The Multiverse blog

I was at a key transitional point at work, thinking about my next steps. I was torn between leaving my admin role within the NHS or starting a Master’s in Spanish Translation. The pandemic threw a metaphorical spanner in the works and I reluctantly decided against pursuing the Spanish course.

That was when I stumbled upon a one-liner in the hospital bulletin. Something about a data apprenticeship. My interest was piqued. Clicking on the link, I realised it was exactly what I needed to flourish in my current job. At that moment I decided I had to do it. Just a few weeks later I was starting my apprenticeship and I haven’t looked back since.

Now I could tell you all about Excel formulas, programming languages, off-the-job training and assignments, but I want to tell you about the more unexpected benefits of what I now call my ‘Multiverse makeover’.

An apprenticeship has given me self belief

This apprenticeship is helping me remember my value. For a long time, I felt that I was lucky to have a job. Ten years ago, due to personal issues, I was redeployed from my role as a children’s nurse to a more administrative role. This meant a massive pay cut and a massive loss of self-esteem, but I have been able to turn things around and now I’ve realised what an asset I am to the team.

My apprenticeship has made me more confident at work

Everyone has noticed. First, it was one of the secretaries, then the nurses, and consultants. Now even one of the business managers has noticed: I am much happier and much more confident since starting my data apprenticeship. No doubt about it. I’ve found the leader in me I didn’t know was there.

Having a growth mindset is a phrase I’d not heard of until recently, but I am now developing mine. I no longer think I am powerless to make changes to things that affect me. What I used to think were stumbling blocks are now my climbing frame. Whatever role I'm in, my opinion counts and I can take the initiative.

I’ve found my people on an apprenticeship

My apprenticeship at the NHS has been a great opportunity to meet so many fabulous people. My coach, my cohort, the wonderful community team and my mentor have all been a big part of the journey so far. I feel blessed to have met them all. I am thriving in such a positive, upbeat community. There is power in creating a culture of encouragement and letting people know when they have done a good job.

I really get on with my cohort. I love the team I work with, but they aren’t data people and don’t always understand the data challenges I face. My cohort gets me. They know what I am talking about, and help me when I can’t remember which set of brackets to use in python code. They have my back and I have theirs. I would never have met them without the apprenticeship, even though some of them work at the same hospital as me.

A few people in my cohort even speak Spanish, which was a fabulous surprise. I made it my mission to try and insert some Spanish into our bootcamp chats. Even though I was unable to continue my Master's in translation, I still had fun setting the language to Spanish in PowerBI and when we recently covered Natural Language Processing I was excited to discover that it didn’t just apply to English. Thanks to my coach, I also realised learning Python code is not that far removed from learning Spanish.

I feel invested in on an apprenticeship

I had no idea that the Multiverse experience was so immersive. I thought I would just be learning data content. Nerdy stuff to help me at work, but that is not the case at all. I have such a wide range of resources at my fingertips aimed at the whole person.

The amazing resources that are available have challenged and inspired me. I’ve learned so much that has nothing to do with data. I have been soaking up everything about group facilitation, change management, leadership, feedback strategies, and public speaking as well as content on working through menopause, and overcoming procrastination.

My apprenticeship has been life changing

Since the beginning of my programme in September, I no longer feel old, past my best, or stuck in a rut. I have years ahead of me and I am convinced they will be the best years of my life. The impact of my ‘Multiverse makeover’ is propelling me towards a better future full of possibilities.

Multiverse helped me reevaluate what I needed to do and take the next step in my career, later than I expected. My life is fuller. I’ve made best friends, I’m smarter, and healthier. Oh, and by the way, I have even learned some stuff about data, I am doing a data apprenticeship after all.

Different apprenticeship levels are available to suit your goals, whether you're entering the workforce, upskilling in your current role, or developing expertise in your field.

Making an informed choice about your future can set you on the right career path. To help you choose the best option for you, we'll guide you through the following:

• What is an apprenticeship?
• 4 types of apprenticeships
• Apprenticeship levels (Levels 2-7)
• Who can do an apprenticeship?
• Which apprenticeship is right for you?
• How to get an apprenticeship with Multiverse

What is an apprenticeship?

An apprenticeship is a nationally recognised qualification that allows you to earn a wage while you study. With an apprenticeship, you'll upskill, get hands-on industry experience and gain a relevant qualification as part of your paid job.

While completing your apprenticeship, you'll dedicate 80% of your working hours to on-the-job training and 20% to learning—your employer will pay you for both. You'll also receive employee benefits like paid holiday leave.

You can find relevant apprenticeships for most industries. However, the entry requirements and course structure will vary depending on the apprenticeship level and these factors:

• The profession you want to pursue or master
• How long you want to study
• Where you are in you’re career

4 types of apprenticeships

Whether you’re entering the workforce for the first time or you’re an existing employee hoping to upskill, there's an apprenticeship for you.

There are four different categories or types of apprenticeships in England:

• Intermediate (Level 2)
• Advanced (Level 3)
• Higher (Levels 4-7)
• Degree* (Levels 6 and 7)

Apprenticeship types are also sometimes called levels, because they each correspond to a numerical apprenticeship level (Levels 2-7).

Also, the exact apprenticeship terms may differ in other parts of the UK. In Scotland, you'll find Foundation, Graduate, and Modern apprenticeships. Northern Ireland offers Level 2, Level 3 and Higher Level apprenticeships. Wales has similar apprenticeship types to England—the difference is Degree apprenticeships stop at Level 6.

*Degree apprenticeships are only available in England and Wales, but you can apply from across the UK.

Intermediate apprenticeships (Level 2)

Intermediate apprenticeships are a Level 2 qualification which is the equivalent of five GCSE passes. There are usually no qualification-specific entry criteria for Level 2 apprenticeships. However, employers might set job-specific entry requirements.

You'll also need to demonstrate to the education provider that you have what it takes to complete the course. You can show this through your enthusiasm for the subject or industry, relevant career goals or previous qualifications.

