Find the people.
Build the capability you need.
Explore early-career talent, an engagement-to-hire arrangement or a capability your organisation intends to own.
Compare the three routes
| Route | Useful when | What needs agreement |
|---|---|---|
| WorkReady 90 | You are exploring early-career talent | Role fit, programme status, candidate availability and selection |
| Engage, then hire | You want to assess fit through defined work | Eligibility, conversion process, timing and fees |
| Build–operate–transfer | You need a capability established before taking ownership | Team, operating period, transfer criteria and residual support |
Route 1
WorkReady 90
SkillsNCR runs WorkReady 90, a full-time 90-day residency in data, cloud and AI for early-career associates.
Employers can discuss hiring needs with SkillsNCR and, where available and permitted, review practical evidence from an associate’s work — for example project contributions, code reviews, written updates or how they used and verified AI assistance. Not every associate will have completed every type of artefact.
Participation in the programme does not guarantee placement, candidate availability or an employment outcome.
Process and responsibilities
- Confirm the roles or skills you are exploring.
- Discuss programme timing and who runs selection with SkillsNCR.
- Review permitted evidence where it exists — not a standing portfolio promise.
- Agree next steps for interviews or further assessment separately.
Nervescape’s delivery methodology page describes how Nervescape records delivery work. It is not a student portfolio.
Route 2
Engage, then hire
Assess fit through defined delivery work before deciding whether to hire.
Any conversion is subject to the eligibility, timing, fees and other terms agreed before the engagement.
Process and responsibilities
- Agree the engagement scope and success measures first.
- Confirm who is eligible for conversion discussions.
- Set conversion timing, fees and non-solicitation terms in writing before work starts.
- Decide whether to convert only after the defined work is under way or complete.
Route 3
Build–operate–transfer
Establish a capability your organisation intends to own, then transfer operating responsibility on agreed criteria.
Transfer typically covers processes, documentation, access and agreed responsibilities. Any transfer of people is subject to the applicable arrangements and individual agreement — it is not automatic.
Process and responsibilities
- Define the capability, operating period and transfer criteria.
- Agree residual support after transfer, if any.
- Document runbooks, access paths and ownership at handover.
- Confirm people-related terms separately where relevant.
What to bring to the discussion
- Roles or capability required.
- Business purpose.
- Location and working arrangements.
- Target timing and hiring or engagement constraints.
Start with clarity.
Discuss hiring or capability-building needs.
Explore WorkReady 90 with SkillsNCR, or talk to us about engage-then-hire and build–operate–transfer arrangements.