Apprenti is for anyone looking for a path and a plan towards a career in tech, focusing primarily on women, veterans, and people of color. If you are 18 years old or older, have a high school-level education, and are eligible to work in the United States for the duration of the program (i.e., I-9 eligible) you can apply for the Apprenti program. Characteristics of successful candidates may include persistence and ability to learn new concepts quickly; collaborative spirit and ability to get along well with a variety of personalities and backgrounds; responsibility and determination to complete the program and get the job done.

No, you do not need a degree to apply—only a high school education is required. That being said, if you have a degree and are having a hard time getting a job in the tech field, Apprenti can help get you in the door. No prior technical experience is required to be accepted into our program.

Apprenti is employer demand-based. Apprenti staff will reach out to candidates to schedule interviews when our hiring partners have openings. Candidates will be selected for interviews based on their occupational interest and location, and when they passed the assessment. There is no set schedule for the frequency of interviews.

The number of available apprenticeships is based on the interest of hiring partners. We add more opportunities on a rolling basis and continue to grow the number of available apprenticeships.

You have 10 days to complete the assessment once you start it.  You can complete one section of the assessment and return later to complete another section, but you must complete all three sections of the assessment within 10 days. If you do not complete all sections within 10 days, you will receive a score of 0 for any incomplete sections.

Yes, you are offered a second chance to retake the assessment. After that, you will need to wait three months to take it again. Each applicant has four total attempts to pass the assessment. We have test prep materials available on our website to help you study. Your highest scores from each assessment area are used to determine your total score. Many applicants need to take the assessment more than once in order to pass, so don’t be discouraged if your score isn’t what you hoped on your first attempt. The score required to pass the assessment is 80.

Yes, you can select the occupations you are most interested in when you create your account. Please only select occupations that are actually of interest to you. You can also choose up to three geographic locations where we have opportunities. Only choose locations where you would be genuinely able to relocate should you be offered an apprenticeship opportunity. We look at your occupational preference and location preference when selecting candidates to interview.

We will enroll you in accelerated full-time classroom-based technical training that will last two to five months. Once you complete training, you’ll proceed to one year of paid on-the-job training with your employer. After graduating from your apprenticeship, you will have the opportunity to qualify for a full-time job at your hiring company.

The technical training period is full-time. You should expect to spend a full 40 hours per week in class, in addition to homework requirements outside of class. Some apprentices will learn faster than others and require more or less time on a weekly basis. Missing class is not advised. Courses are fast-paced and cover a depth of material that makes each lesson difficult to make up if missed. Working part-time during technical training is not a viable option for most apprentices.

You may be able to forgo some or all of the technical training by passing a placement test or showing proof that you’ve previously completed the course. Not all courses have placement tests available, and you may need to retake a course if the course material has been updated since you completed it. Requests to forgo training are evaluated on a case by case basis

The training is currently offered at no cost to apprentices. Expenses are covered by funding from employer contributions, grants, and donations.

Technical training is usually held in a classroom setting but may be delivered online or in a workshop format for smaller cohorts or highly specialized employer requirements. Course material depends on the apprenticeship occupation. For example, if you are training to become a cybersecurity analyst, you’ll take coursework in networks, security and risk management, and intrusion detection/penetration testing/ethical hacking. These topics will be associated with industry-recognized certifications where appropriate. Instructors and employers are aware some apprentices may not have formal tech backgrounds. For this reason, training is designed to be comprehensive so all apprentices can be prepared for on-the-job tasks.

Yes, upon successful completion of technical training, apprentices will transition into their on-the-job training (OJT) position. That being said, apprentices must keep up with their competency benchmarks throughout OJT and behave professionally or they risk the cancellation of their apprenticeship.

Apprenti partners with many companies and institutions around the United States including Amazon, F5, Microsoft, Wayfair, Kroger, Huntington Bank, Harvard University’s IT Department, BlueCross BlueShield, and more. New hiring partners and markets are added as our program continues to grow. While not all of our partners are traditional tech companies, they all have a need for well-trained tech workers.

As a Registered Apprenticeship program, Apprenti sets minimum rates for pay based on location and occupation. These rates are reduced from the normal rate of pay for that occupation in recognition of the fact that apprentices are still learning how to do the job. After six months, apprentices will receive a pay increase if they continue to meet competency requirements. Apprentices are also entitled to health and dental benefits over the course of their job training and potentially other company standard benefits, such as 401(k) retirement savings or a health care savings account.

We ask our hiring partners to plan to have post-apprenticeship full-time employment positions available for each apprentice they take on. However, employers are not required to retain their graduated apprentices.

Review the Apprenti “Navigating the Accommodation Process” and “Disclosing a Disability – Know Your Rights” page to learn more about the accommodation process for candidates and apprentices. If you need accommodation, please contact the Apprenti accessibility team at accommodations@apprenticareers.org or (206) 513-7924.

Apprenti delivers unique Registered apprenticeship programs for tech roles at both non-tech and tech companies. The Apprenti model allows employers to take charge of building their own pipeline of highly-skilled and highly-motivated tech talent. Through registered apprenticeship, Apprenti is able to source, assess, train, and place tech talent in companies at a 30% cost savings over traditionally sourced talent. 85% of our apprentices are from underrepresented groups.

Apprenti works with employers who have tech hiring needs across a wide range of industries — not just tech companies. Among our network of hiring partners, Apprenti serves companies in tech, healthcare, financial services, utilities, higher education, insurance, and more.

A hiring partner is an organization that is ready to solve the greatest challenges facing today’s workforce. The Apprenti Business Development team can help you determine if Apprenti is right for you. Contact us here to get started.

Apprenti is available nationwide! We are an employer-driven model, so we meet your demand where you need us. Contact an Apprenti representative to find out how we can support your long-term hiring strategies and needs.