Level 2 apprenticeships are helpful if you need a 4 Standard Pass (previously grade C) or equivalent in English, Maths or both at GCSE. (You'll be able to gain Functional Skill equivalents as part of your apprenticeship, opening up more progression routes.)

They're also helpful if you've been out of the education system for a few years and want to build confidence before progressing.

Depending on your industry, job role and other factors, you can finish an Intermediate apprenticeship in 12 to 18 months.

Advanced apprenticeships (Level 3)

Advanced apprenticeships are equivalent to two passes at A Level and they’re classed as a  Level 3 qualification.

You'll generally need a minimum of five passes at GCSE (including English and Maths) or a Level 2 apprenticeship qualification to be eligible. You can also use Functional Skill passes instead of English and Maths GCSEs.

If you live in England, you must stay in education until age 18. Advanced apprenticeships are a good route for those who prefer a work-based alternative to Sixth Form or college.

Level 3 could be a natural continuation after completing a Level 2 apprenticeship. Progressing from Intermediate to Advanced can demonstrate your commitment to professional development and improve your potential career growth.

You can generally finish an Advanced apprenticeship in just over a year to two years. If you’re doing it part-time, it may stretch into three years, but it’s not the norm. For example, Multiverse’s Advanced apprenticeships for business and data literacy only take 13 months to complete.

Higher apprenticeships (Levels 4-7)

Higher apprenticeships cover Level 4, 5, 6 and 7 qualifications. You can achieve anything from a Foundation degree to a Master’s degree.

• Level 4 - Higher National Certificate (HNC), Level 4 NVQ, or the first year of an Undergraduate degree
• Level 5 - Higher National Diploma (HND) or Foundation degree
• Level 6 - Bachelor's degree
• Level 7 - Master's degree

You'll usually need five GCSE passes, including English and Maths or Functional Skill equivalents, to qualify for a Higher apprenticeship. Providers and employers may also consider your Level 3 qualifications (BTECs, Apprenticeships, A Levels or NVQs).

Employers sometimes set their own entry requirements specific to the Higher apprenticeship job role. They might ask for industry-relevant experience or qualifications. You don’t need industry experience to do any of our advanced apprenticeships.

Higher apprenticeships are work-related, vocational alternatives to theory-based study. They're ideal if you'd like a nationally recognised qualification, but becoming a full-time student or starting university doesn't appeal to you.

Higher apprenticeships can take anywhere from two to five years to complete.

Degree apprenticeships (Levels 6 and 7)

Degree apprenticeships cover Levels 6 and 7. Level 6 is equivalent to a Bachelor's degree, and Level 7 is equivalent to a Master's degree. Criteria for Degree apprenticeships vary, but as they're higher level qualifications, employers have specific requirements.

An employer might require you to have a Higher apprenticeship, five GCSE passes with English and Maths, or Level 3 qualifications. You might also need industry-relevant experience, including voluntary work.

When it comes to Multiverse degree apprenticeships, you’ll need the following minimum qualifications:

• A grade of 4/C GCSE (or equivalent) in Maths and English
• Be able to work in the UK
• Lived in the UK for at least three years

Currently, there are two Multiverse programmes—Technology Consulting and Advanced Data Fellowship—that offer a degree. It’s an Applied Degree, so you learn through personalised coaching and on-the-job experience rather than traditional classroom study.

Degree apprenticeships can offer a more affordable alternative to the full-time university route. You'll earn a wage while studying, and apprenticeships are employer-funded, so you avoid student debt.

They're also viable if you'd like a degree but would prefer to start your career and learn real-world skills immediately. Or you don't want to leave the workforce and would like to improve your career trajectory by upskilling.

Degree apprenticeships take anywhere from three to six years to complete.

Apprenticeship levels

The six apprenticeship levels go from two to seven. Some apprenticeships combine several levels in one programme. For example, Multiverse’s Advanced Data Fellowship covers Level 4, but you can complete a second part for Levels 5 and 6.

The higher the level, the more challenging the qualification. Across all levels, you'll earn a wage, enjoy employee benefits like holidays and get paid for time spent learning. To top it off, there's usually a permanent job waiting for you at the end of your apprenticeship.

Level 2

You can find Level 2 apprenticeships for most industries and job roles. Level 2 apprenticeships (Intermediate) are usually linked to entry-level roles, You don't usually need formal qualifications to be eligible as they're a lower level. However, having relevant industry experience or an interest in the sector helps.

If you don't have GCSE English and Maths (or equivalent), a Level 2 apprenticeship could be right for you. You'll be able to gain GCSE equivalents (without the intensity of a Level 3 or higher) as part of your apprenticeship.

Level 3

A Level 3 apprenticeship (Advanced) is the next step up. It’s usually a good fit for those starting out in their careers. You can find Level 3 apprenticeships for Data Technicians, Software Engineers, Veterinary Nurses, Personal Trainers and more.

If you passed GCSE English and Maths and show you're working at Level 2 or above, you can usually skip straight to Level 3. Many Level 2 and 3 apprenticeships require Functional Skills qualifications. These show that you have developed your knowledge of English and maths enough for the role. To gain the qualification, you study and take an assessment.

When relevant to the job role or industry, some Level 3 apprenticeships require you to complete Functional Skills in Information and Communication Technology (ICT). This can be helpful if you'd like to progress to Higher apprenticeships in digital and tech sectors.

Level 4

Level 4 (Higher) apprenticeships are helpful for those who've completed a Level 3 apprenticeship and are looking for a natural progression. You might also pursue a Level 4 apprenticeship if you fall into one of these categories:

• Career starter - someone who’s entered the workforce in the last few years and may be deciding what path they want to pursue (usually age 16-24)
• Builders - someone who wants to take the next step in their career, upskill, or future-proof their role

Remember, progression looks different for everyone. Level 4 apprenticeships can set you up for a new career or help you upskill and hone your expertise.

