Generating skills to bring affordable warmth to homes across the country

This case study focuses on our employer partner, Warmworks. It highlights how the company is using Graduate Apprenticeships to align learning with real business needs. The case study features John Renwick, Communities Manager.

Can you give us some background to the company?

Warmworks is dedicated to providing affordable warmth to homes, families, and communities across Scotland. Since its establishment in 2015, Warmworks has helped tens of thousands of people better manage their energy use, leading to warmer, healthier, and happier lives.

As the Managing Agent of the Scottish Government’s national fuel poverty scheme, Warmer Homes Scotland, Warmworks has supported over 50,000 households in Scotland operating from offices in Edinburgh, with over 150 staff members.

Warmworks plays a crucial role in reducing carbon emissions and transitioning to a net zero society. It ensures this transition includes everyone, particularly those needing extra support to adapt to new, renewable technologies in their homes.

What is your role in the company?

I'm employed as the Communities Manager. My main responsibility is driving community benefits and skills development across the supply chain for the Scottish Government's Warmer Homes Scotland national fuel poverty scheme.

How long have they been part of the talent development strategy, and how has this evolved over time?

Graduate Apprenticeships have been part of the organisation’s talent development strategy for several years, evolving from an initial pilot approach into a more embedded and strategic pathway for developing skills, supporting workforce planning, and retaining talent over the longer term.

What were the key drivers for the business choosing Graduate Apprenticeships?

The key drivers for choosing Graduate Apprenticeships were addressing skills gaps, supporting succession planning, improving staff retention, and developing talent in a way that aligns learning with real business needs.

How many Graduate Apprentices are employed in the business and on which programmes?

We currently have three graduate apprentices with Heriot Watt University, split across Business Management and Data Science.

What general benefits have you seen the apprentices bring to the business?

At Warmworks, Graduate Apprentices have brought clear benefits to the business so far, including fresh ideas, up-to-date knowledge, and a strong ability to apply learning directly to real projects. They have helped strengthen internal capability, increased capacity within teams, and supported a culture of continuous learning while growing their skills in line with business needs.

What key support, structures or practices does an employer need to have in place to ensure apprentices succeed?

To ensure apprentices succeed, employers need clear line management support, structured learning time, and opportunities to apply academic learning in the workplace.

Regular check-ins, mentoring, and good communication between the business, the apprentice, and the university are also essential, along with a supportive culture that values development and long-term growth.

What are Heriot-Watt's strengths as a talent development partner?

Heriot-Watt’s strengths as a talent development partner include its strong local presence and practical approach to learning that aligns closely with business needs. The university offers clear communication and high-quality academic support, making it a reliable partner for developing talent while apprentices remain embedded in the workplace.

What advice would you give to other employers thinking about taking on Graduate Apprentices?

For employers considering Graduate Apprenticeships, the key advice is to view them as a long-term investment in your workforce. Be clear about the skills you want to develop, put the right support and mentoring in place, and work closely with the university. When well supported, Graduate Apprentices can add real value while building a strong and sustainable talent pipeline.