Why apprenticeships are a talent strategy, not a backup plan

Less than two years ago, I had never used Microsoft Teams. 

I'd never sent a professional email. I'd never sat in a client meeting, managed a project, written a marketing campaign, or thought I could work for a technology company. 

Today, I coordinate flagship events for senior digital leaders, write marketing campaigns, create content across multiple channels, and work with some of the biggest technology partners in the industry. 

The difference between then and now isn't a university degree. It's an apprenticeship. 

And I think that's something more businesses would benefit from seeing as a genuine route into the workplace. 

University isn't the only route 

I understand why university is the right choice for a lot of people. But it's not the only way in, and for me, it didn't feel like the right fit. Two years on, that's still how I feel. 

Research increasingly backs this up, with a recent study finding that many graduates would have valued more vocational options alongside their degree. 

Some people want to start earning and build up experience straight away. And not everyone is ready to take on years of debt without knowing there's a job waiting at the end of it. 

When I left school, that's exactly what I was looking for. Apprenticeships did come up in conversations about "what's next", just not as naturally as university did. But in some circumstances, an apprenticeship can offer a more effective experience than university. 

What makes an apprenticeship work 

When people hear "apprentice", they often picture someone shadowing colleagues, making the tea, or sitting quietly taking notes. That is part of what an apprenticeship can involve, but it's such a small part of the picture, and it's not really what my experience has looked like at all. 

For me, the biggest factor in whether an apprenticeship works is how integrated you are into the team you join. It means being given genuine responsibility, working alongside people who are willing to help you learn, and having your day to day diversified with new challenges that build confidence over time. Collaboration is at the heart of it, and that's what's made the real difference for me. 

At MSQ DX, I've had broad exposure across the growth function, particularly in marketing and partnerships. Some of that felt daunting to take on at first, but being trusted with it, and having a team around me who wanted me to succeed, is exactly what's built my skills and my confidence. 

Having the right education provider matters too, but it complements the day to day experience rather than replacing it. My coursework gave me the initial context on marketing fundamentals, while my exams, built around portfolio pieces linked to what I'd studied, let me reflect on how much I'd learned and how well I could apply it to the job. 

When companies don't integrate apprentices properly, or don't give them tasks that complement their course, it puts real pressure on the apprentice and doesn't serve the business either. Developing a capable employee only really happens when someone's given real responsibility within a supportive team, combined with learning that complements it properly. 

When it all comes together, like it has for me, it's what moves you forward. I'm proud of the choice I made, and of the qualification and years of hands-on experience I now have in the tech industry as a result. 

It's also reassuring to see that this approach works long after the apprenticeship ends. Our VP of Technology started out on a placement here over a decade ago. Seeing that gives me real confidence there's a genuine path ahead, not just a placement that runs its course. 

The support behind it 

None of this would have worked without proper support in place. I've had a mentor, protected time to study, and people patient enough to answer questions that probably sounded pretty basic at the time. But that's kind of the point of learning: everyone starts somewhere. 

That kind of support is something I think more industries could use more of. One recent study found that 71% of employers felt graduates needed to improve their work-readiness skills, something an apprenticeship helps build in from day one. 

I also haven't been shielded from change. In my first year, the team went through a fair bit of restructuring. I worked with different managers, adjusted to new processes, and had to build relationships across different parts of the business. It felt daunting at the time, but looking back, it probably taught me more about resilience and adaptability than any classroom could have. 

Thinking about a career in tech 

This feels especially relevant when it comes to encouraging more women into technology. When people hear "tech", they often picture developers or engineers, which can be off-putting if, like me, STEM wasn't your strongest subject at school. 

But technology businesses need people with a huge range of skills, from marketing to project management to creative thinking. Many young women don't realise there are careers in technology that align with those strengths and interests, and I certainly didn't. 

Being in tech right now is such an exciting place to be. You're close to the pace of change, particularly with AI reshaping how most industries work, and keeping up with that has been one of the biggest learning curves of my apprenticeship so far. 

Apprenticeships are a good way to show people careers they might never have considered, and to make those industries feel a bit more reachable. You don't need to have it all figured out at 18, you just need somewhere to start. 

What employers can do 

From what I've seen so far, offering an apprenticeship isn't enough on its own. If there isn't proper support and structure behind it, it's harder for anyone, apprentices or the business, to get real value out of it. 

Regular check-ins, being treated as part of a team rather than a temporary extra, meaningful work and clear goals all seem to make a real difference. What's helped me most isn't being reminded that I'm still learning. It's being treated like a colleague while I do it. 

A bigger part of the conversation 

If businesses want to bring in new talent, tackle skills shortages and build more diverse teams, apprenticeships deserve more space in that conversation than they currently get. 

I don't think apprenticeships should be seen as a fallback option. From what I've experienced, they can be just as strong a route into a career as anything else. 

And if more employers are willing to invest in getting the structure right, I think there are plenty of young people out there who'd be ready to follow that path too.