Level 5

Where Level 2 and even Level 3 apprenticeships can be broad, Level 5 apprenticeships tend to be more specialised. Level 5 apprenticeships are more challenging than lower levels as well, so employers will set more specific entry requirements. They’ll look for relevant qualifications and a problem-solving attitude to indicate applicants are committed to completing the course.

At Multiverse, we offer Level 4-6 apprenticeships to people who have recently done their A Levels. However, they need to prove their commitment to learning and becoming a master in their field. Industry experience isn’t a requirement, but it doesn’t hurt to have it.

Although you can start a Level 5 apprenticeship with Multiverse, most people that do them are further on in their career. They’ve typically worked in their field for eight to 15 years into and want to upskill or change careers.

For example, you might pursue a Level 5 apprenticeship if you’re in a data-heavy role (data science) and you need to upskill and learn how to code to automate. If you currently work in finance but want to become a Software Engineer, you could also do a Level 5 apprenticeship to transition.

Level 6

A Level 6 apprenticeship is equivalent to a full Bachelor's degree. There’s a broad range of Level 6 apprenticeships across industries. They're also more common for those that want to upskill, change careers, or further advance in their current field.

Level 6 apprenticeships are sometimes a progression from lower levels. If you start a Higher apprenticeship, you could progress to a Degree level. For example, an Advanced Data Fellowship programme takes you from Level 4 (Higher) to Level 6 (Degree).

Similar to a Level 5, you could do a Level 6 apprenticeship to upskill in your current role. If so, it could be worth raising this with your Line Manager in your next 1:1 meeting. Sometimes employers offer an educational stipend, fund Continuing Professional Development (CPD) or have an Apprenticeship Levy allowance available.

Level 7

There are Level 7 apprenticeships for Doctors, Game Programmers, Senior People Professionals, Creative Industries Production Managers and more.

Since Level 7 apprenticeships are the equivalent of a Master's degree, the entry requirements are strict. Expect training providers and employers to ask for more hours of relevant experience or an Undergraduate degree or equivalent.

Apprenticeship levels recapped

Who can do an apprenticeship?

You can do an apprenticeship in an existing or new role, provided the course is relevant to your job. Apprenticeship entry requirements vary depending on the level, industry, learning provider and employer. You can generally apply for an apprenticeship in England if you're:

• 16 or over
• Not in full-time education
• Currently living in England
• Have the right to work in England

The criteria may differ if you live in Scotland, Wales and Northern Ireland.

Apprenticeship providers have varying requirements. The requirements for Multiverse apprenticeships depend on the specific programme. At minimum, the requirements for eligibility are that you must:

• Be 16-24 years of age
• Have the right to work in the UK and lived there for the last three years
• Be able to provide GCSE English & Maths 4-9 (C-A*) or equivalent
• Not have completed a university degree

Which apprenticeship is right for you?

Choosing the right apprenticeship for you depends on a few factors—your interests, career goals, qualifications and experience.

Interests

If you prefer to start working over staying in full-time education, consider your interests first. Let's say you're fascinated by technology. You may have done well at GCSE ICT and started to learn to code in your spare time.

You're legally required to stay in education, but a hands-on approach suits your learning style. Plus, the end goal of completing a Computer Science degree at university doesn't appeal to you.

A tech apprenticeship programme could be a great way to develop your practical skills and kick-start your career in tech.

Career goals

Let's take this idea further, using the tech industry as an example. Say you're already working in a Junior Data Analyst role, but your ultimate career goal is to become a specialist in your field.

Completing an Advanced Data Fellowship programme (covering Levels 4-6) can give you the tools to become a trusted specialist.

Previous qualifications and experience

An apprenticeship provider should work with you to help you determine the best apprenticeship level for your needs. You can get a rough idea by looking at where you are in your career and where you want to go.

Anyone can do an apprenticeship, but are here are some examples to help you choose an apprenticeship level.

For those starting their careers, we usually recommend Level 3 apprenticeships. As mentioned, we have some career starters that do Level 4-6, but they provide additional proof of their qualifications or experience.

Those that have been working for years and want to upskill or change careers, consider Level 4-6 apprenticeships.

How to get an apprenticeship with Multiverse

As a Multiverse apprentice, you earn a competitive salary while you learn on the job. We provide business, digital and tech apprenticeship programmes that give hands-on practical learning experiences. Unlike university, our apprenticeships are fully funded and come at no expense to you.

The first step is to apply for a paid Multiverse apprenticeship. To be eligible, you must be at least 16 with the right to work in the UK. You'll also need at least a grade of 4/C GCSE (or equivalent) in Maths and English.

You'll then create a profile of your skills, traits, and experiences during the application process. Next, we'll get to know you and your goals for your future. Then, we'll help you land a paid apprenticeship at a top company.

Apply for an apprenticeship today and join the 93% of Multiverse apprentices who completed their programme and landed a job in their field within 90 days.

The training will be delivered by EdTech start-up Multiverse on programmes such as the Business Transformation Fellowship and the Data Literacy apprenticeship.

The fully-funded apprenticeships will enable SMEs to address the number one barrier to growth and success: a shortage of digital skills.

77% of UK organisations are facing a shortage of digital skills, which is having a negative impact on growth, efficiency and competitiveness. Through this partnership, eligible SMEs can enrol their staff onto Multiverse programmes with the cost of training fully borne by Goldman Sachs.

The investment is part of the Goldman Sachs 10,000 Small Businesses UK initiative. Small businesses are integral to the UK economy - accounting for nearly 17 million jobs in the UK and more than half of private sector turnover. The 10KSB programme is designed to provide high-quality, practical education and business support to leaders of high-growth small businesses and social enterprises across the country.

To date, 88% of graduates of the programme expect to increase the number of people they employ in the next two years, compared with 63% of similar high-growth businesses.

