Infrastructure Spending and Job Opportunities: What Georgia’s $1.8B I-75 Plan Means for Workers

Hook: Georgia’s $1.8B I-75 plan could be your next career opportunity — if you know where to look

Traffic congestion on I-75 is a pain point for millions of commuters and a business risk for employers across metro Atlanta. Governor Brian Kemp’s January 2026 proposal to invest $1.8 billion to add toll express lanes on 12 miles of I-75 through Henry and Clayton counties is about more than faster commutes — it’s a major jobs story for students, recent grads, and veterans exploring careers in construction, engineering, and logistics.

Quick summary (most important points first)

• Project scale: $1.8B for additional tolled express lanes on I-75 (12 miles) in southern Atlanta suburbs.
• Timeline: Planning & approvals (12–24 months), design & ROW (6–18 months), major construction (3–5 years), phased openings followed by operations.
• Job creation (estimate): Expect roughly 10,000–15,000 direct construction jobs during peak activity and 20,000–27,000 total direct + indirect jobs when supply-chain and induced spending are included (see methodology below).
• Top trades in demand: heavy equipment operators, truck drivers, concrete/asphalt crews, ironworkers, surveyors, inspectors, electricians, civil and transportation engineers, materials testing techs, toll operators, and maintenance staff.
• Best entry paths: Quick Start and Technical College System of Georgia (TCSG) programs, union and non-union apprenticeships, Helmets to Hardhats (veterans), CDL and OSHA 10/30, and FE/EIT prep for engineers.

What Gov. Kemp announced — and why it matters for Georgia jobs (2026 context)

In January 2026 Governor Kemp proposed expanding tolled express lanes on I-75 in Henry and Clayton counties to add one lane each direction on top of the existing reversible lanes. The stated goal is to increase throughput and support Atlanta’s competitiveness as a logistics and business center.

“These issues are also undermining our economic development prospects, with business leaders questioning whether their workers will want to live and commute in that environment.” — Gov. Brian Kemp (January 2026)

From a hiring-market perspective, this proposal arrives in the middle of several 2025–2026 trends: federal IIJA funds continue to flow to states; construction employment is recovering but still facing skilled-labor shortages; and contractors are investing in tech — from drones and BIM to materials monitoring — that shifts some roles toward digitally skilled workers.

Realistic timeline: when jobs appear and what they will look like

Understanding when hiring happens lets students and veterans time training and credentialing to match employer needs. For a project of this size expect four phases and corresponding hiring waves:

Phase 1 — Planning, environmental review, public engagement (0–12/24 months)

• Who hires: GDOT planners, environmental consultants, traffic modelers, public outreach specialists, right-of-way agents.
• Roles that open: contract planners, EAs (environmental assessments), mitigation specialists, survey crews (short-term), and program managers.
• Training to do now: GIS basics, traffic modeling software exposure, public-sector procurement understanding.

Phase 2 — Design, engineering, utility coordination (6–24 months overlapping)

• Who hires: civil and transportation engineering firms, geotechnical teams, surveyors, materials labs.
• Roles that open: design engineers (roadway/structural), EITs, CAD/BIM technicians, survey technicians, geotech technicians.
• Training to do now: FE exam prep (for engineers), CAD/BIM (Revit/Civil 3D), ACI/NICET prep for materials/testing techs.

Phase 3 — Major construction (3–5 years)

• Who hires: general contractors, subcontractors, trucking firms, materials suppliers, unions.
• Roles that open: heavy equipment operators, laborers, concrete crew, paving/asphalt crews, ironworkers, electricians, truck drivers, traffic control techs, inspectors.
• Training to do now: OSHA 10/30, NCCER core, heavy-equipment operator certification, CDL, welding basics, NCCER modules by trade.

Phase 4 — Toll operations, maintenance & long-term support (ongoing after openings)

• Who hires: tolling operators, maintenance crews, ITS (intelligent transportation systems) technicians, asset managers.
• Roles that open: toll operations staff, ITS technicians, maintenance mechanics, inspection teams, roadside services.
• Training to do now: customer-service skills, tolling software familiarity, ITS/SCADA basics, basic mechanical skills.

