Apprenticeships Create Tech Career Pathways and Close Talent Gaps

You’ve seen it firsthand: The job stays open for weeks, sometimes even months. You’ve rewritten the posting, increased the salary, and expanded the talent search. Still nothing. The right candidate just isn’t there.

You’re not alone. Across industries employers are facing the same growing problem; there simply aren’t enough people with the right skills to do the work. Nowhere is this more urgent than in the tech field. Whether that’s AI, cybersecurity, or data infrastructure, what was once a niche specialty is now business critical across every sector.

According to the CompTIA Workforce & Learning Trends report from 2024, the skills gap is a present day operational risk. Employers expect that 20-25 percent of projected 2025 hiring will stem directly from skills gaps. In cybersecurity alone, 43 percent of employers say these gaps are actively slowing down their progress.

The challenge becomes even more complex for HR teams, many of whom are recruiting for roles that didn’t exist five years ago. According to CompTIA, half of HR professionals are now laser-focused on identifying skills gaps and figuring out how to upskill or reskill from within—not just to fill openings but to build sustainable career paths that support long-term retention.

Pathways of Apprenticeship

Registered apprenticeship programs provide employers with a ready-made solution for a career pathway framework to keep their employees’ skills up-to-date and to help ensure new hires can bring value to their employers from day one. According to Investing in Talent Development: Benefits to Employers of Registered Apprenticeships from the American Apprenticeship Initiative U.S. Department of Labor, Office of Apprenticeship, 2022, every dollar invested into an apprenticeship program produces $1.44 value in return for employers. Other benefits include better company culture, greater company loyalty, reduced turnover, and improved co-worker productivity.

But what about employers that lack the budget to even start their own program? Or the businesses that just aren’t large enough to make running their own program cost efficient? Or those whose leadership needs to see proof of concept before making any significant changes to hiring and training practices?

Fortunately, the apprenticeship model is as flexible as it is valuable, and employers that, for whatever reason, are not in the position to develop, register, and sponsor their own program, have the option of hiring apprentices through a partnership with an intermediary organization. Intermediary organizations can be community colleges or four-year universities, trade schools, trade organizations, or workforce development organizations.

These apprenticeship intermediaries take on the work of managing and maintaining the program, allowing employers to benefit from the apprenticeship model while taking on a reduced burden. Employers save both time and money by not taking on the challenge of designing a program from scratch. They receive support in recruiting apprentices and can start hiring apprentices much quicker if they work with an established intermediary. Intermediaries also often offer training for mentors who work directly with apprentices on the job and can help employers set up internal systems for managing and training apprentices on the job.

The benefits of hiring through apprenticeship intermediaries is one of the main reasons American Institutes for Research (AIR) created the Hire Ready Network as a part of its Source & Grow Talent Apprenticeships for Tech initiative funded through the U.S. Department of Labor. The Hire Ready Network is comprised of dozens of intermediary organizations able to operate in states across the country and ready to partner with employers interested in hiring apprentices or upskilling existing workers through apprenticeship. Employers thinking about hiring apprentices have options! Employers can book an appointment to speak with one of AIR’s apprenticeship experts to see which is right for your needs.

To prepare for your appointment, consider your needs and come ready to discuss them with your AIR apprenticeship expert.

• What roles are you finding hardest to fill, or have the greatest turnover? Roles such as tech support specialist, network support technician, cybersecurity support technician, data analyst, software developer, UI/UX design, digital marketing, or others.

• For each role that you identify as having these pain points, what locations and how many positions do you need?

• Is it an option for apprentices to work remotely or would your organization only consider onsite apprentices?

• How soon do you need to fill these roles? How often does your organization have a need for additional talent in these roles?

• Does your organization already have great internal staff training that it prefers to leverage, or would it be ideal for the intermediary to provide all or most of the technical training?

• Do you already have a mentoring program that you can leverage to support your staff in mentoring the apprentices or do you need an intermediary who can support you in developing this aspect of your program?

