One of the biggest myths I have heard surrounding apprenticeships is that they’re only suitable for young people at the very start of their careers. When in reality, apprenticeships are suitable for people at all career stages, from new starters to experienced employees looking to progress, gain confidence, or develop their skills. Understanding this is key to apprentice success. Apprenticeships are built around real job roles Apprenticeships aren’t about starting from scratch. They’re designed to develop skills within real job roles, which means learning adds value from day one. Apprentices apply what they learn directly in their day-to-day work. This makes apprenticeships even more effective for experienced employees who want structured development without stepping away from their day-to-day. Why experience supports apprentice success Being experienced isn’t a barrier to apprenticeship success as people may think; it’s often an advantage. Experienced apprentices bring: Confidence in the workplace Understanding of their role and responsibilities Clearer goals for progression With the right support and structure, experience accelerates learning rather than holding it back. Apprenticeships support progression, not just recruitment Apprenticeships are often associated with recruiting new and young staff. But many organisations use them to: Upskill existing employees Support career progression Improve retention Build leadership capability For individuals, this creates clear development pathways. For employers, it develops staff who are already loyal and knowledgeable about the organisation. What actually drives apprentice success Apprentice success isn’t about age or career stage. It’s driven by: Structured learning that fits around work Relevant, role-based development Consistent support Clear progression When apprenticeships are designed around the individual and their role, success becomes achievable at any stage of a career. Apprenticeships aren’t just a starting point; they’re a progression and development tool. With the right structure and support, they help people grow, boost confidence, and excel in their careers. Talk to our experts To find out about our apprenticeships, or how we work with you to ensure our training meets the needs of your business, give us a call. Call us on: 0330 133 0540 Email us: hello@everythingapprenticeships.com

We’re excited to shine a spotlight on Anaïs Hegarty , one of our own team members at Everything Apprenticeships, who is currently completing the Multi-Channel Marketer apprenticeship  alongside her role as a Customer Success Executive . Anaïs shares what attracted her to marketing, what surprised her most about the apprenticeship route, and how learning while working has helped her grow in confidence and capability. Tell us a bit about you “I’m Anaïs, and I joined Everything Apprenticeships in the summer as a Customer Success Executive. My role is a mix of sales conversations, marketing the organisation and building strong relationships with our customers. No two days are the same, which I love.” Why marketing, and why an apprenticeship? “Marketing plays a role in every business, and during my psychology degree, I became really interested in the psychology behind buying and selling. I've always been involved in marketing outside of work, particularly on social media, and I love the mix of data, creativity, and strategy.” For Ana ï s, the Multi-Channel Marketer apprenticeship offered the ideal balance of theory and hands-on experience. “Apprenticeships make so much business sense, and this one felt like the perfect way for me to develop my skills in a practical, hands-on way.” Learning while working: what surprised you most? Before starting the apprenticeship, Anaïs focused on learning the business - understanding customers, processes, and where she could add value. Once enrolled, she began applying her learning immediately, particularly across social media and improving conversion rates. “I've been pleasantly surprised by how well learning and working fit together, and how much it's helped build my confidence." She also highlights the wider opportunities apprenticeships can offer. “As an apprentice, I've also got involved in the Apprentice Ambassador Network (AAN) , which has helped me step outside my comfort zone, be part of a wider community, and get involved in activities closely aligned with my apprenticeship. I would really encourage others to do the same.” Support that makes a difference One of the most important aspects of her experience to date has been the support. “The support I get is fantastic: not just from my employer, but also from my tutor Nicola (who is incredibly knowledgeable), and I even have my own dedicated skills coach. Knowing I have people I can turn to for guidance and feedback has made the experience really positive.” The combination of workplace and training support has helped her feel confident, supported, and motivated. Skills, structure, and real impact Since starting the apprenticeship, Ana ï s has developed skills that have transformed how she works day to day. “One of the most important skills I've developed is structure and organisation. Planning content ahead of time and aligning activities has made my work much more effective and consistent.” She's particularly proud of a project analysing the full customer journey. “Being able to apply my learning to something that adds real value to the business has been very rewarding.” Everything Anaïs learns from training sessions and activities, she applies straight away to strengthen existing processes in her day-to-day job role. Being both a learner and part of the team Doing an apprenticeship, while also working for an apprenticeship provider, has given Anaïs a unique perspective. “Because I'm a learner too, I understand what apprentices look for, and what supports their experience, which helps me contribute more meaningfully to the work we do.” Being trusted with responsibility has also played a big role in her development. “It's significantly boosted my confidence. I've been able to take ownership of my work, make decisions, and see the impact of what I do.” Looking ahead For Anaïs, the apprenticeship has reinforced the importance of lifelong learning. “It's shown me how important continuous development is and encouraged me to prioritise upskilling through my career.” Her immediate goal is ambitious. “My main goal is to achieve a distinction. After that, I'd love to continue developing by completing another apprenticeship and building my skills further.” Advice for future apprentices Anaïs is enthusiastic about recommending the apprenticeship route - particularly in marketing. “Marketing is all around us, from adverts to social media, which makes the content easy to connect with. Learning more has helped me understand marketing activity outside of work, too. She also highlights the importance of engaging learning experiences. "My tutor Nicola is amazing - all the sessions are super interactive and engaging." When asked to sum up her experience in one word, her answer is simple: “Motivating." And one unexpected lesson that stuck with her? "That Lamborghini doesn't advertise on TV because their target audience isn't watching it - that really stayed with me." Want to be featured? If you're an apprentice and would like to share your story, we'd love to feature you in our 'Meet Our Apprentices' series. Just get in touch with your tutor for details of how to take part.

