do not treat them as beginners as our system has a mechanism to evaluate what they already know.
33. Transition Timing Does Not Have to Work Against Veterans
Military separation timelines are compressed and unpredictable. Veterans transitioning out of service often have weeks, not months, to identify a career path, access training, and position themselves for employment. Our certification system is not built around month-long scheduling windows and minimum enrollment requirements. We are structurally compatible with the realities of military transition.
34. Our Costs Are Not a Disproportionate Barrier for Transitioning Veterans
Veterans separating from service are frequently in a financially vulnerable period — managing relocation, housing, and family transitions simultaneously. Certification programs with high upfront costs and no flexible payment options place the credential out of reach at exactly the moment when access matters most. GI Bill benefits and other military education funding are often difficult to apply to industry certification programs that aren't structured as accredited academic courses. We are working hard to fix this problem.
35. Veteran-Specific Onboarding and Cultural Bridge
Veterans entering the civilian trades encounter a cultural shift that can be significant. Military work environments are structured, hierarchical, and mission-focused. Civilian job sites vary widely. Our structured onboarding framework acknowledges and bridges that transition. We do not want to see capable veterans disengage or wash out of the trade because of cultural friction that nobody addressed.
36. Training Success Translates to Job Site Safety
When workers are properly trained and credentialed with practical competency, the difference shows up on the job site. Proper surface preparation, correct mixing ratios, adequate PPE practices, and properly applied coatings systems are not just quality successes — they are safety successes. Bridging the gap between what training delivers and what the job requires has a direct line to incident reduction.
37. Safety Culture Is Taught as Conviction - Not just Compliance
To us, safety content is not just presented as a regulatory checklist — OSHA requirements, SDS review, PPE selection. We aim to help produce is a worker who has internalized why safety matters and who will maintain safe practices when no one is watching. Compliance-based safety training produces compliance-based safety behavior, which is the minimum — not the standard the industry needs.
38. Veteran-Specific Onboarding or Cultural Bridge
Veterans entering the civilian trades encounter a cultural shift that can be significant. Military work environments are structured, hierarchical, and mission-focused. Civilian job sites vary widely. Our structured onboarding framework acknowledges and bridges that transition. We do not want to see capable veterans disengage or wash out of the trade because of cultural friction that nobody addressed.
39. Training Succes Translates to Job Site Safety
Veterans entering the civilian trades encounter a cultural shift that can be significant. Military work environments are structured, hierarchical, and mission-focused. Civilian job sites vary widely. Our structured onboarding framework acknowledges and bridges that transition. We do not want to see capable veterans disengage or wash out of the trade because of cultural friction that nobody addressed.
40. Twenty+ Years of In the Field Global Experience