• Are there existing entry level staff that your organization would like to keep and get on a path to a career in tech?

• What leaders in your organization must buy into training programs to make them successful and sustainable? Do you need support for building internal buy-in?

In your initial meeting with an AIR apprenticeship expert you will explore if building and registering your own proprietary program is the best fit for you, or if you can benefit by leveraging an intermediary to reduce the administrative and programmatic burden. Following your initial appointment with AIR you will be connected to an AIR coach to build your own program or provided with information on the intermediaries that best fit your needs. You will select which intermediaries you’d like to meet, and AIR will facilitate an introductory meeting. These services provided by AIR are at no cost as they are provided under the previously-mentioned contract.

The introductory meeting will provide an opportunity for you to “interview” each intermediary to learn directly from them what specific services they provide, information on technical training, structure, program length, any fees they may charge, and others. You will have the choice of whom to move forward with, and when you decide to hire or train existing employers with an intermediary you will be asked to complete an employer acceptance agreement with each intermediary your organization chooses to partner with.

The Source & Grow Talent Hire Ready Network provides a wide variety of occupations, locations, and models, so employers will be better able to find the program that is right for them. Some of these Hire Ready Network partners are ACI Learning Tech Academy (ACI Learning), Per Scholas, Cyber Up, American Apprenticeship Work, Goodwin College of Professional Studies at Drexel, Learning Alliance, Clear Digital Labs, and United Youth of America.

Providing Lifelines to Employers

The apprenticeship intermediaries in the Hire Ready Network make it possible for employers to rapidly deploy and scale apprenticeship programs by offering capacity, expertise, and key relationships with education and workforce providers.

These apprenticeship intermediaries act as the interface between multiple employers and the government by serving as the “sponsor” for an apprenticeship program registered with a recognized registration agency. Hire Ready Network intermediaries fulfill additional roles like delivering the related instruction for apprentices and/or providing supportive services, such as transportation, books, supplies, and childcare to help the apprentice successfully complete the apprenticeship. Employers handle hiring apprentices (either directly or as a contractor) and for paying wages to their apprentices. Employers select individuals to serve as mentors to apprentices and provide on-the-job training and work supervision.

Hear how employers are benefiting from the Hire Ready Network in the “Opt in to Apprenticeship Employer Panel.” Employers across the nation are unlocking access to tech talent through apprenticeships. In this episode, Claire Ross, talent development and recruiting for Miller Electric, and Jim Snyder, cyber security manager at the Federal Reserve Bank of St. Louis, share their success with apprenticeships in a panel discussion with moderators Tony Bryan, executive director of CyberUp, and Charile Cornish, co-founder of American Apprenticeships Work.

Employers can benefit from working with apprenticeship intermediaries in the following ways:

• Time saved by not having to design and register a program from scratch, since the intermediary’s apprenticeship program is already registered with the U. S. Department of Labor or a State Apprenticeship Agency

• Established relationships with educational providers

• Established relationships with organizations who can provide supportive services to apprentices

• Simplified processes for setting up internal systems to manage and mentor apprentices

• Mentor preparation and training

• Apprentice recruitment support, often with specialized focus on underrepresented populations

• Apprentice tracking and reporting support

Information or direct access to funding to help offset the start-up or other costs of the apprenticeship

These apprenticeship intermediaries broaden the aperture for untapped talent, enabling employers to access new pools of candidates seeking opportunities in tech. This approach helps employers find skilled workers who they might not reach through traditional hiring methods. Additionally, they work with employers to identify current workers who have demonstrated the aptitude and attitude to be successful. Apprenticeship provides an excellent career pathway and retention strategy.

For example, ACI Learning’s apprenticeship program has partnered with 150 businesses to help train apprentices in cybersecurity, audit, and information technology, providing apprentices with CompTIA certifications, a global standard in tech certification.