National data on apprenticeships have delivered encouraging news  for both learners and training providers. The overall achievement rate (Qualification Achievement Rate – QAR) for apprenticeships in England has climbed significantly with important implications for employers, apprenticeships delivery and future growth. Key Headlines In the 2023/24 academic year the achievement rate for apprenticeship standards rose to approximately 60.5%  - up from 54.3% in the prior year. Explore Education Statistics+3FE News+3SDN+3 Volumes of completed apprenticeships (leavers who achieved) also increased, up by around 13% to 174,570. FE News Improvements weren’t just in outcomes: nearly 90% of providers  are now rated “good” or “outstanding”. Onefile+1 The strongest improvement in retention rates was a key driver, with pass rates also increasing. Explore Education Statistics+1 Why this matters These gains are a sign of real progress in apprenticeship delivery — and a positive signal for employers, learners and the skills system. Some of the reasons this improvement is important: For learners , higher achievement rates mean a greater chance of completing their apprenticeship, gaining credible qualifications and moving into meaningful roles or further progression. For employers , strong outcomes mean better returns on investment in apprenticeships, a more stable workforce pipeline and confidence in the training provider network. For the sector , consistent improvements strengthen the reputation of apprenticeships as a credible route, which helps boost uptake, build employer confidence and drive growth. For policy and funding , better outcomes provide evidence that investment in apprenticeships is yielding results — which can support future growth and reform of the system. What’s driving the improvement? Several factors appear to be contributing to this upward trend: Providers are getting better at supporting apprentices through to completion and improvements in retention show this is a focus. Explore Education Statistics+1 The transition to standards (versus frameworks) is now largely complete (99% on standards in 2023/24) which enables clearer benchmarking and accountability. Explore Education Statistics Employer engagement and alignment between training and job roles is improving, meaning apprenticeships are increasingly tied to meaningful roles and outcomes. Oversight and reporting (such as QARs) are being used more effectively, enabling providers and employers to monitor, intervene and improve performance. What this means for employers and training providers If you’re either an employer considering an apprenticeship programme, or a training provider planning delivery, these trends offer both opportunity and challenge: Opportunity : With achievement rates rising, you’re entering a context of growing credibility for apprenticeships. That can help attract talent, enhance employer branding, and secure stronger outcomes for learners. Challenge : Higher benchmarks mean expectations are rising — providers must maintain high support levels, strong employer partnerships and rigorous monitoring to continue driving improvement. Employers must remain committed to off-the-job training, support for apprentices and aligned job roles so that completions aren’t compromised. Action point : Embed early-stage support mechanisms, strong mentoring and employer engagement in your apprenticeship planning. Use the data to benchmark your performance and set improvement targets. Next steps for the sector At Everything Apprenticeships we recommend the following actions for stakeholders: Monitor your outcomes : Regularly review your achievement rates, retention levels and pass-rates. Use them to drive continuous improvement. Strengthen employer-provider links : Ensure the apprenticeship aligns with a substantive job role, has strong on- and off-the-job learning, and that the employer is committed to the apprentice’s completion. Support the learner journey : Intervene early with any apprentice at risk of withdrawal. Retention remains a key driver of success. Benchmark and share best practice : Use the 60%+ achievement threshold as a reference point, target higher standards and share what’s working within the sector. Communicate the progress : Use this data to promote apprenticeships to prospective learners and employers — the story of improvement and quality matters. In conclusion We are witnessing real momentum  in the apprenticeship system. With achievement rates rising, more providers rated good or outstanding, and greater confidence in the route, the conditions are gathering for apprenticeships to deliver even more for learners, employers and the economy. However, the job isn’t done - continued focus on quality, support and employer engagement will be critical if the sector is to build on this progress and drive outcomes even higher. We’ll continue to track the data, share insights that support employers and providers to convert this positive trend into real-world success stories.

