For candidates →STEM schools engagement
220+ engineering-focused secondary schools and FE colleges in the partner network. Sector-specific content libraries; 60% of partner schools sit in DfE opportunity areas or low-progression postcodes.
Industries · 02 · 07
Engineering & manufacturing: build the L3-to-chartered pipeline.
22 deployments across UK engineering, manufacturing and logistics. Apprenticeship-heavy by sector reality and by design — we build Level 3-to-Level 6 routeways that hit retention, support chartership, and start in school. IMechE, IET, RAEng and Engineering Council aligned throughout.
Sector at a glance
Apprenticeship-led, retention-obsessed.
In engineering and manufacturing, the unit cost of a bad early-careers hire is enormous. Two years of apprentice training plus an EPA at the end. That’s why retention — not time-to-fill — is the metric that actually pays for the platform.
We design the pipeline backwards from chartered status: what the candidate will need to demonstrate at L4, L5, L6, then what to assess at L2/L3 selection.
Deployments
22
UK engineering, manufacturing and logistics employers using TTP products.
Apprentice retention
89%
24-month retention on Schneider Electric L3-to-L6 routeway. Industry benchmark: 67%.
Students engaged
38k
Reached by DHL’s 2025 IWX programme; 19% completion (3× sector benchmark).
School partners
220+
Engineering-focused schools in the TTP partner network.
The sector challenge
The pipeline is too narrow, and starts too late.
Three structural problems compound across UK engineering and manufacturing. The candidate pool is too narrow. STEM A-level take-up has been flat for a decade; T-levels are still ramping; the visible engineering brands are not the ones a 14-year-old in a non-engineering family encounters. The candidate pool starts too late. Most early-careers hiring effort lands at age 18–19; by then the choice between engineering and adjacent sectors has already been made. The cost of attrition is asymmetric. A graduate who leaves at month 9 is expensive; a Level 3 apprentice who leaves at month 18 is twice as expensive, because the EPA is a year out.
In engineering, the early-careers question is decided in year 9, not year 13.
The fix is to widen and lengthen the pipeline. We engage at age 14–18 through Schools Engagement and Immersive Work Experience — specifically targeting opportunity-area schools, where engineering brands are least visible. We capture behavioural signal during IWX before applications arrive. We score for the things that actually predict L3-to-L6 progression. And we keep adverse-impact monitoring on through the whole pipeline, because the sector’s historical D&I numbers are not where they need to be.
What we deliver
Six capabilities, designed for multi-year routeways.
Every engagement is structured around the apprenticeship lifecycle: schools engagement at L1/L2 entry, IWX at L2/L3, assessment at L3 selection, retention support through L4–L6 and into chartered membership.
Immersive Work Experience at scale
Branded virtual work experience for ages 14–18 covering CAD, manufacturing process, project engineering, supply chain. DHL ran 38,000 students through its 2025 programme — 3× the sector completion benchmark.
Apprenticeship pipeline tooling
Levy planning, provider matching, candidate marketing and shortlist management. Designed for cohorts of 50–500 apprentices per year across L2 to L6.
L3-to-L6 progression scoring
Behavioural assessment models tuned for engineering apprenticeship progression rather than graduate-scheme bias. Early indicators of EPA pass-rate and chartership progression.
Onboarding to chartership
First-90-days programmes that map to IMechE, IET and Engineering Council professional registration routes. Schneider Electric: 89% 24-month retention vs 67% industry benchmark.
Adverse impact monitoring
Real-time disaggregated reporting on the diversity outcomes engineering as a sector has historically struggled with. Pipeline visibility from year 9 through Engineering Council registration.
Frameworks & professional bodies
Aligned to Engineering Council chartership routes.
Apprenticeship-heavy hiring only works if the assessment maps to where the apprentice is going — chartered membership through the licensed Engineering Council bodies. The frameworks are pre-configured.
Procurement: IfATE-recognised standards mapped per occupation; methodology pack on request.
IMechE
Aligned
Institution of Mechanical Engineers professional registration framework.
IET
Aligned
Institution of Engineering and Technology chartership routes.
RAEng
Partner
Royal Academy of Engineering schools-pipeline programme partnership.
IfATE standards
L2–L6
Apprenticeship standards mapped per occupation: engineering technician, manufacturing engineer, etc.
Featured · Schneider Electric
Case study · Apprenticeship routeway
A routeway from school leaver to chartered engineer.
Schneider Electric runs a Level 3-to-Level 6 engineering routeway across nine UK sites. After two intake cycles on the Talent People platform, 24-month apprentice retention sits at 89% — against an industry benchmark of 67%. The programme was a finalist at the 2025 ISE Awards. Co-designed with the Schneider apprenticeship team, the IET and the TTP schools team.
89%
Retention 24mo
L3→L6
Routeway
9
UK sites
Trusted by engineering & manufacturing teams at
Schneider Electric
DHL
Rolls-Royce
Siemens
BAE
Jaguar Land Rover
Babcock
Network Rail
Talk to the sector lead
Got an apprentice intake to design for 2027 entry?
Our engineering lead came from in-house early-careers at a UK FTSE 100 manufacturer and has run apprentice programmes from L2 to L6. The first conversation is usually 45 minutes, with a tailored design brief as a follow-up. Bring your hardest retention number.