How rethinking talent pipelines with apprenticeships can future proof consultancy firms
The number of apprenticeship-starts is continuing to rise, while the consultancy sector is facing growing pressures around workforce planning. Izzy Miller, head of employer partnerships at Pathway CTM, explores how consultancy businesses can use apprenticeships to address skills gaps, improve retention and access more diverse talent.
Apprenticeships are booming in popularity, with figures for the 2024/2025 academic year so far showing apprenticeship starts have hit 202,520 – up from 200,550 the year before. Traditionally, they’ve been seen as a route into hands-on or vocational careers like construction, hairdressing or carpentry, but that’s no longer the whole picture.
Today, apprenticeships are making serious inroads into consultancy too, giving ambitious young people more ways to break into the industry. Many consultancy employers still aren’t fully aware of the benefits apprentices can bring, but evidence shows that training an apprentice on the job can have a positive impact across a business.
A government survey found that 69% of employers with completing apprentices kept on at least some of them after training, and 61% retained all. By embracing apprenticeships and opening up alternative, skills-focused routes into consulting roles, firms can tap into a more diverse talent pool, close critical skills gaps, and build a more resilient workforce for the future.
Financial gains
Apprenticeships aren’t just a smart option for young people; they make strong financial sense for employers too.
When taking on an apprentice, smaller employers can access government funding which will pay between 95% to 100% of training costs, while larger firms can take advantage of the Apprenticeship Levy to fund programmes.
This funding means taking on an apprentice is far more cost-effective than hiring a traditional full-time employee, while the minimum wage for a first-year apprentice is also lower than that of other employees due to their trainee status.
Not only that, the estimated yearly gain for employers in the UK sits between £2,500 and £18,000 per apprentice during the training period. While learning new skills on the job, apprentice outputs tend to surpass their costs, proving their value even more.
Investing in apprenticeships makes clear financial sense for those in consultancy looking to bring in new talent and gives the apprentices themselves the chance to earn while they train, something not possible through other educational pathways.
Widening the talent pool
Apprenticeships also open doors to people who might otherwise be closed off to certain careers.
Many consultancy roles have traditionally required a university degree, but that route isn’t realistic for everyone. Tuition fees are continuing to increase and will rise to £9,535 in the 2025/26 academic year. This, coupled with the cost-of-living crisis, means full-time study without work just isn’t feasible for many.
Apprenticeships are therefore a no-brainer for ambitious young people wanting to build their skills while earning. They offer a clear path into consultancy without the debt, letting young people build skills, earn a wage and gain real-world experience all at once.
A recent survey by the Association of Apprentices found that 36% of apprentices said they wouldn’t be working in their current industry without access to an apprenticeship, and this number rises to 40% for those who received free school meals.
By creating apprenticeship opportunities, consultancy employers can access talented, driven individuals who bring a fresh perspective and who might not otherwise have had a way into the sector.
Closing the skills gap
Training on the job means apprentices can learn the specific, practical skills their role requires from day one. That’s invaluable at a time when various industries are facing skills gaps due to rapid tech advancements, lack of training opportunities, and skilled workers leaving their jobs, taking their knowledge with them.
Taking on motivated, ambitious apprentices gives employers the opportunity to mould their development from the very beginning, futureproofing both their skillset and the wider business.
Apprentices can also bring their own skills to the table. Younger workers typically have a tighter grasp on new technology, and their knowledge can benefit colleagues and reduce the need for extra training spend.
Securing a future talent pipeline
Apprentices who feel supported and engaged are more likely to stay with the firm they trained with, and this has clear benefits for everyone. The apprentice will already be familiar with the company, the culture and how things work, saving a huge amount of time and money on onboarding and training. Promoting from within also boosts morale and retention, meaning businesses can create a steady, reliable pipeline of future talent.
If businesses invest in the training and development of apprentices at the start of their careers, they’ll likely see the rewards in the long run with a skilled, confident, workforce that’s ready to grow with them.
Apprenticeships aren’t just for vocational careers anymore, and the sooner the consultancy industry fully embraces that, the better.
Offering alternative routes into these careers helps companies build more diverse teams, bridge skills gaps and save money – all while giving talented young people a real chance at success.