A significant government funding change is set to reshape the landscape of higher-level apprenticeships and it could have far-reaching implications for both learners and employers. From January 2026 , under currently proposed changes, government funding for Level 7 apprenticeships  (equivalent to a Master’s degree) will no longer be available to most learners aged 22 and above . Those already enrolled will continue to be funded until they complete their training, but new starts after this date will be subject to the new rules. The change is part of a government strategy to redirect investment towards younger people , with the aim of improving early career prospects and tackling youth unemployment. Why is this change happening? Level 7 apprenticeships have grown rapidly in recent years, offering a debt-free alternative to traditional postgraduate routes. However, government data shows that a large proportion of learners on these programmes are over 25 , particularly in high-cost areas such as law, healthcare, and leadership. By refocusing funding on younger learners, the government hopes to widen access to early career training. But for employers and professionals who rely on Level 7 apprenticeships to upskill, reskill, or progress into leadership roles , the implications could be serious. Who will be most affected? The impact will be felt most strongly in sectors where Level 7 apprenticeships are used for career progression rather than entry routes  — including: Leadership and management (Senior Leader, Operations Manager) Digital and technology (AI Data Specialist, Digital Product Manager) Professional services (Chartered Town Planner, Senior People Professional) Law and healthcare (Solicitor, Advanced Clinical Practitioner) Public sector organisations such as the NHS and local councils , which rely heavily on Level 7 apprenticeships to develop senior staff and specialist expertise, may face additional pressure to fill critical roles without access to funded training routes. What this means for social mobility Level 7 apprenticeships have provided a vital, tuition-free pathway to high-level qualifications , particularly for those from non-traditional backgrounds. According to government data, 85% of Level 7 accountancy and tax apprentices come from state schools. Removing funding for adults risks reversing progress on social mobility  and diversity in leadership  — areas apprenticeships have been helping to address. Without access to funding, many aspiring professionals may struggle to afford postgraduate-level training, and employers could find it harder to develop the talent pipelines they need for future growth. What can learners and employers do now? If you’re considering a Level 7 apprenticeship — or planning to offer one — act soon . Programs that start before January 2026 will still be eligible for funding under current rules, so it’s worth starting conversations early. Learners and employers should also explore alternative development pathways , such as: Level 6 apprenticeships Professional qualifications or Chartered Institute routes In-house learning and development programmes Funded Continuing Professional Development (CPD) opportunities Our view at Everything Apprenticeships At Everything Apprenticeships, we believe in lifelong learning and accessible progression routes  - not just for school leavers, but for professionals at every stage of their career. While this policy aims to support younger learners, it also highlights the need for more flexible funding models  that recognise the realities of modern career journeys - especially for those returning to education later in life or changing professions. We’ll continue to keep employers and apprentices informed as more details emerge, and we’ll be working with our partners to identify the best ways to maintain access to high-quality training and professional development for all. 👣 Next Steps If a Level 7 apprenticeship is part of your career or workforce plan: Speak to us  about options to start before January 2026. Explore alternatives  — we can help you identify funded routes that align with your goals. Stay informed  — sign up for updates on government policy changes affecting apprenticeships. Everything Apprenticeships - helping people discover, design, and deliver training that drives real change.

Hiring the right apprentice is an investment in the future of your business. Hiring an apprentice isn’t just about filling a role. It’s about investing in the future of your business. At Everything Apprenticeships, we know that the key to a successful apprenticeship starts with finding the right  person. That’s why we take the time to get under the skin of your business, so we can match you with someone who’s not just capable, but a great fit for your team, your culture, and your long-term goals. We Start by Listening Every business is different, even within the same sector, so we don’t take a one-size-fits-all approach. Whether you’re a fast-paced startup or a long-established organisation, we’ll work closely with you to understand exactly what you need. That means digging into questions like: What part of the business needs extra capacity or fresh thinking? What skills or capabilities do you want to develop in-house? What kind of person would thrive in your environment? We’ll help you define the role clearly, not just in terms of tasks, but in terms of the value an apprentice could bring now and in the future. It's About Attitude, Not Just Skills Most apprentices won’t arrive with lots of industry experience, and that’s okay. What really matters is their mindset. We screen for candidates who are curious, proactive, and genuinely excited to learn. We’ll never send you someone just because they “tick boxes” on paper. Instead, we look for people who want to grow, who will bring energy to the role, and who see a future with your business. We’ll also help you spot the signs of a high-potential candidate during interviews; the kind of questions to ask; and what to listen for when it comes to enthusiasm, resilience, and a willingness to learn. Soft Skills and Cultural Fit Matter We know from experience that soft skills such as communication, teamwork, problem-solving, and adaptability are just as important as technical skills. These are the things that can’t always be taught but can make or break how well someone fits in and contributes. We take care to assess these qualities before we put anyone forward. And because we’ve taken the time to understand your team and work culture, we’re in a great position to spot candidates who’ll thrive with you — not just survive. Our Recruitment Service: Built Around You When you use our recruitment service, you’re not just getting CVs from us. You're getting a personalised and thoughtful service from people who genuinely care about helping you find the right  apprentice. Because when you find the right apprentice, so do we. We offer this service at no extra cost to our employer partners. Our team manages everything from advertising your vacancy to screening and shortlisting candidates. By the time we send someone your way, you can be confident they’ve been hand-picked with your business in mind. It’s our goal to make the recruitment process simple, seamless, and focused on long-term success for both you and the apprentice. Real Results We’ve matched apprentices to roles in everything from marketing and data to operations and leadership. And time and again, we hear from employers that our approach saves them time, reduces hiring risk, and delivers better results than doing it alone. When you choose Everything Apprenticeships, you're choosing a partner who truly understands that recruitment is about more than filling a gap. It's about shaping your future workforce. We take care, we take time, and we get it right. Ready to find your perfect apprentice? Let’s talk.