Jeremy Duggan, President at Multiverse, said: “Having the right digital skills is essential for any business to scale. As the backbone of the UK economy, it's essential that small businesses are supported to develop these vital skills.

"That's why we're so pleased to partner with Goldman Sachs. Through this initiative, the company will help SMEs develop digital skills through apprenticeships - which are simply the best way to build both capabilities and diversity within an organisation.”

Charlotte Keenan, Managing Director at Goldman Sachs and Head of the Office of Corporate Engagement International said: “Retaining top talent and upskilling the workforce is a critical component for small business growth and something Goldman Sachs is incredibly committed to. We are proud to be partnering with Multiverse - these apprenticeships will enable employees at our 10,000 Small Businesses to progress and help drive business growth across the UK.”

The donation is made possible by the government’s Levy Transfer system. All companies with payroll over £3 million are required to pay 0.5% Apprenticeship Levy - which goes into a pot that can be spent on training costs, or transferred to other organisations such as small businesses.

Multiverse is a startup tech company building an outstanding alternative to university and corporate training through apprenticeships. Last year, the company announced the closing of a $130 million Series D funding round and has trained over 10,000 individuals in tech, leadership and digital skills to date.

In May 2022, the company announced that it would facilitate the transfer of £30m from large organisations to SMEs and charities.

The fully funded apprenticeship programmes have supported more than 30 different SMEs to upskill and future proof their workforce. The training has been delivered by tech start-up Multiverse.

77% of UK organisations are facing a shortage of digital skills, which stifles growth, efficiency and competitiveness. Through this partnership, eligible SMEs enrolled their staff onto Multiverse programmes with the cost of training fully borne by Capita.

It is part of the company’s business and impact goals, to equip Capita’s communities with the digital skills required for today’s world.

Amy Mulready, Global Head of Talent at Capita, said: “The need to equip communities to be able to engage effectively in an increasingly digital world has never been more important. Capita is delighted that in partnership with Multiverse we are able to utilize our apprenticeship levy to fund the training and development that enables this to happen as part of our commitment to being a responsible business.”

Capita and Multiverse began their partnership in December 2021. In that time, more than £1m of funding has been given to 32 different organisations, supporting the training and development of more than 70 individuals.

Learners come from a diversity of backgrounds, representing the communities they operate in. The initiative is in support of Capita’s diversity and inclusion commitments.

The donation is made possible by the government’s Levy Transfer system. All companies with payroll over £3 million are required to pay 0.5% Apprenticeship Levy - which goes into a pot that can be spent on training costs, or transferred to other organisations.

Yet more than £1 billion worth of levy goes unspent each year. That would be enough to create 115,540 apprenticeships✝: enough to almost halve the number of NEET 16-24 year olds.

Multiverse, a startup tech company, is building an outstanding alternative to university and corporate training through apprenticeships. The company now trains over 10,000 tech, leadership and digital apprentices and earlier this year announced that it would facilitate the transfer of £30m from large organisations to SMEs and charities.

Jeremy Duggan, president of Multiverse, said: "Small businesses are the backbone of the economy, and their ability to grow is contingent on having the right skills in place.

“But unlike cash or assets, skills cannot simply be handed over. Through the levy transfer system, Capita has supported the growth of these SMEs by 'donating' these vital digital skills through apprenticeships - which are simply the best way to build capabilities and diversity within an organisation.”

As the first apprenticeship provider to be awarded these powers we are in a prime position to break down barriers to an excellent career, and rethink what outstanding education looks like in today’s world.

The first apprenticeships will enrol on Multiverse Degrees in September, with applications for all 16-24 year olds opening later this year.

We currently work with over 8,000 apprentices, and now an initial cohort of 170 apprentices will be enrolled onto Multiverse Degrees this autumn.

The Multiverse experience already rivals that of a university - with our active Community and careers outcomes. Now, degree apprentices can achieve exactly the same qualifications with meaningful work experience and without debt.

A Multiverse Degree will have the prestige and rigour of a traditional education with all the benefits of an apprenticeship: applied learning, personalised coaching, a paid job and no debt. Our world-class education takes place in the real world, not just in the classroom. 8000 apprentices have been on our programmes, and unlocked the doors to outstanding careers, promotions and pay rises can attest to that.

This is great news for those at the start of their career. Young people turning 18 have been faced with an artificial choice between getting a degree - still a prerequisite for many jobs - or starting a career and learning while they work and earn. Now, they can do both. A salary will replace the debt. A high quality job will replace the risk of being unprepared for the modern workplace.

Applied Degrees

The Multiverse offer is an Applied Degree. It will be taught and tested through personalised coaching and immediate application in the workplace, not theoretical lectures and outdated exams. Unlike a traditional academic degree it will signify what you can do, not just what you know.

Our degrees will offer training in areas that are fuelling today’s economy: like data and tech. The proof is in the impact: our tech and computing programmes, for example, have higher employability than computer science degrees. These Degree Awarding Powers will enable us to take this even further. We’re starting with two programmes this year: the Advanced Data Fellowship and Technology Consulting.

We believe that there should be no barriers for talented people to enter the workplace. Far too often, the existing education system is creating barriers, not breaking them down.

Creating opportunities

In degree apprenticeships at universities, just 12% of those aged 19-24 are from the most deprived areas. Among under 19s, degree apprentices are more than five times more likely to come from the most advantaged neighbourhoods.

We will create opportunities for those that are currently disadvantaged through this system. Of the apprentices we currently place, more than a third meet one or more indicators of socio-economic disadvantage. 52% are women, 23% are Asian ethnicity and 21% are Black. 28% are disabled or have additional support needs.

Multiverse has had an extraordinary 12 months. In August, our first Ofsted inspection saw us receive ‘Outstanding’ in every category, making us the only provider of our size and sector that can claim this accolade. As the inspectors put it: “Apprentices are inspired to have high aspirations by exceptional coaches who are experts in their field.”

