For companies

Hire engineers who
are ready on day one.

Graduate hiring is not a shortage of graduates. It is the distance between what a degree certifies and what your plant, site or product team needs on Monday. We measure that distance and close it — for the people you are about to hire, and the ones you already have.

Long, quiet corridor through a modern office building

The real cost

You are already paying for this gap

A graduate engineer is typically six to twelve months from being independently useful. That time is paid for twice: once in salary, and once in the senior engineer supervising instead of delivering. Neither cost appears on a hiring report.

The gap itself is narrow and consistent — process vocabulary, documentation discipline, the codes and protocols a team is audited against, and the judgement to know which question to ask first. It is the same gap every year, which means it can be closed before the start date rather than after it.

Onboarding is not a cost of hiring. It is the bill for a gap nobody measured.

Three engineers reading test data from a laptop at a workbench

The distance, in six words

From a CV you cannot read,
to an engineer you can deploy.

Every cohort moves through the same five stages, and every stage produces a number you can compare. Nothing about the sequence changes between sectors — only the bar each one is measured against.

  •  

  • GRADUATES

  • SCREENED

  • MEASURED

  • DEVELOPED

  • VALIDATED

  • PLACED

What we run for teams

Four ways in.
One measurement.

Each one starts with the same baseline benchmark, so whichever you buy, you get numbers you can compare across cohorts and across years.

  • Graduate induction cohorts

    Your incoming graduates run the full pipeline before or alongside their first weeks. They arrive on the floor with the vocabulary, the documentation habits and the safety grounding your team would otherwise teach one conversation at a time.

  • Upskilling for engineers you already employ

    Benchmark the team you have, see where the distribution actually sits against the roles you need filled, and run targeted tracks against the gaps that show up rather than a training budget spread evenly.

  • Pre-hire screening and benchmarking

    Assess a shortlist against the baseline before you interview it. You get a comparable number per discipline and a written gap report per candidate, so the interview is spent on judgement rather than on establishing fundamentals.

  • Custom sector tracks

    Where your process, plant or product is specific enough that a sector track is not close enough, we build one against your own competency framework and hand you the assessment evidence with it.

How an engagement runs

Four steps,
and a report at the end.

No open-ended retainer. Every engagement has a defined cohort, a defined benchmark and a document you can put in front of your own board.

  • Engineers seated along a long table, working through written assessments.

    01

    We benchmark the group

    Everyone in scope sits the baseline assessment for their discipline. You get the distribution before anything is designed.

  • Two colleagues sketching a plan on paper beside open laptops.

    02

    We design against your roles

    The cohort's gaps are mapped onto the roles you are filling. Where your competency framework differs from the sector benchmark, yours wins.

  • A cohort in a training room with laptops open, facing a presenter.

    03

    We run it, and you can see it

    Modules, live SME sessions and mock interviews in one workspace. Your sponsor sees progress per person, not an attendance sheet.

  • A laptop showing a cohort progress dashboard with charts.

    04

    You get the evidence

    Starting score, final score, capability-level movement — and what did not move. Including the last part is why the rest is worth reading.

Sectors we cover

Six sectors,
six different bars.

Each track is specified by practitioners who currently hire for that sector. If yours is not listed, ask — allied technical fields are covered case by case.

  • Oil & Gas

  • Chemicals

  • Pharmaceuticals

  • Manufacturing

  • Civil & Infrastructure

  • IT & Technology

What you are buying

The engagement, in numbers

5

Pipeline stages

Screen, Gap Map, Develop, Validate, Place.

8

Discipline tracks

Each specified separately, not one shared curriculum.

6

Sectors

Each with its own hiring bar and its own SMEs.

2

Reports per cohort

The baseline distribution, and the closing evidence.

We do not promise a retention figure or a productivity percentage. What we commit to is a measured baseline, a designed intervention and a report that shows what moved and what did not — including for the people it did not work for.

The next move

Start with one cohort,
not a framework agreement.

Tell us the roles you are filling, the size of the group and when it starts. We come back with a scoped cohort, a benchmark plan and a price — and if the answer is that you do not need us, we will say that instead.

Register your companyEmail the team

  • Answered the same working day

  • Scoping costs nothing

  • Six sectors, eight discipline tracks