Switch
Switching Gears: Sustainable Team Growth on a Start-up Budget
Switch is an innovative meetings management platform that streamlines operations by eliminating manual processes from enquiry handling and event planning. Like many early-stage tech companies, it operates with a lean team and agile resources. In the early stages of its growth, the business faced a staffing transition when a developer left the team, prompting the need for immediate yet sustainable team expansion.
As a still-developing business with limited financial flexibility, Switch sought an affordable, long-term solution that would enable them to build internal capacity without sacrificing productivity. The answer came in the form of hiring a junior software engineer via NTU’s apprenticeship programme. This allowed the business to continue running at pace, while NTU delivered the structured training needed. Switch could shape the apprentice to suit their tech stack and working style, while mentoring them in-house with minimal disruption. This approach supported growth while keeping the team focused on delivery.
CEO Ross Cox tells us how Switch has empowered growth through degree apprenticeships.
The power of an apprenticeship for us is the ability to hire young, talented people who can make a real contribution to our organization. It’s something that would be very difficult for us to achieve without a program like this.
Ross Cox (CEO, Switch)
Course
Level 6 Digital and Technology Solutions Degree Apprenticeship.
Outcomes
- Increased productivity and innovation from apprentice
- Improved staff retention and succession planning.
- Cultural benefits from embedding a growth mindset across the team.
Combining on-the-job training with academic learning has been a huge benefit. The university coursework laid the foundation with core principles, while the practical experience allowed me to apply that knowledge in real-world scenarios
Victor Pluta, Digital and Technology Solutions Professional Degree Apprentice.
Business Need
Switch needed to expand their software development team while maintaining operational efficiency. With minimal internal bandwidth to provide extensive training, they realised they needed external support to deliver structured learning without overburdening existing staff. They also wanted to avoid hiring candidates who were set in their ways. Instead, Switch hoped to shape motivated individuals who brought fresh perspectives and a long-term commitment to learning and development.
Goals & Objectives
Switch aimed to:
- Build a scalable, long-term talent pipeline.
- Improve team performance and internal knowledge-sharing.
- Support employee development with a structured learning model.
- Find candidates who demonstrate ambition and commitment through the demands of balancing work and study.
Our Approach
Switch chose to partner with Nottingham Trent University (NTU) to offer a degree-level apprenticeship in Software Engineering. The company was drawn to NTU’s academic support, strong mentoring culture, and the opportunity to offer its apprentices a structured route to professional development.
The apprentice, Victor, joined the business as a quiet and reserved team member. At first, his participation in meetings was limited, and the team had concerns about whether it was providing the right environment to help him thrive. Over time, his confidence grew—alongside his technical ability.
Switch provided hands-on mentoring and access to real-world projects, giving their apprentice exposure to a broad range of responsibilities—something not always possible in larger organisations.
As he moved into the second year of the apprenticeship, Victor really came into his own - growing in confidence, actively contributing ideas, tackling complex problems, and contributing in a way that made it clear he was really developing.
Positive Impact
Victor is now considered a mid-level developer and is on track to reach senior level within the next 12 months. He is fixing problems proactively and independently contributing innovative solutions, meaning he is recognised as a future team leader.
Victor is also set to mentor the next apprentice joining the company—a full-circle moment that reflects Switch’s growing internal capacity and the value of investing in early-career talent.
Switch’s apprenticeship programme has delivered:
- Increased productivity and innovation Improved staff retention and succession planning.
- Cultural benefits from embedding a growth mindset across the team.
"We were a start-up, and while we wanted people who were hungry to learn and could grow with us, we couldn’t risk the negative impact on productivity that training someone up ourselves would have on a small team. That’s why it made sense to work with Nottingham Trent University and take on our apprentice"
Ross Cox (CEO, Switch)
Request a call back
If you are interested in finding out more about apprenticeships at NTU and the support available to employers who take on an apprentice, simply enter your details in the contact form below and a member of our Apprenticeships team will be in contact to discuss your options.