Our Apprenticeship Programmes

Ada’s delivery model is designed to be low admin for employers.

We can handle recruitment at no additional charge, and can pass approved candidates on to a final stage assessment process. We also support with onboarding and induction so apprentices can hit the ground running and ongoing progress tracking with data sharing.

We also offer ‘full, complimentary line manager training’ (this doesn’t have to take up an entire day, just an hour or so).

Our skills coaches stay in close contact with both the apprentice and their manager to ensure it’s working smoothly. Most employers tell us their managers grow in confidence quickly, and often see wider benefits to team culture and retention.

Many partners also start small (1–2 apprentices) to see how easily it fits before scaling up.

This process is designed to be as light touch as possible for busy employers. 

That’s great, it shows you value apprenticeships. We’re not looking to replace, but to complement.

Ada specialises in digital and data apprenticeships with a strong emphasis on diversity and industry-readiness. Several of our partners (like PwC and HSBC) work with multiple providers, and use Ada to deploy top tier digital talent or strengthen inclusion in their programmes.

We could explore a pilot cohort or niche skill area your current provider may not cover as deeply.

We also have a retention and completion rate, 25% higher than many of our competitors.

Many employers think this at first , but once we review your teams, we usually find great fits in data, software, or tech-enabled entry roles. Some roles may need some blending or looking at closely to ensure they fully align with the apprenticeship standard, but it’s feasible for an IT Consultant pathway level 6 DTSP to sit on any IT team, so this will never really be true!

Our team can help map existing roles against apprenticeship standards and show where apprentices can add value, often supporting existing projects or freeing up senior staff time.
We could also run a short role scoping workshop to identify where apprentices could make the biggest impact.

That’s understandable. Quality does vary a lot across providers.

Ada was founded in partnership with industry specifically to raise the bar. We co-design our curriculum with employers, and every apprentice has a dedicated skills coach and support structure. We’d be happy to share feedback or case studies from companies who joined Ada after a disappointing experience elsewhere and saw a huge turnaround.

Ada’s selection process is also intentionally rigorous. We screen for aptitude, motivation, and potential, not just grades. We can also run our recruitment process with your teams input, so can find the candidates with the traits you’re looking for.

Our apprentices consistently achieve above industry average results, and many progress into permanent roles at leading firms.

We know senior sponsorship is key, and we can provide case studies, ROI data and testimonials from senior leaders at other employer partners who have seen tangible business benefits.

If helpful, we can also join a call with the leadership team or prepare a tailored briefing pack to help you build the case internally.

Apprentices bring lower costs, fresh thinking and loyalty.

Apprenticeships let you ‘grow your own’ talent to your exact needs, and they help diversify your pipeline and strengthen your retention.

We can craft a recruitment process to ensure we get the right candidate, coupled with the programme being focused on real world problem solving, communication and technical fundamentals in the launchpad process before they even start work.

Apprentices also have a dedicated technical skills coach to help ensure consistent development and performance.

Employers often tell us apprentices outperform expectations within their first few months.