CDL: Building a Future Talent Pipeline Through Apprenticeships with S&A Academy
Apprenticeships are becoming an increasingly strategic route for employers looking to grow their workforce, strengthen their talent pipeline, and widen access to skilled careers. At CDL Software, the decision to invest in apprenticeships has been driven by a clear purpose: developing early-career talent in a way that supports both business needs and individual progression.
As part of National Apprenticeship Week 2026, we spoke to CDL about why they chose apprenticeships, what it took to implement their S&A programme, and what they would say to other employers considering the same route.
Why CDL chose apprenticeships over recruiting graduates or skilled hires
For CDL, apprenticeships have always been more than an alternative hiring method – they are a long-term investment in building capability and shaping future talent.
As CDL explains:
“We have had a long-standing apprenticeship programme for degree-level learning. However, we wanted to add a Level 4 apprenticeship in line with our ESG strategy of supporting our local community, along with improving social mobility into the technology industry. Our S&A partnership provides an opportunity for school leavers to gain a grassroots pathway into CDL, aligning skills with the company’s needs.
“Apprenticeship routes provide teaching and mentoring for individuals who are new to the tech industry. This way, we can help shape behaviours, technical foundations, and domain knowledge in a way that’s aligned to our business, while also opening the door to people who might not otherwise access tech careers.”
This focus on mentoring and development allows CDL to grow talent from the ground up, ensuring apprentices build the right technical skills while also learning the ways of working and values that support CDL’s teams.
They also highlighted the broader value apprenticeships bring to the organisation:
“Apprenticeships are a valuable way to strengthen and broaden our talent pipeline while also giving early-career individuals a jump start into a tech career, so it’s a win-win.”
Implementing an apprenticeship programme: challenges and solutions
Like any major project, launching an apprenticeship programme comes with challenges, particularly when it comes to laying strong foundations and ensuring the programme is aligned with real workplace needs.
CDL shared:
“Naturally, as with most big projects like starting a Level 4 apprenticeship programme, we had to work to lay the foundation for the programme.”
To overcome this, CDL worked closely with internal subject matter experts and leadership teams to ensure this new programme supported the organisation’s technical requirements and delivery model.
“We worked with SMEs and leadership in the relevant departments to help align S&A’s training content with CDL’s tech stack and ways of working, while ensuring that the programme remained aligned with the apprenticeship standards.”
Once the programme was underway, CDL ensured the delivery remained relevant and responsive by maintaining open communication between everyone involved:
“Now that we’re a few months into the apprenticeship programme delivery, we’ve ensured we keep open lines of communication between the apprentices, the trainer (Fern Corcoran), and the apprentice managers to ensure the content is landing and is relevant to the squads.”
This ongoing collaboration is key to ensuring apprentices gain skills that can be applied directly in the workplace – and that employers see meaningful progress throughout the programme.
Would CDL recommend apprenticeships to other employers?
CDL’s answer is a resounding yes – with one important condition: employers must be prepared to invest in support, mentoring, and guidance.
“Yes, we would recommend apprenticeships, especially if you can commit to providing your apprentices with consistent mentoring, support, and guidance.”
They emphasise that apprenticeships should be viewed as a strategic investment, not just a short-term solution to resourcing:
“You should view an apprenticeship programme as an investment in your community and company’s future.”
And, importantly, that investment can lead to long-term returns for the business:
“By investing in apprentices, you have the potential to see your investment in the form of loyal, business-ready talent and a healthier long-term pipeline.”
Looking ahead: developing AI-ready apprentices
As CDL continues to develop their S&A apprenticeship programme model, they are also exploring how to ensure their apprentices are prepared for the evolving future of work.
They shared:
“We plan to keep developing our programme model and continuing to explore how we can integrate AI-related skills into our programmes so that our apprentices continue to develop their skills as AI-natives.”
This forward-looking approach reflects how apprenticeships can evolve alongside industry needs – ensuring apprentices not only gain strong foundations, but also develop the modern skills needed in today’s tech landscape.
Apprenticeships as a long-term talent strategy
CDL’s approach demonstrates the value of apprenticeships as a structured, supported route into tech careers – while also helping employers build sustainable talent pipelines.
By focusing on mentoring, collaboration, and aligning training to real workplace requirements, CDL is creating a model that benefits both the organisation and its apprentices.
If your organisation is considering apprenticeships as a route to develop future talent, we’d love to support you.
Want to learn more?
Contact S&A Academy at [email protected] or Katia Douglas, Head of Partnerships at S&A via [email protected] to explore apprenticeship programmes and employer support.
Follow us on LinkedIn at https://bit.ly/43TN4Sb for more updates this National Apprenticeship Week
