The Challenge: Competing for Talent in a Hyper-Competitive Market

The Colorado Governor’s Office of Information Technology (OIT) provides secure technology solutions to all 18 state government agencies under the executive branch, driving innovation and solutions that power the services Coloradans rely on every day, from food assistance and unemployment benefits to early childhood education and public safety.

Among OIT’s most difficult roles to fill are software developer positions, roles that require a wide range of technical skills, yet aren’t as “flashy” as many tech jobs in the private sector. As a public sector organization, the team also faces the challenge of competing for highly skilled technology talent against private-sector salaries and recruiting budgets.

OIT recognized that continually trying to outbid the private sector for senior developers was neither sustainable nor strategic. Instead of relying solely on talent acquisition, OIT sought a better long-term solution: organically growing its workforce from the entry level up. The goal was not simply to fill open positions, but to create a sustainable workforce pipeline capable of addressing persistent tech gaps for years to come, and to foster a culture of retention.

The Solution: Apprenticeship as a Workforce Strategy

Partnering with ActivateWork, OIT implemented a structured Software Development Apprenticeship program as an alternate pathway into a tech career in the public sector, based on ActivateWork’s training model, which combines rigorous technical training aligned to employer tech stacks with holistic support and career coaching.

Perhaps even more importantly, ActivateWork’s program emphasizes continuous professional development, emotional intelligence, and “soft” skills such as curiosity and communication—and not only during training. After completing their bootcamp, participants continue learning and upskilling throughout their 12-month structured Apprenticeship, while both apprentices and their managers receive ongoing coaching and support from ActivateWork.

The nonprofit collaborated closely with OIT leadership to understand their specific in-house tech stack, why those technologies were chosen, and the Office’s long-term vision, ensuring apprentices were technically prepared and could contribute meaningfully within OIT’s existing infrastructure.

“The curiosity level in every apprentice we’ve worked with is off the charts. They ask questions no one else has asked. Their knowledge is fresh, and they’re seeing it from a completely different viewpoint. It’s truly team-shifting.” —Bob Nogueira, Chief People Officer, OIT

The Results: High-Caliber Talent, Rapid Productivity

To date, OIT has hired 11 apprentices through ActivateWork, with more than half converting into regular full-time positions, which they hold to this day.

Managers consistently report that ActivateWork apprentices become productive within four to six weeks, a timeline that often outpaces experienced hires. In fact, OIT managers noted that even seasoned developers do not always reach full productivity within a month, making the apprentices’ early impact particularly notable.

What distinguishes ActivateWork’s candidates is not only their technical preparation but the depth of their professional readiness and, above all else, their curiosity.

“The curiosity level in every apprentice we’ve worked with is off the charts,” said Bob Nogueira, Chief People Officer at OIT. “They ask questions no one else has asked. Their knowledge is fresh, and they’re seeing it from a completely different viewpoint. It’s truly team-shifting.”

One example is Catalina Quarleri. After completing ActivateWork’s software development course in 2024, they were hired into a position that typically requires two to three years of experience. Despite having fewer years on paper, Cata’s training and Apprenticeship experience positioned them ahead of peers from traditional pathways.

Within their first year, Cata deployed a code component across the State of Colorado, an opportunity many developers do not experience until much later in their careers. As they put it, “ActivateWork played a pivotal role in my success. The program not only equipped me with the technical skills I needed but also helped me build confidence. I’m now working in a role I love, and I feel empowered to keep growing in my career.”

Strengthening Culture and Retention

A common misconception among hiring managers is that Apprenticeships require additional oversight and management time. OIT’s experience has been the opposite. With ActivateWork’s structured support model and continuous learning framework, managers describe the partnership as valuable rather than burdensome.

As Brandon Archuleta, Manager, Enterprise Applications at OIT, explained, “I manage 32 developers across five teams. Having that external structure and reporting support made the process significantly easier and something that ended up being helpful versus creating more work.”

Beyond productivity gains, apprentices have strengthened team culture at OIT. They integrate fully into workflows, contribute to billable work, and demonstrate a strong commitment to their teams.

OIT firmly believes in research showing that teams built organically, from the entry level up, frequently demonstrate stronger loyalty and long-term commitment. Apprentices who begin their careers within an organization develop a deeper connection to its mission and culture than senior developers transitioning across multiple employers. And this has been the case with OIT as well, where they have seen clear investment from each apprentice in growing with the company and staying loyal to their teammates.

A Shift from Talent Acquisition to Talent Development

OIT had attempted Apprenticeship programs in the past, but found that the promised training, preparation, and ongoing support always fell short. With ActivateWork, OIT found a true partner. The consistency of the bootcamp, the caliber of candidates, and the sustained employer collaboration differentiated the program from previous experiences.

ActivateWork’s programs attract hundreds of applicants per cohort, who are rigorously vetted for aptitude, coachability, and career readiness, prioritizing individuals who demonstrate commitment and potential but have faced barriers to traditional education or hiring pathways into long-term careers in technology.

“ActivateWork played a pivotal role in my success. The program not only equipped me with the technical skills I needed but also helped me build confidence. I’m now working in a role I love, and I feel empowered to keep growing in my career.” —Catalina Quarleri, ActivateWork Software Development Apprentice

The Bottom Line: Apprenticeships Are a Winning Workforce Strategy

For Colorado employers, Apprenticeships represent more than a hiring tactic. They are an effective long-term workforce strategy with proven ROI. By investing in structured Apprenticeship programs, organizations can reduce dependency on costly lateral hiring and talent acquisition, align talent development with their specific technology needs, and build resilient internal pipelines.

ActivateWork’s partnership with the Governor’s Office of Information Technology demonstrates what is possible when employers move beyond transactional talent acquisition and commit to building Colorado’s next generation of tech professionals from the ground up.