Frequently Asked Questions

Q: What's the difference between an internship and an apprenticeship?

  • Internships are typically short-term learning experiences designed to provide exposure to an industry or role. They may be paid or unpaid, often focus on observation or entry-level tasks, and usually have a defined start and end date.

    Apprenticeships are structured, paid career pathways that combine on-the-job training with guided learning over a longer period of time. Apprentices earn wages while developing specific skills tied to a recognized occupation, often resulting in industry-recognized credentials and long-term employment opportunities.

    In simple terms: internships introduce someone to a field — apprenticeships prepare someone for a career.

Q: What is the benefit of an Employer of Record (EOR)?

  • An Employer of Record (EOR) helps reduce the administrative and compliance burden of hiring and managing employees. The EOR handles responsibilities such as payroll, workers’ compensation, tax reporting, onboarding, and HR compliance, allowing employers to focus on day-to-day operations and workforce development.

    For apprenticeship programs specifically, an EOR can simplify participation by reducing liability, streamlining paperwork, and making it easier for employers to support apprentices without building an internal HR infrastructure around the program.

Q: Aren't apprenticeships just for the construction trades?

  • Not anymore. While apprenticeships have long been associated with the construction trades, today’s apprenticeship programs span a wide range of industries including healthcare, IT, cybersecurity, advanced manufacturing, education, public safety, business operations, hospitality, and more.

    Modern apprenticeships are designed to help employers build skilled talent pipelines in virtually any role where hands-on learning and career progression are valuable. The model has evolved far beyond traditional trades and is increasingly being used to develop workforce solutions across emerging and hard-to-fill industries all over the world!

Q: What are the up-front costs of doing business with you?

  • There are no up-front costs to get started. In fact, we don’t get paid until the apprentice does. Our model is designed to align with employer success — meaning costs are generally tied directly to active apprentice wages rather than expensive program setup fees or long-term consulting retainers.

    The only exceptions would be in cases involving work requested outside the agreed scope of services or situations involving broken contractual agreements or business obligations. We believe apprenticeship support should feel accessible, transparent, and built around real workforce outcomes — not unnecessary barriers to entry.

What is the commitment for having an apprentice?

  • The time commitment for an apprenticeship depends on the structure of the program and the needs of the employer. Apprenticeships can be either time-based or competency-based, with both models designed around the equivalent of approximately one year of learning and skill development.

    A traditional time-based model typically includes around 2,000–2,100 hours of on-the-job training. Competency-based programs, however, allow apprentices to progress — and potentially complete the program sooner — by demonstrating mastery of required skills and “testing up” as competencies are achieved.

    In some cases, hybrid models combining both approaches may be used, though they are less common. All expectations, milestones, and program structures are reviewed and approved in advance with the employer site to ensure the apprenticeship aligns with operational realities and workforce goals.

What if the person isn't the right fit for our office?/ How are disciplinary actions handled?

  • Like any employee, apprentices are expected to meet workplace standards, performance expectations, and organizational culture requirements. Apprenticeship status does not prevent an employer from addressing performance concerns, coaching opportunities, or disciplinary actions when needed.

    Our role is to help support clear communication, documentation, and successful outcomes whenever possible. If concerns arise, we work alongside the employer and apprentice to identify solutions, provide guidance, and help navigate next steps appropriately.

    Ultimately, employers maintain the ability to make staffing decisions that are in the best interest of their organization, including termination when necessary and aligned with applicable employment policies and regulations.

Do you recruit apprentices?

  • Not directly. Talent Commons is designed to support employers in creating and managing apprenticeship opportunities — not to operate as a traditional staffing or recruiting agency.

    Employers are welcome to hire whoever they choose, including existing employees, new hires, career changers, second-chance individuals, or candidates already in their pipeline. Our role is to help structure and support those positions as apprenticeships through administrative guidance, compliance support, and program coordination.

    That said, through our chamber, education, and workforce development partnerships, we can often help connect employers to broader community networks and visibility opportunities when needed.

What happens at the end of the training term?

  • At the end of the apprenticeship term, the goal is for the apprentice to transition into a fully skilled, long-term employee with your organization. By that point, they have completed structured training, gained hands-on experience, and developed competencies aligned with the role and your workplace needs.

    Depending on the program structure, apprentices may also receive industry-recognized credentials or completion certificates tied to the apprenticeship standards.

    Employers are not required to restart the process from scratch for future apprentices, either. Once a program structure is established, it becomes significantly easier to continue building and scaling your talent pipeline over time.

What is the timeline for a brand-new apprenticeship standard to be created, registered, and approved?

  • The timeline for creating and approving a brand-new apprenticeship standard can vary depending on the industry, occupation, complexity of the program, and responsiveness of participating stakeholders. In general, the process can take anywhere from a few months to closer to a year for entirely new standards.

    That said, many employers are surprised to learn that existing standards or closely related occupations may already exist and can often be adapted more quickly than building a program entirely from scratch.

    Our role is to help guide employers through that process — identifying potential existing pathways first, coordinating with apprenticeship and workforce partners, supporting documentation and program development, and helping move the process forward as efficiently as possible. The more clearly defined the occupation, competencies, and employer needs are from the beginning, the smoother and faster the approval process typically becomes.

What if I want to hire the apprentice before the end of the agreement?

  • In many cases, apprentices are already functioning as part of your team throughout the program, but if you would like to transition them fully in-house before the end of the apprenticeship agreement, we are happy to have that conversation.

    Because apprenticeship programs involve structured oversight, compliance responsibilities, and administrative coordination, early transitions are reviewed on a case-by-case basis to ensure all program requirements, wage progressions, and training obligations have been appropriately addressed.

    Our goal is not to create barriers — it’s to support successful long-term employment outcomes for both the apprentice and the employer.

What if no apprenticeships currently exist for my industry?

  • That does not necessarily prevent your organization from participating. Registered apprenticeships have expanded far beyond the traditional trades, and new occupations and standards are being developed across industries every year.

    In some cases, existing apprenticeship standards from adjacent industries or occupations may already align closely with your workforce needs. If not, new standards and program structures can often be developed collaboratively to support emerging roles and industries.

    Part of our role is helping employers navigate those conversations, identify viable pathways, and determine whether a customized apprenticeship model makes sense for their organization and long-term talent goals.