Recruit an Apprentice

Whether you’re looking to recruit raw talent or develop existing employees, our apprenticeship programmes are designed to give your people the skills they need to thrive in digital and tech roles.

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An apprenticeship is a structured training programme that allows employers to build a skilled and competent workforce. Apprenticeships are an incredible way to recruit and train your future talent while saving on recruitment costs and fixing skills shortages.


Fix Skills Shortages

Skills gaps exist in every industry, but especially so for specialist digital and tech roles. Businesses across the country find it difficult to recruit and retain people with the relevant skills they need to respond to the needs of their customers.

Apprenticeship training is one solution to these skills shortages, enabling employers to build their future specialists from the ground up.

Our combination of Level 3 and Level 4 apprenticeships can recruit and train a fully-fledged IT Support Technician, Network Engineer, Digital Marketer, Content Creator, Software Developer, or Data Analyst between 15 to 22 months while adding tangible value from day one.

Download Employ an Apprentice Guide

Employer Resource


This guide outlines everything you need to know about employing an apprentice. In this guide, we cover:

  • An Introduction to Apprenticeships
  • The Benefits of Hiring an Apprentice
  • The Costs of Hiring an Apprentice
  • Apprentice Wage Recommendations
  • Choosing an Apprenticeship Standard
  • Choosing a Training Provider
  • Creating the Job Description
  • Advertising Your Apprenticeship Vacancy
  • Apprenticeship Interview Tips
  • Choosing the Right Candidate
  • Next Steps & Checklist
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Improve Staff Retention

Apprentices can be a cost-effective way to ease the pressure on a stretched team, increasing capacity while boosting morale. With apprenticeships, you can mould your candidates to fit in with your business needs, values, and culture from the very start.

Given the opportunity, many apprentices choose to remain within the business as full-time members of staff once they have finished their training.

Apprenticeships are an effective way of nurturing loyal members of staff who will continue to benefit your company in the long term.

Download Manage an Apprentice Guide

Employer Resource


This guide outlines everything you need to know about managing an apprentice. In this guide, we cover:

  • Onboarding Your Apprentice
  • Apprentice Employment Rights
  • Setting Goals & Objectives for an Apprentice
  • The Role of a Workplace Mentor
  • Collaborating with Your Training Provider
  • Off the Job Hours
  • Review Calls & Why They’re Important
  • What Happens After the Apprenticeship
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Boost Productivity

According to Government research, 78% of employers say apprenticeships helped them improve productivity.

Once your apprentices have found their bearings within the business, they will be able to alleviate a lot of the stress that a heavy workload can bring to a team. The simplest tasks can often end up taking the most time, as they tend to be frequent.

Having apprentices on the team means that these basic jobs can be taken care of, freeing up the rest of your team to work on higher-level projects.

Apprenticeship Programmes

Save on Recruitment Costs

Even if you can find someone with the skills and experience you need for your business, hiring a senior specialist can come at a cost.

According to research from Glassdoor, the average employer spends around £3000 and 27.5 days to hire a new worker.

Apprenticeships can be a great route to save on recruitment fees, as some training providers – including Baltic Apprenticeships – handle the recruitment process for you, helping you find your ideal candidate free of charge.

Explore Additional Funding Options
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Diversify Your Team

33% of employers say apprenticeships helped improve diversity within their business. While there is still work to be done to improve access to apprenticeships, they can be a powerful tool for increasing minority representation in many sectors, including the tech industry, and enhancing social mobility.

Apprenticeships attract a wide range of people, including young people fresh from school or college, university graduates, and people seeking a career change.

Bringing new faces into the team will bring new ideas and new perspectives to the table and ultimately strengthen your business.

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Apprenticeships offer great value for money and return on investment when recruiting and training your team.

An apprenticeship is an investment – and employers often reap significant rewards. When all costs are accounted for, the average apprentice will generate a net benefit of £2,496 during their training period.

There are various forms of government funding and local authority grant schemes to encourage businesses to invest in skills development and grow the next wave of talent.

Government Funding for Apprenticeships

Apprenticeship Levy

The Apprenticeship Levy is a valuable tool for large organisations that are committed to investing in the growth and development of their people.

Creating a strategy to use your Apprenticeship Levy can help build a skilled and motivated workforce, improve employee retention, and drive business growth.

Although the Apprenticeship Levy is a great way to invest in your team through professional development apprenticeships, it also allows you to recruit new people and build a strong talent pipeline for the future.

Learn about the Apprenticeship Levy

Professional Development

It’s no secret that professional development is a tried and tested way to increase your team’s productivity and performance, increase employee retention and bridge your business’s skills shortages.

With many organisations struggling to retain tech and digital talent in a highly competitive recruitment market, enrolling your team on a professional development apprenticeship could be your solution.

At Baltic, we offer apprenticeship programmes in IT Support, Network Engineering, Digital Marketing, Content Creation, Software Development, and Data Analysis that can level up your team’s capabilities.

Learn More about Professional Development


Grow your own Coding Talent


Develop your IT Department


Boost your Company Engagement


Improve your Business Insights

The support from Baltic has been brilliant, I had reviews with my IT Coach every 6 weeks and they were always willing to help if I had any questions. On these reviews we caught up and discussed what I’d been working on, the structure is of the Baltic Apprenticeship is great.