Job-creation estimates by trade: a conservative, transparent methodology

There are different ways to count jobs from infrastructure spending. To avoid overstating, we use a conservative range based on construction-industry multipliers and project mix:

1. Assume direct construction employment of 6–8 jobs per $1M spent (workers on-site and direct contractors).
2. Apply an indirect + induced multiplier to capture suppliers and local spending, giving a total of roughly 12–15 jobs per $1M.
3. Apply those ranges to $1.8B (1,800 x $1M):

• Direct jobs: 10,800–14,400 (on-site construction and direct contractors)
• Total jobs (direct + indirect/induced): 21,600–27,000

These are estimates. Local factors—procurement choices, how much is awarded to local subcontractors, automation levels, and material sourcing—will shift actual totals. Below is a likely trade-level breakdown during peak construction (use these ranges to target training):

Projected peak employment by trade (approximate shares)

• Heavy equipment operators: 18–22% → 1,944–3,168 direct roles
• Truck drivers and haulers: 12–15% → 1,296–2,160
• Concrete & paving crews (formworkers, finishers, asphalt techs): 15–18% → 1,620–2,592
• Laborers & traffic-control technicians: 10–12% → 1,080–2,016
• Ironworkers & structural crews: 6–8% → 648–1,152
• Surveyors & staking crews: 2–3% → 216–432
• Electricians/ITS & signaling techs: 3–5% → 324–720
• Materials testing & QC inspectors: 2–3% → 216–432
• Civil/transportation engineers, designers, project managers: 8–10% → 864–1,800
• Toll operations & maintenance staff (post-construction): 2–4% (steady-state, longer-term positions)

Use these ranges to prioritize which certifications and experiences will most quickly lead to interviews.

Where students and veterans can plug in — practical programs and partners (Georgia focus)

Georgia already has infrastructure training assets that will scale to I-75 hiring needs. Below are the best places to start, grouped by audience.

For students (high school, technical college, and university)

• Technical College System of Georgia (TCSG): TCSG campuses offer NCCER-aligned programs, CDL training, welding, and construction management certificate stacks. Look for accelerated certificates that align to the project timeline.
• Georgia Quick Start: State workforce training program that partners with employers to create on-the-job training. Ask your college career center about Quick Start partnerships tied to transportation projects.
• Four-year engineering programs: Georgia Tech, Georgia State and regional universities supply civil and transportation engineers. If you’re studying engineering, plan FE/EIT exam timing to make you eligible for entry-level engineering roles during design phases.
• High school CTE pathways: Career and Technical Education programs offering construction tech, CAD, and pre-apprenticeship pipelines with local contractors.

For veterans

• Helmets to Hardhats: National program that connects vets to construction union apprenticeships.
• Georgia Department of Labor veteran services: Priority hiring support, résumé help, and access to on-the-job training grants.
• GI Bill & VET TEC funding: Use education benefits for technical certificates (CDL, welding) and VA-supported tech training.

Where to find apprenticeships and union hiring

• Union Halls & Joint Apprenticeship Committees (IUOE for operators, Laborers' International for general laborers, Ironworkers, IBEW for electrical contracts)
• Registered apprenticeships through apprenticeship.gov — search “transportation/highway” and “Georgia”
• CareerSource Georgia local workforce boards for employer-led pre-apprenticeship cohorts

Skills and credentials that move the needle (fastest ROI)

Employers on highway projects prioritize safety, mobility to job sites, and basic trade competence. Here are the highest-impact credentials and how long they take:

• OSHA 10/30: 2–4 days — Minimum for many sites.
• CDL Class A: 4–8 weeks — Opens truck-driving and hauling roles.
• NCCER Core + trade modules: Weeks to months — Foundation for many craft roles.
• Heavy equipment operator certification: 4–12 weeks depending on program and machine (excavator, dozer, loader).
• ACI concrete field technician: Study + exam — valuable for testing/QC roles.
• FE (Fundamentals of Engineering): 3–6 months study — immediate value for engineering interns and junior design roles.
• BIM/Civil 3D & drone operation: Short courses (weeks) that increase marketability for tech-savvy applicants.

How to structure a 6–12 month upskilling plan (sample pathways)

Two short plans: one for a student entering construction work quickly, and one for a veteran transitioning to heavy-equipment roles.

