The challenge of tech talent demand
The UK’s tech industry is booming, valued at £820 billion, and employs over two million workers. But there’s a challenge—finding enough skilled software engineers to meet demand. Research finds that 93% of technology leaders report difficulties hiring the talent they need. The solution? Early career programmes, such as apprenticeships, that develop individuals with the right skills, mindset, and adaptability to excel in an evolving sector.
The power of early career programmes
Building early careers knowledge requires a long-term approach. Apprenticeships and structured learning programmes provide hands-on experience, tailored industry training, and leadership development which are essential for career success. Corndel’s 2025 Workplace Training Report reveals that the Apprenticeship Levy is being used effectively, with 80% of HR leaders utilising the levy to provide technical skills training to their employees. This demonstrates the growing recognition of apprenticeships as a strategic solution to the tech skills gap.
This investment in structured training aims to create meaningful career pathways for employees, unlocking opportunities and bringing long-term value to businesses. One powerful example of this transformation is Louise Gilligan’s journey into tech.
For many, apprenticeships provide a gateway into tech. Louise Gilligan’s story is proof of what’s possible. She transitioned from a sales role into software engineering through an apprenticeship with a leading property software company in the UK, an opportunity she describes as life changing.
“Completing the programme was massive for me in terms of starting my career in tech. The training, hands-on experience, and mentorship were invaluable. Beyond that, the apprenticeship actually moved me into full-time work. That wouldn’t have been possible otherwise.” – Louise Gilligan
Louise Gilligan's career change: From sales to software engineering
With no coding experience, Louise embraced the challenge of learning full-stack development. Initially drawn to front-end work, she pushed herself outside her comfort zone into backend development, a challenge that ultimately accelerated her learning.
“At the time, it was really difficult. I struggled to grasp backend concepts, and it took me a few years to feel confident working across the full-stack. But one day, everything just clicked.”
Apprenticeships combine the best elements of a traditional computer science degree and an intensive coding academy. Employer-led training provides a structured learning experience that equips apprentices to enter a technical role combined with a front-loaded bootcamp, ensuring they add value from day one. Louise reflects on her experience: “Some companies still value traditional paths like computer science degrees, but many are open to alternative routes. When applying for jobs, ask about diversity and inclusion initiatives. If a company doesn’t have a clear answer, it might not be the right fit for you.”
Why hiring software apprentices makes business sense
Apprenticeships widen the talent pool, bringing fresh perspectives, adaptability, and problem-solving abilities to teams. New figures unveiled from National Apprenticeship Week 2025 find that programmes provide an economic boost to employers, with organisations investing in management apprentices adding an extra 106.1 million in revenues last year in the UK.
When exploring diversity in the sector, research finds that only 9% of UK tech employees come from lower socio-economic backgrounds, highlighting the importance of accessible career pathways. These programmes also promote diversity, helping to address the industry’s well-documented representation challenges.
Diversifying the workplace is imperative to any business, as Gartner’s 2024 research reveals that companies with diverse teams see a 12% boost in performance and a 20% increase in employee retention, emphasising the powerful connection between diversity and long-term success.
For learners like Louise, an apprenticeship developed her technical ability and helped her grow as a leader. “I had to step out of my comfort zone. I facilitated retrospectives, led meetings, and contributed to improving team processes. That experience really helped me stand out as someone who adds value beyond just coding.”
Financially, apprenticeships offer a fully-funded development pathway for in-house tech talent to become tomorrow’s senior developers, making them a sustainable way for businesses to invest in future talent.
The success of early career programmes goes beyond technical training. A strong mentorship culture, leadership development, and a commitment to inclusion create an environment where apprentices and graduates can develop their skills and apply them to the workplace. Research shows that 61% of HR leaders report strong ROI from corporate training in areas like productivity, retention, and performance. In partnership with Corndel, companies have built programmes that support individual career growth while strengthening their talent pipeline.
Recruiting and training non-traditional tech talent
To develop the strongest talent pipelines, businesses must look beyond traditional recruitment methods. Degrees alone are not an indicator of ability or potential. Partnering with coding bootcamps and universities helps businesses discover hidden talent.
Apprenticeships provide an ideal route for career changers like Louise by offering front-loaded technical training followed by ongoing structured learning and one-to-one coaching. This blend ensures new hires have the technical ability and workplace readiness to make an immediate impact.
The challenge for hiring managers, early career leaders, and heads of people is clear: tech hiring needs to evolve. Apprenticeships and structured early career programmes are not just a way to fill immediate vacancies but a long-term investment in tech innovation, inclusion, and business resilience. As businesses grow their digital presence, they can leverage tech apprenticeships to attract and develop new talent while also providing existing employees with opportunities to reskill and transition into new careers.
By integrating apprenticeships into hiring strategies and prioritising early career programmes, companies can create a diverse, adaptable workforce equipped with technical and leadership skills.
As Louise’s journey shows, apprenticeships don’t just create jobs—they launch careers. Investing in talent from the start builds a stronger, more dynamic workforce ready to create the next wave of technological advancements.
Are you thinking of a career in tech? Louise’s advice is simple:
“Get hands-on, build projects, and embrace the learning process. Tech is challenging, but the rewards are worth it.”