“Registered apprenticeships are more than training programs—they’re strategic partnerships that help employers’ close critical talent gaps while building a stronger tech workforce,” said Chris Young, Director of Strategic Partnerships for ACI Learning. “By aligning employer needs and employee career goals, companies can hire quality talent, along with increasing retention through upskilling current employees.”

Per Scholas is a technical training provider that has focused on high-growth tech careers for more than 30 years.

“Per Scholas is dedicated to closing the technology skills gap by equipping employers with highly trained talent,” said Terence West, senior director of apprenticeships, who leads apprenticeship partnerships and programs for Per Scholas. “Our 12-month Cybersecurity Registered Apprenticeship combines rigorous technical instruction, hands-on experience, and professional development, leading to industry-recognized certifications. Through our partnership with AIR, we’re helping businesses build stronger cybersecurity teams while creating meaningful career pathways for aspiring technologists.”

Hire Ready Network intermediaries support employers by providing:

• An onboarding process. The intermediary will help the employer set up the apprenticeship internally, including preparing staff and mentors and setting up needed processes to ensure a smooth launch of the program.

• A comprehensive training plan. The intermediary will provide an apprentice training plan and schedule for coordinating related instructional coursework and on-the-job training.

• Recruiting support. When the employer is ready to hire its first apprentice, the intermediary will post the job opening and will help recruit candidates either internal to the company, externally, or both. Many intermediaries also help assess and screen candidates and coordinate interviews with the employer.

• Apprentice support. Once an apprentice is hired, the intermediary will provide support to the employer and apprentice throughout the training process as the apprentice acquires the skills necessary to progress in the occupation.

View this Source & Grow Talent Talks podcast “Get Ready to Hire: Expert Panel,” to hear from three of our network intermediary partners that create and manage apprenticeship programs for employers. These organizations bridge the gap between employers and apprentices by providing expertise, training, and overall management. Learn how apprenticeship intermediaries do the heavy lifting for you, making it easy for employers to hire, reskill, and upskill tech talent through apprenticeships. Panel: Jessica Randall, Apprenticeship Program Manager, Goodwin College of Professional Studies; Chris Young, Director of Strategic Partnerships, ACI Learning; Ruth Tirado, Director, Learning Alliance. Moderated by: Brandon Church, Founder and CEO, Clear Digital Labs.

Although AIR does not charge for its services to help employers connect with the best intermediaries for their specific needs, some of the Hire Ready Network intermediaries may charge a fee and/or tuition if the organization provides the related coursework, depending on the intermediary’s program and funding model. Some intermediaries have philanthropic, government, or other funding to help offset the costs to employers, which can vary widely by location, timing, industry, or recipient.

Partners in the Hire Ready Network have decades of experience in providing training to individuals seeking to increase their skills and employability and partnering with AIR’s Source & Grow Talent initiative has opened new doors and increased the value they bring to their employer partners.

Reskill and Upskill

While the evidence is clear that apprenticeships have an important role in upskilling and reskilling American workers, unless business leaders understand the potential, efforts will fail to take hold in a meaningful way. Having clarity on capacity, cost, and funding opportunities will often fulfill the business case argument for taking the next steps toward hiring apprentices. For most business leaders the ultimate questions when considering a new investment are: “What will I be required to invest?” and “What can I expect in return?” Intermediaries can often help identify the exact costs that employers can expect when beginning this type of effort, considering the resources where capacity already exist, and what resources will be needed for the initial launch of the program, as well as what will be needed to maintain the program over the long run.

Having internal champions is also vital when making a significant shift in internal training and hiring processes, so identifying the stakeholders within an organization that have an interest in and influence over such processes should be the first step toward partnering with an intermediary.

An AIR apprenticeship expert can assist you in determining if you want to partner with an intermediary or create or expand your own program.

