Graduate Program Build

Who this is for

Engineering-led scale-ups, typically 60+ headcount, where senior hiring has become the only growth strategy and the cost is showing.

The problem

Senior engineering hiring in Australia is expensive, slow, and getting worse. Most scale-ups underinvest in graduate programs because they seem complex to run and easy to do badly. Done well, a graduate program is the highest-ROI talent investment a tech company can make — a two-sided development program that trains your new talent, future-proofs your business, and helps develop your seniors into better leaders and communicators.

What you get

• Program design document (cohort size, role mix, duration, rotation structure)
• University partnership strategy with target list and intro outreach plan
• Recruitment funnel: job ads, screening process, technical assessment, decision framework
• 90-day onboarding curriculum
• Buddy and mentor program with manager training materials
• Grad-specific performance and progression framework
• Metrics dashboard template (retention, performance, manager NPS, time-to-productive)
• 12-month operational playbook for the in-house owner

How it works

12 weeks
Weeks 1–3	program design and stakeholder alignment
Weeks 4–6	university outreach and recruitment build
Weeks 7–9	onboarding curriculum and manager enablement
Weeks 10–12	first cohort recruitment kickoff or handover to in-house owner

Ongoing fractional program management available.