New hires lack skills
Entry-level hires arrive needing substantial training before they contribute anything.
For employers
Don't hire for potential. Hire for proof.
You give us the problem statement. We design the experiences around it, workshops, competitions, internships, in whatever sequence it needs. Thousands of learners engage. You meet the ones who proved themselves.
No placement fees · No obligation to hire · Your brief stays confidential · The candidate relationship is yours
1 problem
designed into a full sequence
0+
Countries reached
0M+
High school students in our partner network
0k+
University students in our partner network
0°
Evaluation on every participant
What you are up against
Four problems. One root cause.
Every one of these traces back to the same thing: you are hiring on claims. Nothing you see before the offer shows you how someone actually works.
Nothing validates skill
No skill-validated pipeline, so unproven hires get through and leave early.
The same narrow pool
The same campuses and the same profiles every year. Fresh talent never reaches your funnel.
Emerging talent leaves
People join with no affinity to your business, so retaining them is a fight from day one.
What changes
Supercharge your four R's.
Nothing about how you decide who to hire has to change. What changes is what you can see before you decide.
Reach
Offer opportunities to learners across 190+ countries, including every campus your team is never going to visit.
Reputation
Show up as the company that taught them something real, not as a stall at a careers fair.
Recruitment
Hire skill-validated candidates who are equipped to succeed, because you have already watched them work.
Retention
People who spent weeks inside your problem arrive with affinity already built, and stay longer for it.
How we design it
One problem statement. A sequence built around it.
There is no standard package. Wide at the top so thousands meet your brand, narrow at the bottom so only the proven reach your calendar.
The problem statement you give us
“We need people who can apply emerging tech to how we actually operate, not just talk about it.”
What we design: Wide at the top, narrow at the bottom. Three stages.
- Stage 1Workshop seriesOpen to thousands
Sessions across the network on the specific technologies in play. Your brand is in the room from the first week.
Reach and reputation
- Stage 2Ideas competitionHundreds submit
Participants submit their answer to your problem statement. Your team judges alongside ours.
Fresh thinking, and a ranked field
- Stage 3Internship cohortWinners only
The competition winners take the real deliverable forward with mentors over four to six weeks, observed throughout.
Work product, and a shortlist with evidence
Illustrative designs. The formats, the number of stages and the order they run in all change with the problem you bring.
The formats we build with: internships, competitions and challenges, workshops, masterclasses, events, courses and skill bootcamps. Which ones, in what order, and how many stages, is a design decision we make against your problem, not a package you pick off a list.
What you receive
A record, not a resume.
Whatever sequence we design, three things come back to you, and every participant finishes with a Skills Track Record: a verified account of what they did, how consistently they did it, and how mentors and peers rated them.
- A skill-validated pipeline
Custom internships, competitions, events and courses that put candidates on record instead of on paper.
- Extra brainpower on the deliverable
Learners work your real business problem as their experience, and the output is yours to use.
- Early engagement with future talent
Connect with people across 190+ countries years before they enter anyone's application funnel.
A resume can claim these things. A one-hour test cannot see them. Weeks of observed work proves them.
Skills Track Record
Real employer brief · Mentor and peer evaluation · Weeks of observed work
- Axis 1Critical ThinkingEvidenced in work
- Axis 2CommunicationObserved in presentations
- Axis 3CollaborationPeer assessed
- Axis 4Consistency & AdaptabilityObserved across weeks
- Axis 5AI JudgmentUse verified & disclosed
Ranked top 4% of a 412-person cohort
Earned the interviewIllustrative specimen. Shows record structure, not a reported result.
How you can participate
Three ways in. Start wherever you are.
Bring a problem and we build around it, put your name on something already running, or go straight to the people already on record.
Door 1
Most partners start hereBring a business problem
Hand us the problem statement. Our team designs the opportunity, or the sequence of opportunities, that gets to it, and runs the whole thing. You review the design before anything goes live.
Scope a problem statement
Door 2
Fastest route to liveSponsor an opportunity already running
Put your name, your brief and your judging panel on an Excelerate opportunity already in flight, and skill-validate the people who come through it.
See what is running now
Door 3
Skip the designHire from the validated pipeline
Search people who are already on record: evaluated, globally comparable, and reachable before they enter anyone else's application funnel.
Ask about pipeline accessFunding this from a CSR or foundation budget? The same design process runs for a named region or population, with board-ready outcome reporting.
Keep it running and you build a Future Bench.
Strong performers who are too early to hire stay in view, so by graduation you hold years of verified performance history on people you already know.
Book a conversation
Already running
Employers who have built with us.
Partnering with Excelerate gives employers access to future-ready talent with verified skills and hands-on experience.
And the institutions that carry it.
We work directly with university and school partners to put your opportunities in front of their current and prospective students, which is how a single problem statement reaches this far.
3M+
High school students
100k+
University students
Your next steps
From first conversation to live, in five steps.
Our team does the heavy lifting at every stage, so you stay free to work on the rest of your business.
Talk it through
One conversation is enough to scope the problem statement.
Sign the MOU
Confidentiality and ownership of the work product, settled before anything runs.
Choose your route
Create something new, or sponsor an opportunity already running.
We design the options
Our team returns project options you can put in front of learners.
Launch
We do the heavy lifting. You watch real work come in.
Questions employers actually ask.
No, and most partners do not. You bring the business problem; deciding whether it needs a workshop series, a competition, an internship cohort, or all three in sequence is our job. You see the design and approve it before anything runs.
Yes, and that is how most employers run it. Your opportunity covers wherever you actually hire, and every campus you choose to reach can send you proven candidates.
No. Everything runs on a sanitised brief: no hiring numbers, no target roles, no strategy. Confidentiality and ownership of the work product are settled in the MOU before anything begins.
We expect it, the same way you will expect it of your employees. We evaluate what AI cannot supply: consistency across weeks, collaboration observed by peers, response to feedback, and judgment about when and how tools get used.
A single sponsored opportunity can be running within weeks. A designed sequence takes longer to build, because our team creates the project options, the materials and the evaluation before launch. One conversation is enough for us to give you a real date.
No. We never charge placement fees and take nothing when you hire someone you met through an opportunity. We provide the evidence. The decision and the relationship are entirely yours.
Activate experiences.
Advance people.
One conversation is enough to turn a business problem into a designed opportunity. Your brief stays confidential; we handle everything else.