7 Jobs With More Openings Than People To Fill Them

Summary of the Video’s Main Arguments (Auto-Generated Subtitles)

The video argues that the U.S. labor market looks “nearly balanced” on paper—about 7.3 million open jobs versus ~7 million unemployed people—but hiring fails in practice due to mismatch between job seekers and openings (e.g., skills, location, and availability). The presenter claims this mismatch appears across multiple industries, where employers report difficulty filling roles, long posting durations, and even resorting to international recruitment.

To support the “chair is empty” thesis—“the ones who win don’t fight the crowd; they go where the seat is empty”—the video presents seven jobs said to have more openings than available workers, including why each role is hard to fill and how people can enter the field.

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Core Framing: “On Paper It’s Even, But Hiring Feels Impossible”

• Nationally, the number of openings and unemployment figures are close, but the presenter argues averages hide major regional gaps.
• Example claim: in South Dakota, there are 41 workers for every 100 open jobs, suggesting many roles can’t be filled locally.
• The video claims small businesses struggle most: 8 out of 10 report few or no qualified applicants.
• It highlights extreme cases, including:
  • One job allegedly has >1 in 4 openings empty
  • Another claims 9/10 employers say hiring is extremely hard
  • One story involves flying in 500 workers from overseas because hiring couldn’t meet demand

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The Seven “Empty Chair” Job Examples

Job 1: Histology Technician (“Tumor Slicer”)

• The claimed shortage is tied to biopsy diagnosis: without properly prepared slides, doctors can’t get results.
• The video cites a survey from the American Society for Clinical Pathology reporting a ~28.5% vacancy rate in lab departments for anatomic pathology.
• Additional claim: once a supervisor slot opens, it can take 12+ months to fill.
• Hiring pathway:
  • The video says a 1-year program can be enough (including an example of a 9-month program at Mayo Clinic).
• The video includes job-posting examples and pay ranges, emphasizing long-lived demand and difficulty staffing the roles.

Job 2: Submarine Ship Fitter/Welder (Shipyard Trades)

Presented as “serious money,” closely connected to defense capacity.

• Key claims:
  • The Navy has ordered submarines, but shipyards can’t find enough labor.
  • A yard (allegedly Electric Boat) is hiring thousands and rapidly expanding headcount.
  • The Navy allegedly spent ~$100 million on recruiting ads targeting welders.
• Entry pathway:
  • Training is described as not requiring prior welding experience.
  • A program in Virginia is described as having tuition-free/low-cost training plus housing support (as claimed in the video).
• The video also claims high early attrition:
  • 50–60% may quit in year one due to shift work and harsh conditions, contributing to ongoing vacancies.

Job 3: Merchant Mariner

Framed as a fit for people who can be away from home for months.

• Key claim: the Maritime Administration allegedly reports a gap between required and available qualified mariners.
• Training pathway:
  • A union apprentice program is described with no tuition and no room-and-board costs on land.
  • Afterward, paid sea time is described, with out-of-pocket costs said to be relatively low.
• The video argues that legal/operational requirements prevent ships from sailing with incomplete crews—so employers keep training and recruiting.
• Compensation is presented as potentially higher partly because food/lodging are covered on the ship, with the tradeoff being time away from home.

Job 4: Semiconductor Technician

A high-profile example is used: TSMC.

• Story claim: TSMC allegedly flew in 500+ workers because staffing was unavailable during expansion (construction/operations).
• The video claims an industry-wide workforce shortage by 2030, with most missing workers in manufacturing/technician-level roles—not only engineers.
• Hiring pathway (as described):
  • A TSMC posting is said to require only a high school diploma.
  • Training is described as paid and lasting 2–4 months.
  • Community-college “quickstart” routes are described as short programs (e.g., 10-day formats).
• The video argues the shortage is mostly about conditions (factory “bunny suit,” remote/desert location, shifts), not education level.

Job 5: Dental Hygienist

Presented as a shortage even with rising graduation numbers.

• Claims:
  • Dentists report significant difficulty hiring hygienists (a high share report very/extremely challenging hiring).
  • Only about 60% of dentists say they have enough hygienists.
  • Even if 2025 produced a record number of new hygienists, the shortage persists.
• The video uses pay and scheduling examples to argue hygienists have leverage (e.g., choosing preferred days).
• Duration emphasis:
  • A two-year associate degree is required, though selectivity and cost vary by program.

Job 6: Tutoring/Coaching (Job or Side Hustle)

Positioned as flexible and scalable—especially if you can find paying students/clients.

• The video argues tutoring/coaching can be built from existing skills:
  • Test prep, certifications, career coaching, fitness, and other niche coaching
• It frames YouTube as a customer-acquisition engine:
  • Create videos → grow an audience → convert viewers into clients

Job 7: Personal Branding / Growth on YouTube (Presenter’s Promotion)

Not framed exactly as a “job” like the others, but the presenter repeatedly steers viewers toward a training/coaching model for YouTube income growth.

• Claims success stories (including a “brother” narrative)
• Offers niche selection and content-improvement tools, including AI giveaways

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Concluding Message

Across all seven areas, the video’s position is that the U.S. labor shortage is real in specific roles, driven by:

• mismatches between people and openings,
• difficult working conditions,
• slow-to-train pipelines,
• and regional imbalance.

The presenter’s practical takeaway is to pursue roles where demand is high and “seats are empty,” then use modern marketing—especially YouTube—to find pathways into training, employment, or clients.

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Presenters / Contributors Mentioned in the Subtitles

• Shane (main speaker)
• Zach (Shane’s brother; cited as making money / case study)
• Magna (kidney nurse; community member)
• Antoine (community member; job-explainer videos)
• Steven (engineer/community member; niche CAD/software channel)
• Dr. Chris (“detox dentist”; community member with a channel)
• Dr. Danny (mentioned as a channel/community example)
• Martha (mentioned as a tennis-coaching example)
• Wall Street Zen (channel example teaching investing)
• Andrea (CMO; marketing/coaching example)
• Nathan Rose (chess-teaching example)
• Seafarers International Union (mentioned re: training program)
• American Society for Clinical Pathology (source for histology vacancy claim)
• Maritime Administration (source for merchant mariner shortage claim)
• TSMC (chipmaker mentioned re: technician shortage/hiring story)
• McKenzie, SEMI, and the National Science Foundation (reports cited for chip workforce shortage)
• American Dental Association (source for dental hygienist shortage claim)
• Electric Boat (shipyard mentioned)
• Newport News (shipyard mentioned)
• Intel (mentioned as participating in quickstart courses)