Student (aim: entry to paving/crew work in 6 months)

1. Month 1–2: Complete OSHA 10 + NCCER core modules (local TCSG campus or community college).
2. Month 3–4: Take focused skills—intro to concrete/paving or welding basics.
3. Month 5: Apply to pre-apprenticeships and seasonal crew roles; secure site-based mentorship.
4. Month 6: Start on-site as laborer/paving assistant; pursue NCCER trade certificates while employed.

Veteran (aim: heavy-equipment operator + CDL in 6–12 months)

1. Month 1: Outreach to Helmets to Hardhats and CareerSource for veteran-specific pathways.
2. Month 2–4: Complete heavy-equipment operator training (4–8 weeks) and CDL training if hauling roles are targeted.
3. Month 5–6: Obtain OSHA 10/30 and begin apprenticeship with IUOE or contractor-led trainee program.
4. Month 7–12: Accumulate seat time for full certification, work toward NCCER modules or employer-specific endorsements.

Application tactics that beat the competition

• Lead with credentials: Put OSHA, CDL, NCCER, and any equipment certifications at the top of your résumé.
• Quantify hands-on time: For operators and drivers, list hours/miles and specific machines.
• Translate military experience: Use civilian equivalents (e.g., “logistics coordinator” for convoy manager).
• Network locally: Attend pre-hire events from GDOT, CareerSource, unions, and local colleges.
• Be flexible on shifts and start dates: Contractors need flexible crews during peak pours and paving windows.

Advanced strategies: how to ride the project into higher-paying roles (2026 trends)

Two developments in late 2025–early 2026 will affect career paths: the increasing use of digital tools (BIM, drones, real-time materials monitoring) and expanded apprenticeship funding. Use these trends to move from entry-level into higher-paying specialist roles:

• Learn BIM/CAD basics: Concrete projects that use digital design need technicians who can read models and link them to field layout using GPS and drones.
• Get familiar with ITS and tolling tech: Post-construction operations will require technicians who understand sensors, cameras, and tolling back-ends.
• Stack credentials: Combine a trade certificate with a short IT/automation course to become a prime candidate for tech-enabled roles.

Where to look for I-75 project jobs (immediate search targets)

• Georgia Department of Transportation (GDOT) career portal and vendor/procurement notices
• CareerSource Georgia and local workforce boards in Henry and Clayton counties
• Union apprenticeship portals (IUOE, LiUNA, Ironworkers, IBEW)
• Contractor career pages — large regional contractors often post openings before projects reach public hiring notices
• Job boards with geo-alerts: Indeed, ZipRecruiter — set alerts for “I-75”, “Henry County construction”, “GDOT”, and specific trades

Risks and what to watch: policy, supply chains, and community response

As you plan your career moves, monitor three risk areas that could change hiring patterns:

• Approvals & lawsuits: Environmental reviews and community litigation can delay construction and shift timelines.
• Materials and labor costs: Steel, asphalt, and concrete price swings affect scopes and subcontractor hiring choices.
• Public vs. private procurement: If more elements are privatized (P3s) hiring may lean on national crews rather than local hires.

Final checklist: concrete steps to capture I-75 hiring opportunities (30–90 day action plan)

1. Enroll in OSHA 10 and an NCCER core module (1–2 weeks).
2. Create job alerts on GDOT and CareerSource Georgia for “I-75”, “highway construction”, and “express lanes”.
3. Contact Helmets to Hardhats or local union halls (veterans) and TCSG career advisors (students).
4. Map credential timeline: choose one quick credential (CDL/OSHA) for 30 days and one longer credential (heavy-equipment or FE) for 90 days.
5. Attend at least one industry hiring event or GDOT public meeting to network with prime contractors and subcontractors.

Conclusion — why this matters for your career in 2026

Georgia’s proposed $1.8B investment in I-75 is not just a transportation upgrade; it’s a multi-year labor market event. For students and veterans especially, the project offers predictable demand across entry-level and skilled trades, plus medium-term opportunities in engineering and operations. The combination of state training programs, apprenticeship expansion, and the technological evolution of construction in 2026 means you can plan a fast, credential-linked path into stable, higher-paying work.

Call to action

Get ahead of the hiring curve: sign up for GDOT and CareerSource job alerts, enroll in an OSHA or NCCER course this month, and subscribe to JobNewsHub’s Georgia infrastructure job updates to receive localized listings and training events tied to the I-75 project.

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