We’re also building our unique, world-class model to continue to scale: raising two record breaking rounds of investment. In September, we announced a $130m Series C. And in June, we announced a $220 Series D - making us the UK’s first EdTech unicorn.

Big problems need big solutions - and Multiverse is at the forefront of reinventing the systems of education and work with diversity, equity and inclusion at their heart. Having these powers will give us the flexibility to continue to reimagine what education can be. Our admissions system will test for potential. Our assessment will mirror real-world work demands, not the exam room. And we’ll give learners a route to a debt-free degree: in fact, apprentices will earn while they learn.

Young people have been faced with an artificial trade-off between getting a degree or starting a career and immediately learning real-world skills. Now they can do both. We have a vision for Applied Degrees that allow people to obtain a quality education - but where a salary replaces debt. A high quality job from the start replaces the risk of being unprepared for the modern workplace by the time they graduate. And applied learning and personalised coaching replaces theoretical lectures and outdated exams.

Our degrees will offer training in the areas fuelling today’s economy: like data and tech. Already, our tech and computing programmes have higher employability than computer science degrees. Multiverse’s degree awarding powers enable us to take this even further.

Elisabeth Barrett, VP Learning

The new programme, which was launched as part of the Data Saves Lives strategy, has been praised by Ming Tang, Chief Data & Analytics Officer who expressed how “pivotal” it is for the Data and Analytics community.

31 NHS England employees enrolled on the 15-month apprenticeship programme to enhance their careers and capabilities through learning analytical and data science skills which can then be applied directly into their specific role with support from an expert coach.

NHS England also hired 8 new entry-level apprentices who are also undertaking the same course. The programme exists to create new routes into Data Analytics and Data Science roles within the NHS - widening participation and ensuring a diverse workforce that is representative of the communities the NHS serves.

Chief Data and Analytics Officer at NHS England, Ming Tang, said: “We’ve been on a huge journey during COVID, really demonstrating how data can save lives by using data more effectively to support decision making across the NHS.”

“The pilot objective of making sure our staff have the right skills has been achieved, with 100% of participants reporting that they now have the skills needed to excel in their role and are confident in sharing these learnings with colleagues.

“These skill sets go a long way in providing efficiencies to the NHS, with apprentices reporting a 24% efficiency increase when working with data after completing the programme. It has also enabled us to invest in our employees and their futures and is a fantastic opportunity for those looking to hone their data skills or reskill into a data role, as well as those at the very start of their career.”

Multiverse trains 170 NHS employees in data, project management and leadership programmes, in a wide-ranging partnership that helps the vital organisation grow its in-house skills.

Diversity is at the core of the programmes. 38% of apprentices are from an Asian background, while 50% have one or more ‘contextual flags’, indicating they may be a young carer, care leaver, a refugee, or meet an indicator of socioeconomic disadvantage.

Multiverse CEO Euan Blair added: “Our mission is to create a diverse group of future leaders. I could not be more proud of the fact that we’re working with the NHS to accomplish that - there is no group of people in the country that have shown more diligence, more care, and more resilience during what have been the hardest two years of many people’s lives.

“We design these programmes to be challenging and highly technical, so completing them successfully is clear evidence of excellence. I want to recognise the achievements of everyone who has been part of the pilot programme.”

How Christine used new skills predicted staff absences during COVID-19

Christine Wells, Analyst in the Chief Data & Analytics Directorate who was enrolled on the programme in December 2020 was able to use the new skills from the apprenticeship to predict staff absences during the Omicron wave of the COVID-19 pandemic.

Her line manager, Gavin Bell, said: “Staff absences have a direct impact on patient care, bed capacity, and further medical treatment provided to patients. In the early stages of the Omicron wave, it was vital to have estimates of staff absences ahead of time to assist with planning and staff development during the pandemic to ensure patient needs would be met.

“Christine developed a regression model to predict the number of staff absences ahead of time based on the number of patients admitted & diagnosed with COVID-19. This provides an early warning signal to anticipate staff absences due to the delayed presentation of COVID-19 once being exposed to the virus.”

Christine said: “Before joining the programme, I had no prior knowledge of Python but before long, I was able to develop and enhance my Python skills whilst also applying the content taught on the programme directly back into my role addressing business critical needs.”

Through its Reimagine strategy, Jaguar Land Rover is at the forefront of the rapidly changing automotive industry with a focus on electrification, digital services and data. Leadership in these areas is critical to Jaguar Land Rover delivering a modern luxury experience to its clients now and in the future.

The work with Multiverse is the first of many initiatives planned by the company to increase data capability and invest in employees’ skills to meet the needs of the business during its transformation and in the future.

The shortage of data skills is estimated to cost UK businesses £2 billion a year, with 1 in 10 jobs requiring data expertise and 100,000 data positions unfilled. Multiverse is looking to fill this skills gap by building an outstanding alternative to university and corporate training through apprenticeships. It now trains over 8,000 tech, leadership and digital apprentices.

Through the collaboration, a Data Fellowship course, delivered by Multiverse, will be offered to employees. The 15-month course covers topics including data modelling, analysis, Python, and Machine Learning, and will support thousands of Jaguar Land Rover's employees to make the transition from spreadsheets and desktop data work to working on the cloud. The first 400 employees enrolled this summer, with additional groups launching each quarter.

Clive Benford, Chief Data Officer, said: "The automotive industry is rapidly changing to become digital and electric. The management and utilisation of increasingly high volumes of data in this new era will be central to Jaguar Land Rover’s future. We need to create a data-first mindset that will support our growth, enhance the customer experience, and increase the productivity and expertise of our teams.

"The business’ own digital transformation is already underway with software-over-the-air, which demonstrates the power of effectively harnessing data. The primary goal of our partnership with Multiverse is to empower all our employees to utilise data, gain insights from it and develop valuable solutions."

