Most employers we speak to aren’t actively looking for a training provider. They’re dealing with a more immediate issue: marketing either isn’t getting done properly or isn’t happening at all. It’s not a lack of understanding. It’s a lack of time, capacity, and internal capability to execute consistently. That’s the gap, and it’s why employers end up working with us.
It Starts with Output, Not Theory
The biggest concern most employers have is simple: when does this actually start paying off? We recently covered this in more detail in another article.
No one hires an apprentice for the sake of it. They hire because something isn’t getting done.
In practice, most apprentices start contributing meaningful work within one to three months. Graduates often hit that point even faster, sometimes within one to two months. Don’t expect strategy early on. Expect output. Content gets produced. Campaigns get supported. Reporting gets handled properly.
That shift is where the value starts. Senior staff get their time back. Marketing becomes proactive instead of reactive. Work actually moves forward.
In some cases, the impact goes further. We’ve seen clients generate significant increases in leads and revenue from work their apprentices supported. Not because the apprentice is exceptional, but because consistent execution starts compounding when it finally happens properly.
The Talent Isn’t the Risk People Think It Is
Many employers assume hiring junior talent is a gamble. In reality, it only becomes a gamble when the process is poor.
Our candidates are typically a mix of A-level leavers and graduates, leaning slightly towards graduates. They don’t arrive as finished marketers, but they do bring a solid baseline. Strong communication, digital awareness, and some exposure to marketing through education or personal projects.
More importantly, they’ve chosen this route deliberately.
That decision matters. These aren’t candidates casually scrolling job boards for a small pay increase. They’re committing to a career path. That usually leads to better attitude, stronger engagement, and a higher chance they’ll stay.
Employers also avoid the usual CV overload. We filter, screen, and speak to every candidate before they reach interview stage. You’re not starting from zero. You’re choosing from a shortlist that’s already been properly narrowed down.
Hiring Doesn’t Become Another Job in Itself
Recruitment is where most hiring efforts fall apart. It drags on, eats time, and often produces nothing useful. We remove that friction.
Most employers receive a shortlist within seven to ten working days. From there, hiring usually takes four to six weeks, depending on internal processes and notice periods.
The difference comes down to effort. We handle filtering, screening, and early conversations. Employers focus on interviewing candidates they actually want.
In reality, that saves several hours per hire. More importantly, it removes the frustration of doing all the work and still ending up with poor options.
The Training Only Works If It Shows Up in the Role
Many apprenticeship programmes fail because training sits separate from the job. Learners complete tasks, but nothing feeds back into their actual role.
We don’t work like that.
The delivery format itself is familiar. Workshops, coaching, and e-learning. The difference is application.
We work directly with employers to connect learning to real work. If your business needs support with content, campaigns, or CRM, we build that into development from the start.
Every learner also completes a CIM Foundation Certificate as part of the programme. That adds structure, credibility, and a broader understanding of marketing. It’s not just about picking up isolated skills.
The Real Value Is in What Gets Taken Off Your Plate
Early on, apprentices focus on execution. That’s exactly where most teams struggle.
They handle content creation, social scheduling, reporting, asset production, and campaign support. The kind of work that matters, but takes time. The kind of work that often ends up sitting with someone more senior than it should.
Once that work gets handled consistently, everything else becomes easier. Senior staff can focus on planning and growth instead of being pulled back into execution.
Over time, apprentices develop further. But early value is simple: more gets done, and it gets done properly.
Cost Matters, But It’s Not the Main Point
Cost often grabs attention first.
Most apprentice salaries sit between £15,600 and £20,000. Training is usually fully funded for younger hires in SMEs. Where it isn’t, the contribution remains relatively small.
But the real comparison isn’t salary. It’s the alternative.
Hiring a junior marketer often means higher cost and shorter tenure. Agencies solve output issues, but at a much higher long-term cost.
Most employers we work with save between £6,000 and £10,000 in the first year. More importantly, they build capability internally instead of relying on external support.
Most of the Risk Comes from Poor Setup, Not the Apprentice
When an apprenticeship fails, the cause is rarely the individual.
More often, the role lacks structure, clarity, or direction. That’s where problems start.
We support both sides throughout the process. We help shape the role, guide development, and step in early if things drift.
If it genuinely doesn’t work out, the process is straightforward. An apprentice is still an employee, so normal procedures apply.
With the right setup, most issues never reach that stage.
This Only Works Properly When the Provider Understands Marketing
This is where we differ.
We don’t offer a mix of unrelated apprenticeships. We focus solely on marketing. That’s also why we’re a CIM-accredited provider.
Our delivery team understands the tools, channels, and real challenges businesses face.
That focus allows us to go further. We embed industry-recognised qualifications, tailor development to each business, and move beyond box-ticking exercises.
That depth shows in the results.
It Doesn’t Stop at Hiring
For many employers, this starts with hiring an apprentice. It doesn’t end there.
We also help businesses upskill existing team members. That might include junior marketers who need structure or employees transitioning into marketing roles.
The principle stays the same. Build capability internally instead of constantly hiring externally.
What You’re Really Building
Long-term value isn’t just output. It’s progression.
We’ve seen apprentices move into executive roles, take ownership of key areas, and become genuinely valuable team members. Not just task-doers, but people who understand what they’re doing and why.
Retention sits around 92%. That says a lot.
When someone receives proper training, support, and a clear pathway, they tend to stay.
The Bottom Line
Most businesses aren’t struggling to hire. They’re stretched and lack the skills to execute properly.
Marketing apprenticeships solve both, but only when they’re delivered properly.
That’s why employers choose to work with us. Not because we offer apprenticeships, but because we make them work.
If marketing keeps slipping down the list, this fixes it.
Drop your details in the form and we’ll show you exactly how a marketing apprentice can take work off your plate and start adding value.
Email: info@themarketingtrainer.co.uk
Call: 03301 338666
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