Once your organization makes the decision at the leadership level to partner with an apprenticeship intermediary, it’s important to identify an intermediary that aligns with your organization’s business and cultural goals. Organizations should consider the following:

• Alignment with company needs: It’s important to ensure that the intermediary’s services align with the company’s specific needs and goals. This includes understanding the intermediary’s capacity to support the company’s workforce development and management challenges.

• Experience and expertise: Consider the intermediary’s experience in managing apprenticeship programs and their expertise in the relevant industry. This includes their track record of successfully placing apprentices and supporting employers.

• Flexibility and adaptability: Look for intermediaries that offer flexible models to support various types of apprenticeships, whether full-time, part-time, or contingent staffing. This flexibility can help meet the company’s unique requirements.

• Support services: Evaluate the range of support services provided by the intermediary, such as recruitment, training, and ongoing mentorship for apprentices. Effective support services can significantly ease the burden on the company.

• Financial considerations: Assess the financial aspects of working with the intermediary, including fees they may charge and access to funding to defray the costs of apprenticeship programs. Understanding the financial model and potential funding sources is crucial.

• Reputation and references: Check the intermediary’s reputation and seek references from other companies that have worked with them. Positive feedback and a strong reputation can be indicators of a reliable partner.

• Sector or occupation expertise: Some intermediaries specifically work within only one sector, in which they have an incredible amount of knowledge and experience, while others have that same level of knowledge and expertise within apprenticeship itself and can sponsor a wider range of occupations. One is not better than the other, it is important to identify what your needs are.

When partnering with AIR we will help organization navigate these aspects of selecting the best intermediary for its needs. It’s as simple as booking an appointment with one of our apprenticeship experts.

When an organization prefers to design, build, launch and run its own proprietary apprenticeship program, or already has an apprenticeship program and needs help to thrive, AIR can help with that too. This assistance requires a simple form to establish a partnership. Once the form is received the organization will be assigned an apprenticeship expert to serve as its coach and will be provided with access to a series of workshops ranging from program design to marketing, apprentice recruitment, reporting and compliance, to seeking funding. Additionally, they will be provided with an action plan and budget template, and access to the Source & Grow Talent Apprenticeships for Tech Action Center which serves as a central point to access all resources and reach out to apprenticeship experts for assistance.

Organizations can fill critical talent gaps by upskilling and reskilling existing workers and recruiting new hires through apprenticeships. Intermediaries are here to make it easier whether its helping organizations create and expand their programs or connecting them to sponsoring intermediaries, it has never been easier to Source & Grow Talent through apprenticeship.

Don’t Be Left Behind

Since 2015, the number of apprentices in the United States has nearly doubled, and the number of apprentices in tech fields has increased by nearly ten-fold, according to data posted on the U.S. Department of Labor’s (USDOL) apprenticeship website. Over that same period, the USDOL has invested millions of dollars in helping to grow the ecosystem of apprenticeship intermediaries across all industries and has made significant efforts around cybersecurity occupations.

Intermediaries can help smooth the way for businesses seeking expertise in developing and managing apprenticeship programs, and the reputation of many of these intermediaries shows proven track records of providing businesses with the skilled workers they need to thrive.

“You already have a recruiting engine in place,” said Wendy Brors, Director of Strategy at Source & Grow Talent, “Maybe job postings in multiple places, outsourced recruiters, contract-to-hire, acquisitions, employee referrals, internships, campus recruiting, career fairs, and maybe even more. And yet, unfilled openings persist. Apprenticeship opportunities can attract new people to your jobs, your company, and industry because apprenticeship is designed to serve as a bridge for people to learn and demonstrate the skills you seek for your full-time regular positions. Don’t wait for people to discover your jobs and how to get qualified, open the door to them by offering apprenticeship positions, hire those that show aptitude, to broaden the aperture for your search for talent.”

To learn more about how apprenticeship intermediaries in tech occupations may be able to help your business upskill and reskill your workers, visit apprenticeshipsfortech.org.