National Apprenticeship Week brought businesses and apprentices together across the UK, shining a spotlight on structured development and long term skills investment. More than 1,800 companies publicly promoted their apprentices, training pathways and ongoing commitment to workforce growth last week.

Honch has tracked every one of them, along with the HR decision makers behind each business. If you sell into these organisations, this is a ready made list of companies actively investing in apprenticeships, with visibility into how they are doing it.

Here are a few examples.

AllSaints
Spotlighted employees across Technology, People and Retail, highlighting Level 3, Level 5 and Level 7 apprenticeships including AI and executive leadership programmes. Their content focused on progression stories and continuous professional development, positioning apprenticeships as a long term career pathway.

Premier Technical Services Group (PTSG)
Combined leadership storytelling with live recruitment, featuring its CEO’s apprenticeship journey alongside engineering pathways across fire and security services. Posts reinforced structured training, permanent roles on completion and national scale investment.

EVO Group
Promoted open apprenticeship vacancies across logistics, customer service and recruitment, with clear calls to apply. They also celebrated internal progression stories, showcasing apprentices developing into senior commercial roles.

Dakota Hotels
Recognised team members completing hospitality and management apprenticeships across multiple UK sites. Their posts focused on confidence, career progression and long standing training partnerships.

Rail Delivery Group and Operators
Shared apprentice case studies, launched new two year paid programmes and promoted regional recruitment events across the rail network. Content emphasised hands on experience, skills transfer and long term career routes.

Barbour
Celebrated employees completing Level 4 and Level 7 apprenticeships across procurement and legal functions. Apprenticeships were positioned as both entry routes and professional upskilling pathways.

Price Bailey
Used NAW to promote its school leaver programme, outlining sponsored qualifications, competitive salary, benefits and flexible working. They supported this with trainee testimonials and progression stories.

Van Elle
Focused on women in construction and engineering apprenticeships, highlighting progression from administration into technical roles. Posts reinforced diversity, structured development and long term career pathways.

Every Company. Every HR Decision-Maker.

These are businesses not only hiring apprentices, but actively celebrating their success and reinforcing continued investment.

Target every one of these companies, and more than 20,000 HR decision makers behind them, inside Honch today.

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