Euan Blair, founder and CEO of Multiverse, said: "This ambitious and far-reaching programme is one of the largest data apprenticeship programmes ever launched in the UK, and will deliver world-class training in data to hundreds of people on an ongoing basis. Jaguar Land Rover's investment in apprenticeships shows the premium placed on data skills and the power of apprenticeships to deliver impactful new skills into a business through applied learning."

By closing $220m of Series D funding, Multiverse is now valued at $1.7 billion – double what we were worth just eight months ago.

The latest round of funding was co-led by StepStone Group, Lightspeed Venture Partners and General Catalyst. We’re also delighted to welcome Founders Circle Capital as a new investor, alongside returning investors like Audacious Ventures, BOND, D1 Capital Partners, GV, and Index Ventures. This combination of new and returning investment is an endorsement of the work we’re doing, the progress we’ve made, and our scope for even greater impact.

With the funding round complete, now is the time for action. Our record-breaking investment will be put to work expanding our suite of learning programs and opening even more doors for a new generation of future leaders. It will also help us accelerate our growth in the US. Here, we’re committed to tackling the toughest challenges facing those who seek jobs – and those who provide them.

Matching demand with untapped supply

For a country known for its educational institutions, it’s perhaps surprising that two-thirds of Americans don’t have a degree – despite 65% of jobs requiring either a Bachelor’s degree or at least some college. It’s a disconnect that disproportionately excludes Black and Hispanic Americans.

That’s one challenge. Another is the struggle across all sectors to hire and retain tech talent. By providing an alternative, more equitable, route to training and hiring workers, we can solve both. Our professional apprenticeships unlock tech careers for more individuals while training workers in the jobs our modern economy desperately needs.

Multiverse apprenticeships offer tuition-free programs in areas like software engineering, digital marketing and data analysis. Typically lasting 12-15 months, their unique combination of on-the-job training and education helps individuals kick-start their career or enter an entirely new field – all while earning a competitive salary.

The demand is clearly there. In the past year our software engineering program has seen a 260% increase in enrolments, while maintaining a completion rate of 85%.

We’re also making greater inroads into the financial services industry, another sector previously out of bounds for the majority of the US population. Over the past year, we’ve grown our number of partners by 105%. Together, we’re closing digital skills gaps while opening up rewarding, fulfilling careers for those without costly degrees.

Capping a year of unprecedented growth

Our new funding will allow us to open up more career paths than ever. We’re building from a position of strength too.

Since 2020, we’ve grown nine times in size and now train professional apprentices with over 500 organizations globally, including Verizon, Cisco, Visa, and Box in the US.

Of the apprentices we’ve placed, 56% are people of color, more than half are women, and 34% hail from economically underserved communities.

At Multiverse, our mission is to create a diverse group of future leaders. So we focus on tracking apprentice outcomes – and the findings are extremely positive. 68% of our apprentices are promoted either during their program or at its conclusion. On top of this, 90% find permanent employment, either at their employer or within their industry.

Adding expertise to our Board

Our Series D isn’t the only exciting news of the moment. We’re also proud to announce that the esteemed Youngme Moon has joined our Board of Directors as our first external appointment.

Youngme is the Donald K David Professor at Harvard Business School and a big believer in apprenticeships: “Widening access to great careers is one of the most urgent issues of our time, and essential to solving both the war for talent, and the inequities of the current labor market. I’m truly excited about the potential of tech apprenticeships, and the system we can build through them.”

Armed with our new funding, we’ll now embark on this journey together. Working confidently towards our mission of creating a diverse group of future leaders through the power of professional apprenticeships.

In partnership with Multiverse, Citi has employed 32 apprentices across a range of programmes including Software Engineering, Project Management and Data Fellowship.

Jacqui Lloyd, Senior Vice President and Apprenticeship Lead at Citi, said: “We are really excited about the opportunities that Apprenticeships present to people at all stages of their lives and careers. At Citi, we have taken a unique approach to this and created a number of programmes which not only present exciting routes into a career in financial services, but also gain us access to distinctly different and diverse pools of talent.

“Our partnership with Multiverse has enabled us to create brilliant entry-level routes, as well as opportunities for people who have been on a career break and are looking to learn new skills in addition to moving into the next exciting phase of their careers, potentially in a new sector altogether! Recruiting truly diverse talent, and bringing in people with different perspectives and a range of experiences is vital to the success of our business, but also enables us to develop future leaders and build critical skills for Citi.”

A route into banking for young people

Citi realised they could create an alternative route to the boardroom for young people from different backgrounds through apprenticeships. Since 2015, it’s also been one of Citi’s top strategic priorities to increase diversity within their workforce.

To build a truly diverse talent pipeline, Citi needed to access a broader talent pool of brilliant candidates. They partnered with Multiverse to identify these rising stars and equip them with the skills of the future, all paid for with the Apprenticeship Levy.

Multiverse’s outreach programmes attracted non-graduate candidates to apply to Citi’s apprenticeship roles, while the rigorous application process helped identify those with the highest potential.

The Multiverse approach to recruitment focuses on core competencies and assesses the candidate’s intent and drive to learn, regardless of whether they attended a high-performing school or not. Their Multiverse digital profile showcases whether they are an academic outperformer and if they experienced any barriers to learning.

The Multiverse team also invests time supporting candidates with polishing their interview skills, which are integral for successful outcomes.

Supporting established professionals on their Return to Work

Citi knows that hiring people from different backgrounds with diverse perspectives brings advantages to their teams.

With that in mind they launched a Return to Work Programme, a supportive hiring programme designed to help those that have taken a break transition into a career within financial services.

Thanks to a partnership with Multiverse, Citi is able to offer world-class training in key skills for the future like data analytics.

Embedding these digital skills into Citi’s workforce is crucial to their long-term strategy. The Multiverse programme enables the bank to acquire digital skills that are in extremely high demand and short in supply as well as democratising access to the banking industry.

