For candidates →Technical apprenticeship pipelines
L3, L4 and L6 software engineer / data scientist / DevOps standards. IfATE-recognised, BCS-aligned. Designed for the 50–500-cohort apprentice intakes that scaled tech employers run.
Industries · 03 · 07
Technology: hire for what they’ll build, not what they’ve built.
18 deployments across UK tech — from FTSE-100 enterprise software to Series-B scale-ups. Technical apprenticeship pipelines, product graduate schemes, data-science cohorts. Skills taxonomy aligned to NCSC, ONS and BCS chartership routes; assessment built around realistic technical work, not coding-trivia tests.
Sector at a glance
Built by people who’ve shipped product.
Technology is the sector where the candidates pretend to use AI more obviously than the employers do. Most early-careers tech assessment hasn’t kept up — LeetCode-style problems are now LLM-trivial; take-homes are unscoreable; CVs are sector-aligned but interchangeable.
We assess for the work that won’t change — technical judgement under ambiguity, communication of trade-offs, learning agility on new stacks — rather than skills that AI has flattened.
Deployments
18
UK tech employers using TTP products, from FTSE 100 to Series-B scale-ups.
Cohort scaling
3×
Microsoft UK apprentice scheme: 80 to 240 hires/year, no quality drop.
Endpoint pass-rate
94%
First-year apprentice EPA pass-rate held through 3× cohort scaling.
First-gen hires
+19pp
Increase from 19% to 38% in three intake cycles, no role-profile change.
The sector challenge
Coding tests broke. What replaces them?
Tech early-careers hiring is in an awkward transition. The historical filters don’t work. Computer-science degrees are over-represented in the applicant pool but under-correlated with first-year performance. LeetCode-style problems are now solved in seconds by ChatGPT and Claude. Take-home projects are unscoreable when AI does most of the work. CVs are perfectly sector-tuned and tell you almost nothing about how the candidate thinks.
If a coding test can be passed by a 20-line prompt to Claude, it’s a signal-free filter.
What still discriminates is judgement under ambiguity, ability to communicate technical trade-offs, and learning agility on new stacks. None of those show up cleanly on a CV; all of them show up cleanly during a realistic IWX exercise that mirrors the actual work. That’s where we score. The Assessment Platform converts those signals into ranked shortlists; the Video Interview Platform applies AI scoring to the structured technical interview, with explainability per question; the methodology is published so engineering managers can argue with it.
What we deliver
Six capabilities, designed for technical hiring in an AI world.
Assessment models built specifically around what AI hasn’t flattened — technical judgement, communication, and learning agility. Engineering-manager review on every model before deployment.
Product & engineering grad schemes
Tuned for product, software engineering, data and platform-team grad pipelines. Includes a non-CS-graduate route — about 30% of high-performers in scaled cohorts come from non-CS backgrounds.
Realistic technical work-experience
IWX programmes built around debugging, code review, technical writing and stakeholder communication. Scored by behaviour, not output that AI could’ve produced.
AI-aware assessment
Behavioural signals captured during work, not via coding tests. AI-flagging integrated where candidates use AI inside the platform — we don’t penalise it, we measure how well it’s used.
Structured technical interviews
The Video Interview Platform with explainable AI scoring across structured technical questions. Engineering panels stay consistent; junior interviewers get realtime calibration.
Onboarding to BCS chartership
First-90-days programmes mapped to BCS Chartered IT Professional progression. Particularly relevant for Civil Service Digital, defence and regulated-industry tech employers.
Frameworks & sector standards
Aligned to the skills taxonomies tech hiring teams already use.
The platform is configured against the major UK tech-sector skills frameworks. Particularly relevant if you sell into UK government, run security-cleared roles, or care about chartered IT progression.
For procurement: methodology pack, integration architecture and audit reports available under NDA.
NCSC
Aligned
National Cyber Security Centre cyber-skills framework alignment for security-track roles.
ONS · SOC2020
Aligned
ONS occupational classification for tech roles; competency models mapped per SOC code.
BCS
Aligned
British Computer Society chartership routes (CITP) for graduate and apprentice progression.
DDaT framework
Aligned
Civil Service Digital, Data and Technology profession framework for public-sector tech.
Featured · Microsoft UK
Case study · Apprentice scheme
Microsoft UK: apprentice scheme 3× in three intakes, no quality drop.
Microsoft’s UK technical apprentice scheme grew from 80 to 240 hires per year over three intake cycles on the Talent People platform. Endpoint apprenticeship pass-rate held at 94% through the scaling. First-gen hires rose from 19% to 38% across the same three years. Channel 4’s Immersive Work Experience programme — designed for non-traditional broadcasting-tech backgrounds — delivered an additional 4.4× growth in apprenticeship applications from target schools.
3×
Cohort growth
94%
EPA pass-rate
+19pp
First-gen hires
Trusted by technology teams at
Microsoft
Channel 4
BT
Sky
ARM
Sage
Capita
DXC
Talk to the sector lead
Need to replace coding tests before next intake?
Our tech sector lead is a former engineering manager and a chartered business psychologist. The first conversation usually focuses on what your engineering managers actually want to know about a candidate — and which of those signals AI hasn’t flattened.