Sarah Beckett – IT Apprentice

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There’s a way I describe the approach I took in training Sarah, I pushed her out to sea and let her swim but I was always there with a life raft if she needed a hand. With this approach, she’s just gone from strength to strength. I always said to Sarah, give it a go, if you break something I’m pretty sure we can fix it! Now, she stands on her own two feet quite comfortably.

Cimlogic – Managing an IT Apprentice

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If you are ready to grow your business with an apprentice, fill out this form and a member of our team will be in touch to discuss the process. Our recruitment process is completely free and we have a talent pool of candidates actively looking for apprenticeships.

Our recruitment process is completely free! For employers, the only costs of hiring an apprentice are wages and training costs. Training costs depend on the size of your business, and government funding is available.

The cost of our programmes ranges from £11,000 – £18,000, however, the government will fund between 95-100% of this if you do not pay into the Apprenticeship Levy. For businesses that do not pay into the Apprenticeship Levy, the government will fund 100% of the cost of apprenticeship training for apprentices aged 16 – 21 and 95% for apprentices 22 and over.

If you pay into the Apprenticeship Levy, the cost of the programme will be paid in monthly instalments using your Levy funds.

The current National Apprentice Minimum Wage is £6.40 an hour (as of April 2024), regardless of age. For apprentices aged 19 or over, this is raised to the National Minimum Wage for their age group after the first year of training.

We recommend paying more than the National Apprentice Minimum Wage, as a higher wage recognises the value that apprentices bring to an organisation, promotes loyalty and will boost job satisfaction.

If you are an employer with a pay bill of over £3 million each year, you will pay into the Apprenticeship Levy. This means you will have an apprenticeship levy fund that is already ringfenced for training costs.

For smaller businesses that do not pay the Apprenticeship Levy, the Government will fund 100% of the cost of apprenticeship training for apprentices aged 16 – 21 and 95% for apprentices 22 and over.

For eligible SMEs with under 50 employees, the Government can fund 100% of training costs if the apprentice is aged 19-24 with an EHC plan from their local authority.

For all employers, cash grants of £1000 are currently available to take on an apprentice aged 16-18. This also applies to apprentices aged 19-24 with an EHC plan from their local authority.

Apprentices should have a workplace mentor to guide and support them through their apprenticeship. This is someone who can manage the apprentice, delegate tasks, share their knowledge and give guidance. Mentoring an apprentice can be a great way to provide a development opportunity within your team.

At Baltic, our apprentices will also be supported by a Programme Coach, who will provide support and guidance throughout the apprenticeship programme.

Our Coaches ensure that learners are able to apply their knowledge to the workplace and evidence the knowledge, skills and behaviours outlined in the Apprenticeship Standard.

We aim to fill our vacancies within 30 days whilst maintaining our high levels of service. We may already have a candidate in our Talent Pool who is perfect for your business, or we may have to put an advert out which takes a little more time.

Yes, apprenticeships are an accessible, affordable and high quality means of training within the workplace. Our Level 3 & 4 programmes offer ideal professional development routes for upskilling your team.

Check out the programmes we offer to see if they could benefit your team.

For new apprentices, we generally advise starting with a Level 3 programme and upon completion, progressing onto a Level 4 programme to advance their skills and knowledge. In some cases, apprentices may already have industry experience or prior qualifications, making a Level 4 programme a better fit.

We have a talent pool full of bright people across the country! We advertise our apprenticeship vacancies on job boards, on the national apprenticeship website and on social media.

We take a personalised approach to recruitment. Your recruitment consultant will listen to your requirements and look for candidates suited to your role and work environment.

Initially, apprentices will be able to work on a variety of smaller tasks, freeing up the rest of your team to concentrate on more strategic projects. As apprentices complete their technical training and build their knowledge, they will be able to take on more advanced work and become a real asset to your team.

With the right guidance and support, apprentices can become future leaders of your business!

Our technical training is delivered remotely though our SMART Classroom. This modern training method blends lectures, hands-on practice and instructor interaction to create the most stimulating and successful learning environment possible.

At Baltic Apprenticeships, our training sessions are scheduled over 2 days, every 6-8 weeks. This block training approach ensures that learners are able to immerse themselves in their technical training, and are ready to apply their knowledge and skills to the workplace immediately afterwards.

This training approach enables your apprentice to see themselves as a full-time member of your team. Each training block is scheduled in advance to allow you to plan day-to-day workload.

Our technical training is supplemented by regular support and review sessions with your apprentices’ Coach. They will set work-based projects and sign-off portfolio contributions.

As our training is conducted remotely, your apprentice can remain in the workplace whilst on their training days, or complete their training from home. We will send our learners a headset so they can get involved in the conversation with their trainer and other apprentices on the course.

Our technical training sessions occur over 2 days every 6-8 weeks, depending on the programme. During this time, your apprentice will be encouraged to focus solely on their training.

Our technical training is 100% online, so depending on your preferences, apprentices can train from their desk or from home.

Our apprenticeships require approximately 6 “off-the-job” hours per week. This is time during normal working hours where learners can work on their apprenticeship.

Baltic contribute the majority of this through our curriculum. The remainder is made up by employers and includes workplace mentoring, independent study, and any additional training relevant to the role. Of course, our team are always happy to advise on ways to fulfil this training requirement.

For minimum off-the-job hours for each programme, please consult our programme outlines or discuss with our team.

Yes, your current provider should have exit process in place. If you are interested in transferring an apprentice to one of our programmes, please contact us and a member of the team will be in touch to explore this further.