Why Hire a Marketing Apprentice Over a Junior with Experience?

Hiring someone with a year or two of experience feels like the safer option — right?

They already know some marketing tools, have seen a few campaigns, and might even hit the ground running.

But in reality, many employers find that early-career hires can be just as risky — and often more so — than taking on an apprentice.

We should know, we hear stories about this all the time… “I hired a marketing grad with six months of experience, and they left after a week because they didn’t know what to do.”

So, let’s break down both options and why apprenticeships often come out ahead.

The Case for Experienced Juniors

Pros

• They’ve likely used key marketing platforms before (e.g. Meta Ads, HubSpot, Mailchimp).
• They can contribute quickly with minimal onboarding.
• You might see small wins in the early months.

Cons

• Junior marketers with 1–2 years’ experience are among the most transient hires in the industry. Many jump jobs for a pay rise or title change — and recruiters are always in their inboxes.
• It’s common to see candidates 18 months into their career asking for £30k+, even when their skill set is still growing.
• They can bring shortcuts or habits from previous workplaces that don’t fit your culture.
• If they see your business as a stepping stone, they’ll move on as soon as something shinier appears.

The Case for Marketing Apprentices

Pros

• Apprentices grow within your business. They’re focused on completing their qualification and rarely job-hop within the first year.
• You shape how and what they learn. They absorb your tools, voice, and culture from day one.
• Government funding covers most of the training cost — and SMEs often pay nothing. Under-25s also bring National Insurance savings.
• Apprentices earn an industry-recognised CIM qualification alongside hands-on experience.
• You’re developing someone to stay and grow — not just filling a seat.

Cons

• They’ll need guidance early on. A strong training provider should take much of this load through structured coaching and support.

The Reality: Experience Doesn’t Always Mean Stability

We hear horror stories from employers all the time. This is a legitimate experience of one of our clients:

“We hired someone with a year of experience through a recruiter. They looked great on paper — and then left six months later. What makes it worse, we ended up paying a 10% recruitment fee.”

It’s a familiar story. Many early-career marketers jump roles to “learn on the move” or chase a new title. The result? Disruption, wasted time, and another hiring round.

Apprentices, on the other hand, usually stay the course. They’re earning a qualification, developing practical skills, and building loyalty to your business. Ultimately, they feel invested in and 90% want to stay beyond their programme because they see a clear path ahead.

My Take, If It Means Anything…

There’s a misconception in hiring today. Whether it’s a graduate or someone with light experience, employers often expect them to arrive and instantly transform a business’s marketing. That’s rarely how it goes.

I speak with employers who’ve been burned by early-career hires that interview well but struggle once the real work starts. Simply a case of them saying what they want to hear during interviews.

Apprentices bring a different attitude. They’re eager to learn, committed to progress, and focused on building a long-term career — not chasing short-term gains.

If your business has room to develop talent, apprenticeships are the smarter long-term bet.

Final Thoughts

Hiring an apprentice isn’t just about saving money (though it helps). It’s about building loyalty, structure, and staying power in your marketing team.

If you’re tired of watching junior hires vanish before their probation ends, it might be time to rethink your approach. Apprenticeships give you a stable, supported route to develop real marketing capability — and keep it in-house.