Paid apprenticeships are the biggest change in cybersecurity hiring, filling open positions in the 3.5M hiring gap.
We offer an end-to-end apprenticeship program paired with our powerful SaaS platform to help you scale hiring, fill your pipeline, and reduce risks.
Use advanced aptitude analytics to provide the best candidates and streamline their training to your job readiness needs.
We work directly with employers from different industries to build dynamic programs that fit your needs.
Aptitude measurement reveals great candidates independent from prior experience, race, or gender. Effective training and paid apprenticeships remove income gaps and reward ambition. Companies benefit from better teams and greater perspective.
The resources available for screening and managing apprentices can be used to identify employees that may be good candidates for reskilling into cybersecurity. For apprentices not hired by their sponsoring company, we offer direct hiring of those graduates.
Traditional hiring and evaluation is often based on written certifications and interviews. RapidAscent aptitude testing and training provides real and verified task-driven results that both help to select highly qualified candidates and verify job ready skills.
Traditional Hiring is time consuming, and costly with high churn.
Our innovative model allows you to save with more effective hiring and higher retention.
Hiring capacity: Companies need a way to fill thousands of cybersecurity roles and achieve the quality and hiring rate that lets them scale.
Operational training: Scalable learner engagement at every level of training to meet your specific staffing and performance requirements.
Aptitude analytics: qualify candidates by forecasting the success of learners and employees.
Deep performance metrics: candidate engagement, skill level, problem solving, commications, and other traits that lead to job readiness.
On-the-job simulations: creates familiarity and comfort with the processes and environment specific for carrying out cybersecurity tasks.
Job readiness: Learners experience tasks and job scenarios that result in high productivity, significantly reduced on-the-job training, and high performance.
Aptitude and attitude analytics: Aptitude-based apprenticeship and professional training programs use measurable skills to let employers diversify recruiting pipelines.
Reducing the income gap: If learners are trained with covered tuition and if training opportunities are provided regardless of means, the income gap is largely removed.
High caliber, entry level employee pool: The reach and scalability of aptitude-based apprenticeship programs give companies access to an added pool of candidates that join their sponsoring company for employment.
OJ Simulator, ensuring job readiness.
Train learners on job-related skills. Learners apply learnings to employer’s tasks
Learners fully equipped with skills specific to the employer start to perform tasks autonomously
A strong foundation in cyber fundamentals, operations, and secure systems analysis.
Train learners on job-related exercises, projects, and scenarios and assess them.
Fully equipped learners transition to perform tasks autonomously on the job.
OJ Simulator, ensuring job readiness.
Train learners on job-related skills. Learners apply learnings to employer’s tasks
Learners fully equipped with skills specific to the employer start to perform tasks autonomously
OJ Simulator, ensuring job readiness.
Train learners on job-related skills. Learners apply learnings to employer’s tasks
Learners fully equipped with skills specific to the employer start to perform tasks autonomously
A registered RapidAscent apprenticeship program has a range of high value benefits to your company. With high aptitude and attitude testing, we help assess and provide a highly diverse, flexible pool of candidates from different backgrounds that have a high likelihood of success moving into the job. Operational task-driven training ensures the employees are trained to the activities on the job. The Department of Labor recognizes this program as a successful way to allow employers to accelerate recruiting and hiring and save money by selecting and developing a qualified workforce at training wages. Apprenticeships are proven methods to instill loyalty and increase productivity through direct experience with their hiring department leading to higher retention rates with added savings.
The RA Linkforce platform suite provides for a rapid, turnkey setup of both dedicated cohort programs and participation in mixed company cohorts. This can be managed in the same platform as other professional training to provide a seemless and integrated experience. RapidAscent can help you setup your professional training program in as little as 1-2 weeks and can have a full corporate apprenticeship program established within 2-4 weeks. Candidates can be selected and can start training in the first 8-12 weeks.
Typical internships generally offer some company experience over a period of several months that can include on-the-job training. Apprenticeships provide job experience working in the company with intent to retain the apprentice. The typical apprenticeship is approximately a year, requires competency benchmarks, structured technical training, on-the-job learning and on-the-job experience. Completing a registered apprentice program leads to a transferable, nationally recognized credential that certifies competencies as an entry level professional with the possibility of an added role focus. In addition, some companies choose to engage in the entry level training alone and onboard the trained individual directly into a role if they have a broader background in cyber, such as IT.
Apprentices are employed “at will,” so you as an employer are not required to hire any apprentice at the end of their apprenticeship. Statistics show that about 8 out of 10 apprentices will receive a full-time job offer. The reward of hiring a high aptitude, high performing apprentice can be high value, in a high capacity pipeline estimated to be greater than $50K, versus direct hiring of an entry level employee.
College training does not provide enough talent to fill the unfilled positions required in cybersecurity today. Apprenticeships offer a highly effective alternative to produce and attain talent in high capacity pipeline that generates highly talented workforce in less than one year. Operational training can supplement college programs to ensure the hired employer gets job ready talent blended with an associates degree. RapidAscent is partnering with some community college programs, and credit can be given as part of a 2-year degree for a semester of training with the RapidAscent program. Operational training sets the stage for those that normally would not go to college so they can attend college later as part of corporate promotion. This is many times paid for and supported by the company.
