The people you'll need in 2030 are in a classroom today.

LynneFoundry builds talent pipelines that start in school and end in your organisation. We find learners with potential, develop them against the skills you'll need, and bring them into your workplace ready to contribute.

Plan a pilot See the pipeline
  1. A young learner at her desk in a classroom

    01Discover

  2. A young woman leading a meeting with colleagues around a table

    02Develop

  3. A young engineer in a hard hat with her team on site

    03Integrate

  4. A young professional in the office with his team behind him

    04Sustain

Most skills shortages aren't a supply problem. They're a timing problem.

By the time a critical role is advertised, the window to develop someone for it closed years earlier. So you compete for the same small pool of experienced people, pay a premium to win them, and lose them to the next offer.

01/03

Critical roles, thin benches.

Your scarce-skills list looks the same as it did five years ago. So does your time-to-fill.

02/03

Spend that doesn't convert.

Bursaries, learnerships and internships use up your skills development budget. Too few participants end up in permanent roles, and absorption stays low.

03/03

Qualified, not ready.

Graduates arrive with the right certificate and little feel for the workplace. Your managers carry the gap for their first year.

Start earlier, and the pipeline works for you.

A manager guiding a young colleague at her desk

When you engage talent before you need it, you choose who to invest in, instead of competing for whoever is available. Your development spend has a destination: a real role in your structure. And the people you develop know where they're heading, and who helped them get there.

  1. Classroom
  2. Study
  3. Graduate
  4. Role advertised

You start here

Most hiring starts here

For your organisation

A bench of people developed for your roles, in your context.

For them

A clear route from classroom to career.

One pipeline. Four stages. From the classroom to a permanent role.

Each stage works on its own, and they are strongest together. Start where your gap is.

Fig. 01 — From classroom to permanent role One cohort, tracked end to end
Classroom
  1. 01DiscoverFind the potential early
  2. 02DevelopInvest with a destination
  3. 03IntegrateMake the first year count
  4. 04SustainKeep what you've built
Permanent role

01

Discover

We start with the skills you'll need and work back to the learners most likely to grow into them. We assess your future skills needs, identify and select learners, give career guidance with schools and parents involved, and arrange exposure visits to your workplace.

02

Develop

Bursaries, mentorship and workplace exposure, designed around the roles you'll need. We design and coordinate your bursary programme, pair participants with mentors from industry, arrange job shadowing, and run accredited skills development with progress monitoring.

03

Integrate

Work readiness, internships and graduate programmes that close the gap between study and work. We prepare participants for employment, coordinate internships and graduate intakes, match candidates to roles and support their onboarding, with recruitment through LynneWaters Personnel where you need it.

04

Sustain

Tracking, alumni engagement and reporting, so each cohort strengthens the next. We track progression and outcomes, gather feedback from employers and participants, bring alumni back as mentors, and report against the objectives we agreed with you.

Students at work in a bright classroom while a teacher checks in
From classroom to career.

What changes when the pipeline is yours.

  1. 01 Bench A bench for critical roles, developed for your work, not someone else's.
  2. 02 Destination Skills development spend tied to vacancies you can see coming.
  3. 03 Absorption More of the people you've already invested in move into permanent roles.
  4. 04 Evidence Reporting you can use, on progress and outcomes against the objectives you set.

Prove it on one cohort before you scale.

Start with one stage, or build across all four.

Fig. 02 — The pilot loop Click a step to move the loop
  1. 01

    Map the need.

    We start with the roles you'll struggle to fill in three to five years, and what you already run: bursaries, learnerships, graduate intakes.

  2. 02

    Design the pilot.

    One cohort, clear roles for every partner, and the measures we'll judge it by, agreed up front.

  3. 03

    Run it.

    We coordinate schools, institutions, mentors and participants. You stay informed without managing the detail.

  4. 04

    Review and decide.

    We report what worked and what didn't. You decide whether to extend, adjust or scale.

Which roles will you struggle to fill in five years?

Bring that question to a conversation. We'll map where a pipeline could start and what a first cohort could look like.

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