"Not only am I back at work, I'm also learning something new"

Srilakshmi joined the Return to Work Programme after taking a three year break from work after having her second child. She was previously working in Supply Chain Management, but moved to Citi for a Project Management role while enrolled on the Data Fellowship apprenticeship.

After I had my second child, I decided to take a break to prioritise my family. After three years, it felt like the right time to get back to work - especially since everyone was working from home. That added flexibility made my decision easier.

I came across Citi’s Return to Work Programme with Multiverse, applied and got a role in the Project Management team. What stood out to me about the programme is that it's not only about getting back to work, it's also about upskilling. Not only am I back at work, I'm also learning something new through the Data Fellowship programme.

The first month was tough, but the support from the coach and the manager was key and they knew where I was coming from. The Multiverse coach, Josh, is extremely supportive and helpful - and my manager at Citi always made sure I had access to data to put into practice.

There’s also initiatives in place to make sure the return to work is as smooth as possible. For example, there’s a Buddy Scheme which I find really helpful.

The apprenticeship programme itself is very different from school. You're not just learning from a book, you're practically applying everything you study. Being in college involves a lot of theoretical concepts and repeating them in exams. But the best part about the apprenticeship is taking those concepts and applying them to your work.

What’s great about the Return to Work Programme is that it’s not just a bridge back into work, it’s also an opportunity to elevate your skills.

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Sakshi Garg previously worked as a developer, but took a six-year career break to start a family. Now, she is in a data role enrolled on the 18-month Multiverse Data Fellowship.

I took a career break from my work as a developer to start a family. After six years, I decided I was ready to go back to work. I was exploring my options but I thought my best bet would be to stick to what I knew and go for a role in IT. Because of the career break I found it difficult to find an opportunity so I upskilled myself with the latest technologies.

I applied for the role with the Citi Return to Work Programme - despite never having worked in banking before. The application process was really straightforward, and what was particularly great was that they do not look at your career break as a flaw rather appreciate your past experience and skills along with how flexible you are with learning and adapting.

Through the Return to Work Programme, I secured a really good role in the Production Management and Service delivery team. This role is different from my previous one in terms of responsibilities so I always get the opportunity to learn more.

As part of the programme, I’m enrolled on the Data Fellowship. Coming back from a big career break, you sometimes feel that you might be rusty when it comes to skills. The fellowship plays a really important role in closing that gap, and making sure you are well supported through the transition. I get to revisit things which I used in previous roles but needed refreshing on. But on top of that, you learn new things from scratch which are completely new to me.

Everything I study is directly linked to my work.

My coach is really helpful. In our sessions and our 1-1s, he’s always on hand to support. He’s always happy to explain things and support me with the course content, as well as projects in my work.

All in all, it’s a fabulous programme that provides an excellent opportunity for everyone who has been out of work for two years or more, regardless of the reason. Some of the people in my cohort had a career break of around 10 years. I’m comfortable here - every day I’m thankful to Citi for this opportunity.

So Jeremy, let’s start off by talking about your Go-To-Market strategy - The 3x Rs: Recruiting, Retention and Revenue. Can you tell us more about this?

The 3x Rs really started with me wanting to be the best that I could be, from both a sales and a leadership perspective, but not really understanding how to turn that dream into a reality.

When I got my first job in sales, I saw that some people were doing brilliantly and others weren’t, but they all seemed to be doing similar things. I’d see two people doing pipeline generating but only one of them would be successful, or two people getting into CIO discussions and one would be successful and the other wouldn’t. I started to realise that I needed to understand what the consistently brilliant people repeatedly did, and the others didn’t, and why it was important to their success. Because if I could find that out, then maybe I could be brilliant too. That was my simplistic view as a 22-year-old sales guy who wanted to be great but had absolutely no clue how to make it happen.

Revenue

“In the history of time, nobody has ever hit these leading indicators and not been a consistent overachiever.”

Over time, I figured out that the third R - Revenue- all comes down to a few key factors such as the amount of time spent on pipeline generating, the amount of activity in visible opportunities, the number of business cases that you built that showed you were generating real customer value, and the amount of visible opportunity you had over a certain size to give you the cover you need to hit your number. I started tracking these activities in a small sales team and then over larger and larger teams at multiple different companies, and today we have hundreds of thousands of data points. So now I can confidently say that in the history of time, nobody has ever hit these leading indicators and not become a huge success and changed their professional life significantly.

This approach provides fact-based leading indicators for success, giving you line of sight that you are going to hit your number, as well as an early warning signal if you’re not. That’s really important because you’re not going to be in that awful situation where you only realise you are going to miss your number towards the end of the quarter when there is very little you can do about it. Instead, you can measure progress from the start and course-correct where necessary along the way.

The second thing on Revenue is building tools and excellence around the execution of that activity. For example, it’s not just important to have the right number of new business meetings on a weekly, quarterly and annual basis. You also need to make sure those meetings are of the highest possible quality to maximise your productivity and conversion rates. Again, over time, we looked at who had the best conversion rates and what they were doing compared to those who didn’t have high conversion rates. The best sales people were repeatedly doing the same things such as having prep calls, taking leaders to the meeting, building what we call a value pyramid, and so on. So across all of these different activity points, we built, over time, tools and training to make sure each activity is the highest possible quality it can be, provides the most possible value to our customers, and we continually sense check this data to ensure we are executing to our highest standards, see if there are areas for improvement and make sure our customers are thrilled with their experience in dealing with us.

Years and years of data and analysis has proven beyond any doubt that following this methodology effectively gives you the winning lottery ticket. All you need to do in order to cash in the ticket and change your life is to have the discipline to consistently hit these leading indicator activities, and do so using the tools that we know, WE KNOW, drive the highest possible quality and outcomes.

Recruiting & Retention

“Great people want to be inspired and they want to be developed.”

