Most companies see AI adoption stall at 20%. The bottleneck isn't the tech; it’s the human capacity to adapt. Discover why Learning Quotient (LQ) is the real predictor of AI success and how to build it.
Strategy is set. Your AI tools are live. Adoption is stalling. Why? Because AI transformation is a people problem, not a technical one. Use this playbook to build the high-LQ capabilities your organisation needs to win.
AI impact fails when leadership steps back after buying the license. Discover what hands-on AI leadership looks like and how to drive real organisational change.
RVU is a group of online companies that work to empower consumers by helping them compare home services and financial products. Their leading brands, Uswitch and Money, exist to empower the consumer to make more confident home services and financial decisions.
RVU had been trying to find a way to bring in early stage engineers with a view to building a pipeline of future technical leaders. In this case study Ryan Greenhall, Engineering Manager at RVU talks about how Makers helped.
Makers connected RVU with skilled career changers, bringing fresh perspectives and problem-solving abilities.
Onboarding
Makers graduates had the technical and soft skills to integrate quickly and contribute from day one.
Growth
RVU gained adaptable engineers committed to growth, strengthening their mentorship-driven environment.
Proven impact
Makers x Holiday Extras
By 2018, Holiday Extras was growing fast - but building a pipeline of exceptional tech talent on the south coast of England wasn’t easy. The business had tried traditional hiring routes, but they weren’t delivering the diversity, agility, or retention they needed.
Agencies were expensive, Industrial Placement schemes filled some of the need. However, Holiday Extras still saw an opportunity to go further in developing engineers into confident, capable leaders.
The focus was clear - find people with potential, and back them to grow and build a career at Holiday Extras.
Onboarding
Makers-trained engineers stand out - learning fast, contributing early, and growing into tech leaders who thrive in uncertainty.
Growth
With a 75% retention rate among apprentices, Makers-trained engineers aren’t just sticking around - they’re progressing to the highest levels of the business.
"Makers apprentices all hit the ground running. Our Makers engineers have been our highest engaged with the teams and with the business."
Gary StevensDirector
"Why Makers? Because they get it. They're masters at turning raw potential into real-world skills."
Mike Yorwerth COO
"One misconception about apprenticeships is that you don’t see value for two years. But our experience is the opposite. From the moment Makers grads join the team, they’re shipping code, contributing to sprints, and adding value."
Peter SaunbyEngineering Manager
"Makers Academy is a Conveyor Belt of Awesome. An ability to teach yourself new things is ingrained into the curriculum at Makers. Deloitte has hired 84 people from Makers in recent years.”
Martin AspeliPartner & COO
“We’re seeing apprentices who started with us now mentoring the next cohort, it’s a full circle. It just works - it’s its own living organism.”
Zara KochPeople Advisor
Working with us
What to expect
Hear from our partners about the immediate impact that Makers apprenticeships are having on their tech teams.
