Ireland’s employment landscape is shifting as high-growth sectors continue to outpace the traditional graduate talent pipeline. In response, many US multinationals operating here are turning to apprenticeships, return-to-work programmes and accelerated training pathways to fill critical roles in areas such as cloud computing, cybersecurity and biopharma operations.
Over the past decade, we have seen an evolution in how US companies in Ireland view talent acquisition, says Peter Davitt, chief executive of FIT (Fastrack into Information Technology). “They increasingly recognise that capability is not confined to the graduates of higher-education institutions; that the rapidly changing environment necessitates identifying those with industry-relevant skills, adaptability and the right mindset from across the educational framework and from within the existing workforce.”
The shift toward apprenticeships, internships and return-to-work programmes is being fuelled by talent scarcity in high-growth functions such as cloud, AI, data analytics, cybersecurity, manufacturing operations, biopharma quality control and technical support, says Karl Fitzpatrick, president of Chevron College. “To bridge this gap, American companies are increasingly partnering with both private and public education providers at further- and higher-education levels.
“Together, they are designing online and blended micro-credentials, internships, return-to-work programmes and apprenticeships that align learning outcomes directly with workplace competencies,” says Fitzpatrick. “This approach ensures that candidates are job-ready in three to nine months, with training mapped to live toolchains rather than broad academic syllabi.”
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Employers also favour “earn and learn” models, which spread costs over time and reduce the risk of mis-hiring compared to competing for fully formed senior talent. “Meanwhile, ‘returnships’ and mid-career reskilling programmes are opening doors for career-break returners and career-changers, improving representation in critical teams,” Fitzpatrick continues.
Partnership is at the heart of FIT’s model, says Davitt. “We work hand-in-glove with education and training boards across Ireland. We are supported by Solas, the National Apprenticeship Office, and QQI, and we have collaborative relationships with higher education institutions regarding career development opportunities.
“It’s a collaborative ecosystem – employers define the competencies required, education partners deliver the learning, and FIT ensures alignment with labour market needs and a quality standard in programme delivery. This tripartite approach is what makes the system responsive and scalable.”
Although diminishing over time, misguided cultural perceptions remain a hurdle, says Davitt. “Regulatory processes can also be slow to adapt to emerging technology advancement and new processes, where speed of adoption and flexibility are critical. Raising awareness among parents, teachers and employers about the value, rigour and prospects of these pathways remains an ongoing priority.”
Engagement between private and public further and higher education providers and industry could be improved, says Fitzpatrick. “The Government could introduce a national training voucher scheme for businesses funded through the €1.5 billion National Training Fund (NTF). This would eliminate the financial barrier associated with staff training.
“More education providers could offer rolling start dates instead of a rigid academic calendar, flexible evening and weekend courses and online/blended learning options,” he adds. “Providers could also provide ‘recognition for prior learning’ tool kits, so companies can fast-track internal talent on to accredited pathways.”
The Republic’s lifelong learning participation rate stands at 16 per cent, meeting the national target, but is significantly lower than Nordic countries, which typically have rates up to 30 per cent, says Fitzpatrick. “Ibec has argued that employers need financial incentives, via the NTF, to encourage more participation.
“With such rapid changes in technology, Ireland’s skills base will increasingly hinge on stackable, job-embedded learning that accumulates to recognised awards while delivering value on the floor. We can expect curricula to be organised around capability frameworks with clear performance evidence rather than module lists. Micro-credentials (four to eight weeks) will be the default for tech refresh (GenAI, automation, regulatory changes) with automatic credit to longer awards.”
Employers require flexible, responsive systems that can adapt to evolving technology, Davitt concludes. “Policy should enable more agile programme approvals, stronger funding for work-based learning and sustained investment in digital inclusion – ensuring no group is left behind in Ireland’s digital transition.”
