Pick the bits you want help with.

We surveyed 500 live apprenticeship adverts on the national feed. Two of them said what grades you needed — 0.4%. Every other advert leaves a 17-year-old to guess whether they are wasting their time, and most guess that they are. We write the advert properly: what the job is, what you actually need to apply, and what the first year looks like.

There are hundreds of approved apprenticeship standards and the difference between a Level 3 and a degree apprenticeship changes your cost, your candidate pool and how long before the person is productive. We work out which one matches the role you actually need filled.

Your training provider delivers the qualification and handles most of the assessment paperwork, so the choice matters more than it looks. We shortlist providers on the national register covering your standard in your area, and make the introduction.

Setting up an apprenticeship service account and publishing the vacancy on the national service is a first-time-only hurdle that stops a lot of small employers before they start. We do it with you, once, and then you have it.

Levy or co-investment, what the current incentive payments are worth to an employer your size, and what the wage bill really looks like in year one. We go through it on a call against the current GOV.UK guidance rather than leaving you to read it.

Interviewing a 17-year-old with no work history is a different exercise from interviewing an experienced hire, and the usual questions tell you nothing. We sift the applications, arrange the interviews and give you a structured pack that gets at potential rather than polish.

A mentor, protected off-the-job training time, and a plan for what the role becomes when the apprenticeship finishes. Most apprenticeships that go wrong go wrong here rather than at hiring.

Your listing carries a featured flag that our matching engine weighs when it ranks results. The weight is deliberately capped below how well a candidate actually fits the role, so a featured vacancy can break a tie but never outrank a better match. That cap is the reason students trust the rankings, which is the reason the placement is worth anything.

New vacancies go into our weekly digest to the students whose grades, interests and travel distance match them. Students below a minimum match score are not sent it: a weak match in an inbox teaches people to stop opening our emails, and then nobody sees your next vacancy either.

We run a landing page for every sector and every town with enough live vacancies to justify one. These are the pages that pick up search traffic from people typing "engineering apprenticeships in Manchester" — the point in the journey where someone is looking rather than browsing.

A short campaign across our social channels built around your vacancy and what the job is actually like day to day. School leavers do not read job boards; this is how the vacancy reaches the ones who were never going to search for it.

Every outbound click goes through our own redirect, so we record on our side, with our own timestamp, that we sent this candidate to this vacancy. We tag the link so the same referral shows up in your analytics independently. To be precise about what that proves: it is an auditable referral, not a submission. What happens on your application form is yours to see, not ours to claim.

We run your role specification through the matching engine and hand you a ranked shortlist, each candidate with the reason they scored where they did. Eligibility checks fail open by design: where a grade or a distance cannot be determined we keep the candidate in and flag it as uncertain, because a false exclusion is invisible to you and expensive for them.