Technology is transforming industries, but the pressures on employers remain constant: controlling costs, building skilled teams, and retaining talent that can keep pace with innovation. For many companies, the limiting factor isn't technology, it's talent. In fields like cybersecurity, cloud computing, IT, or AI, traditional hiring models often can't keep up, leading to rising costs and project delays.
That's why more employers are turning to tech apprenticeships. Since 2015, apprenticeships have increased by 88%, providing organizations with a proven way to build skilled pipelines, reduce recruiting costs, and enhance retention. These apprenticeships deliver ROI by aligning training to real roles and developing talent that stays and grows within the company.
A Smarter, Cost-Efficient Hiring Model
Hiring through traditional channels can be costly and inconsistent. Employers face high salaries for in-demand roles, agency fees, and long hiring cycles that don't always produce the right talent.
Apprenticeships offer a build-over-buy workforce strategy. Instead of competing for a shrinking pool of senior talent, employers co-develop training with expert partners like Per Scholas and retain control over workforce development. This approach reduces recruiting costs, accelerates productivity, and fosters more resilient teams. As employers assess performance and progress across apprentice cohorts, it becomes easier to surface internal skill gaps and pinpoint where incumbent technologists can be upskilled or reskilled, keeping teams aligned to evolving technology demands.
Employers that adopt this build-over-buy approach see measurable returns. Nationally, apprenticeship programs generate an average ROI of $1.47 for every $1 invested. That financial impact starts early, as companies reduce recruiting expenses, shorten onboarding time, and decrease early turnover. The Department of Labor reports that employers see more than $22,000 in returns per apprentice on average.
Retention That Strengthens Culture and Cuts Costs
One of the clearest advantages of apprenticeships is their impact on company retention. More than 90% of apprentices remain employed after program completion, a figure that far outpaces most traditional hiring channels. That retention builds loyalty, strengthens institutional knowledge, and creates a more resilient internal talent pipeline.
Structured mentorship also plays a critical role. By pairing new technologists with experienced employees, companies preserve institutional knowledge while accelerating productivity. Apprentices gain exposure to real business challenges, developing into future leaders with a direct stake in company success.
Major employers have already proven the model works at scale. IBM has seen apprenticeship retention rates of 94%, with many technologists advancing into senior roles. Twilio reported that 90% of apprentices who converted to full-time positions were still with the company two years later, and many remained beyond the four-year mark, a testament to long-term engagement and cultural alignment.
Apprenticeships provide a clear and consistent pathway for organizations to develop a long-term workforce that meets their specific needs.
Faster Ramp-Up, Real Results
Apprenticeships also drive stronger productivity gains compared to traditional hiring. Because programs combine structured technical training with hands-on learning, apprentices ramp up faster and begin contributing earlier. This reduces onboarding lag and accelerates the point at which new hires add real value to teams.
Unlike entry-level hires who often require additional training, apprentices enter the workforce with practical skills, industry-recognized certifications, and direct experience applying those skills in real-world settings. That combination empowers them to step confidently into projects and adapt quickly as technology evolves.
Clear Evidence of Apprenticeship ROI
These outcomes aren't theoretical; they're happening now. Barclays was one of the earliest adopters of Per Scholas' cybersecurity apprenticeship model, embedding apprentices directly into its teams to address critical workforce gaps.
To date, Barclays has hired over 70 apprentices in cybersecurity roles through this partnership. By training technologists on the company's specific technology stack and security environment, the program has helped Barclays reduce hiring costs, accelerate ramp-up time, and maintain a reliable flow of talent for specialized roles.
What began as a targeted strategy to address immediate skill shortages has grown into a sustainable workforce channel supporting both short- and long-term hiring needs.
Take the Next Step
Apprenticeships are reshaping how companies hire, train, and retain technical talent. In a market where the cost of inaction is rising, they offer a proven way to build talent pipelines that deliver measurable ROI, lower turnover, and accelerate productivity.
At Per Scholas, we co-design apprenticeship programs that align with your tech stack and business goals. Whether building a new pipeline or scaling an existing one, our programs deliver measurable ROI, 30-50% stronger retention, and faster time-to-productivity for technologists in cybersecurity, IT, cloud, AI, and more.
If you're ready to explore how apprenticeships can fit into your workforce strategy, schedule a 30-minute working session with our team. Together, we can design a program that builds your future workforce today.