When I moved into leadership I started to think about the leading indicators and execution excellence that would make a great leader. Again, the goal was to deeply understand why some people would consistently over-perform and most wouldn’t, and then find a way to simplify this as much as possible, this time from a leadership perspective as opposed to an individual contributor. This became my obsession, firstly, so I could understand how to become a great leader myself, and secondly, simplifying it was crucial so this process could scale to all leaders because simplicity scales and complexity doesn’t. It became clear over time that in addition to selling consistently, as a leader you’ve got to do two other things brilliantly - recruit great people and retain great people. Again, put simply, if you recruit great people, and then retain them through an inspiring culture and the provision of world class development, then give them our world-class playbook, so they can become the best, forever, then it’s impossible to fail. And that’s my goal all the time, I just want it to be impossible to fail.

Now, everyone knows recruiting is crucial, but it always surprised me how few people actually know deeply what they are specifically looking for in the mythical A-Player we hear so much about. Everyone’s looking for that “A player”, but very few people have actually defined what an A player is. So sticking with the philosophy that analysing data provides great clues for success, I’ve studied thousands of people, successful and less so, over 25 years and hundreds of companies, to truly understand what the consistently great people have THAT others don’t. Using this, I built up a profile of what an A player looks like so we could effectively recruit world class talent.

And then once you master this part of the process, and you’ve got the A players, you had better have great plans around how you are going to retain them. What do they want from their career, their company, their leaders, their future? What’s important to them? How do they like to be managed? Sometimes people oversimplify things and they think it’s just about money, a lazy caricature of sales people in my eyes. From my experience it’s rarely about money - of course, good people want to be paid well and should be - but normally it’s quite low down on their priority list. A-players want to learn, improve, be inspired, pushed, and experience these things in a supportive and loyal environment, all whilst having fun along the way. Taking time to understand what A players really want and then building a great culture around these things is crucial to your critical retention strategy. And again in the interests of simplicity, it really comes down to two things: great people want to be inspired and they want to be developed. Provide a culture like this, and people won’t want to leave. Why would they?

Why did you leave SaaS to join Multiverse?

“If we do this right at Multiverse, we’ll change hundreds of thousands of lives in this journey.”

Here’s the thing, Business to Business (B2B) sales is the same whatever you sell. There’s no difference at all in the process of selling apprenticeships, of selling data-based software, application software, furniture to hotels, products to supermarkets etc. B2B sales is one business selling directly to another business and the principles are exactly the same, whatever the industry.

So I didn’t leave SaaS to join Multiverse. I built my career in B2B selling and that’s still what I do today. I think this is really important because if you learn how to master this sales and leadership process at Multiverse, you are learning to be the best in the world in any B2B environment and will be in demand, at any company, for the rest of your career.

The real question is “Why Multiverse?” I loved my time in technology and the thrill of mastering something challenging, I loved the dynamism of the market, I loved building great companies really quickly and the rollercoaster that came with it. But I got to the end of every journey - because it almost always ends in an acquisition if they are successful - and I was proud of what I’d achieved, what I’d learned, and of the people’s lives that had been materially impacted during their time at the company and afterwards. But I felt like that was it, that was the legacy.

If we do this right at Multiverse, we’ll change hundreds of thousands of lives on this journey. Not just the lives of the people at Multiverse, but the lives of thousands and thousands of our incredible apprentices too, and that’s the crucial difference. Alongside our customers, we provide our apprentices with life-changing opportunities. The world is waking up to the massive lack of fairness in society, from a race, gender and socio-economic perspective. Talent is evenly distributed, opportunity is not. And we’re part of the solution to this huge global challenge.

I think this quote from Dr Martin Luther King Jr sums it up perfectly - “Life’s most persistent and urgent question is, ‘what are you doing for others?’”

We’re actively recruiting Account Executives to join our growing GTM team. Why should someone join us?

“Lots of people talk about the 3xRs and the Leading Indicators, but we made them.”

Here’s what you’ll get at Multiverse. Firstly, you’ll get to learn skills that will make you the best forever. Forever. Once you become great at something, you never go back to being average. There’s absolutely no point. You develop the things that make you great into a habit. And when being great is a habit, it’s as easy as the habit of being average. So put simply, we know through intensive research and data all of the things that add up to “great”. We inspire and develop people to master the habits of excellence, and once there, they will never again be anything other than the best.

Secondly, you get all the things that come with being the best: respect, promotions, recognition, money, the thrill of success and the ability to always be in control of your outcomes.

Thirdly, you’ll learn from the people who wrote the playbook: me, Steve McCluskey and Alister Tier. Lots of people talk about these topics and know the theory. A small few practice it. Every day. Every call. These are the people that become the best in the world and drive the most astonishing results. GTM leaders at Multiverse like Steve, Al, Peppa Wise, Nikola Dinsing, Iria Saleiro, Libby Derbyshire and Mae Rogers live and breathe these ideas every day, they feel the habits of excellence in their souls, they deeply understand the subtle nuances that can make all the difference to executing this playbook, they live their professional lives with the goal of creating excellence as a habit for all those who want to walk that path. Their leadership mantra is based around changing lives! Last quarter alone, 95% of our sales people were over quota and the average performance was 210%. We believe every sales person at Multiverse will smash their quota this year, which is incredibly rare.

And finally, at Multiverse, you get all of those things plus, and it’s a huge, game changing “plus”, being successful at Multiverse changes thousands and thousands of lives, one day, maybe millions. And it doesn’t just change lives, it changes the lives of the people most underrepresented in society, who deserve equal opportunity and a level playing field, yet currently have the hardest road to success, through no fault of their own. And you will be part of a company that is championing the need for a better world, and working with the biggest companies in the world to find valuable and long term solutions to making that happen. I’m not sure it gets any better than that.

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If reading this blog has got you excited about the opportunities at Multiverse, and you think you’ve got what it takes to be excellent, then apply to our Enterprise Account Executive UK or Enterprise Account Executive US roles today.

Together we’ll change what’s possible in education and work.