Registered apprenticeship is a flexible, customized, and integrated in your workforce strategy, and comes with a number of business protections and financial incentives. This Apprenticeship system is a continuous learning and training model that is designed to pass knowledge in graduated steps over a period of time from an experienced employee to someone entering the field with a baseline of technical skills required in the job. Registered apprenticeship focuses on the way people develop skills: through hands-on and formal training. This traditional model dates back centuries and has been proven in trade and now, in technology fields. Registered apprenticeships are proven programs that create a skilled, dedicated workforce.

Apprenti has spent years working nationally with employers, policy-makers, and workforce development organizations to identify what roles and skills companies are looking for to meet their long-term tech talent needs. Today, we have the only end-to-end scalable tech apprenticeship program in the country.

Registered apprenticeship programs offer the opportunity to recruit and develop a diverse and highly-skilled workforce that helps you grow your business. It reduces your bottom line and helps you retain top talent.

Internships offer the chance to experience a job for a short period of time, typically 1-6 months, with a variable structure that may include on-the-job training. Registered apprenticeships are an “earn while you learn” model with competency benchmarks. Apprentices are paid while they learn a skill or trade in the work environment as a means to enter a specific job and career. The commitment is longer-term (at least 1 year) with structured technical and on-the-job training. Successful completion of an apprenticeship results in a transferable, nationally recognized credential certifying competency as a fully qualified worker in that occupational role.

Europe and Asia have adopted apprenticeships in nearly every industry and continue to reap the benefits. In the U.S., Apprenti is part of a national apprenticeship ecosystem that is supported by the federal government. The intent of the U.S. in the elevation of registered apprenticeship programs is to help organizations become more confident posting jobs with the requirement of either a college degree or completion of an apprenticeship. We see a future where organizations will have two talent development pipelines: the university system and registered apprenticeship.

The first part of Apprenti’s program is Related Technical Instruction (RTI) (sometimes referred to as “RSI”, or related supplemental instruction). RTI delivers the technical skills needed for an apprentice to be successful on the job in that particular role. RTI prepares apprentices to complete required certifications and be introduced to industry content that will set them up for success. Apprenti’s RTI is delivered through a variety of contracted training providers for 2–5 months depending on the role.

The second part of the Apprenti program is structured on-the-job training (OJT) with a company-assigned mentor. OJT is roughly 2000 hours and consists of work processes that introduce the apprentice to the greatest depth and breadth of knowledge in that particular role. The company mentors the apprentice while they gain experience to become a fully integrated and productive member of their team.

Yes. An apprenticeship is a job, so apprentices are considered employees. Following each organization’s policies, apprentices are eligible for the same benefits as other employees in their same role. Apprenti can also assist with helping to identify an appropriate job classification code for the apprenticeship role, if needed.

Hiring partners commit to bringing on an apprentice for a 12-month period, after the apprentice has completed their initial 2-5 month technical training. During this period, employers assign a mentor to work with each apprentice, and together Apprenti and your organization work together to develop a 12-month OJT plan which creates the structure needed to ensure that the apprentice receives training to become a valued, long-term hire. Employers also commit to paying the apprentices and evaluating their progress during OJT. Apprentices must adhere to standard employer guidelines.

Employment at the conclusion of apprenticeship is “at-will”, so employers are not required to hire their apprentice post-apprenticeship However, more than 8 out of 10 apprentices receive full-time offers at the completion of their program. Employers find their investment in job-specific apprentice training consistently pays off.

View our available occupations.

Yes. Apprenticeship can be used for incumbent workers and Apprenti has effectively filled middle-skill roles with internal candidates to support the growth of existing employees. Apprenticeships are often successful pathways for upskilling incumbent workers, filling skills gaps across the organization, and planning for skills gaps that can occur due to retirement, departmental layoffs, or mergers and acquisitions

Yes. Consider how much you spend on recruitment, relocation, loss of employees to competitors, and the investment your staff makes to onboard new hires each year. Apprenticeships provide you with a “homegrown” employee, who is trained by experienced employees to your specifications, on your equipment, processes, platforms, and software, all at a reduced wage while they learn.

Studies show a significant return-on-investment from registered apprenticeship programs. Apprentices are 91% more likely to remain employed with a company long-term, reducing recruitment and turnover costs for employers. Investing in apprenticeships also increases the overall quality of work and productivity. To save on training costs, Apprenti seeks out grants and employer tax credits, where applicable, in order to pass those savings on to participating hiring partners.

Registered apprenticeship is a DOL-protected wage class that offers lower pay in exchange for investing in the training of workers who are not yet fully qualified for their positions. During an apprenticeship, wages increase in steps as the apprentice builds skill toward the typical qualifications for the position.

Apprenti sets a minimum required wage, which represents significant savings compared to the starting salaries for fully-qualified workers. Employers are free to set apprentice pay anywhere between the Apprenti minimum and their regular starting salary for the role based on their desired level of savings. Wage savings are invested in the costs of technical training for apprentices and the remainder is realized as cash for the employer. Factoring in these reduced wages and employer contributions to training costs, Apprenti employers typically see payroll costs about 30-40% lower than a regular hire over the 12-month on-the-job phase of apprenticeship.

Review Reasonable Accommodation Information for Managers to learn more.

Intermediaries, such as Apprenti, facilitate apprenticeship requirements on behalf of participating employers. Apprenti offers an end-to-end solution, in which we source, assess, and present candidates, in addition to training and overseeing their placement as tech apprentices. Additionally, we offer a tailored solution that augments any recruiting or training for tech talent your organization already has in place. Under this tailored option, Apprenti makes it easy by managing the day-to-day operations and infrastructure of apprenticeship based on the functions you need us to support.