Paid apprenticeships, 1:1 mentoring, team coaching and workshops — run by the same senior engineers who ship our client work, on the same code.
Our position
Every senior engineer you would like to hire was made by a team that took a risk on them. If the whole industry stops taking that risk at once, the pipeline doesn’t narrow — it empties, about four years later.
So we treat mentoring as engineering work, not charity. Mentoring hours are paid and count toward delivery. Apprentices are employees from week one. And every pod runs at a capped ratio of one mentor to four, because a ratio you exceed is a promise you broke.
Whether you are switching careers, stuck at mid-level, leading a team that needs to level up, or running a programme of your own.
Career changers and early-career developers
A paid, structured route from writing code to shipping it. Apprentices join a real delivery pod from week three and are reviewed against the same bar as everyone else.
Junior and mid-level engineers in a job
A senior engineer in your corner. Sessions cover whatever is actually blocking you — a design you can’t defend, a review that stung, a promotion case you don’t know how to make.
Engineering teams and their leads
We embed with your team to raise the floor: review standards, testing habits, incident practice and the quiet cultural things that decide whether juniors thrive or quietly leave.
Bootcamps, universities and meetups
Hands-on teaching on the things that rarely make it into a curriculum: reading unfamiliar codebases, debugging under pressure, and using AI tools without outsourcing your judgement.
Apprentices join a live delivery pod in week three. Everything before that exists to make week three survivable.
For clients
No. You pay a pod rate, and the pod is accountable for the work. Nothing ships without a senior engineer’s name on the review. What the model actually buys you is a team that documents its decisions, explains its architecture out loud, and does not concentrate critical knowledge in one person — because a pod that mentors has to do all three anyway.
It also happens to be why our handovers land. Teams that teach every week are simply better at handing over than teams that don’t.
No. We read portfolios, take-home work and how you reason through a problem. Several of our strongest engineers came from teaching, logistics and healthcare rather than a CS programme.
Yes. Apprentices are employees from week one, with a salary, benefits and the same equipment budget as everyone else. We think unpaid programmes select for privilege rather than talent.
Most apprentices are offered a role at Nexa. Where we don’t have the right seat, we introduce you to partner companies and prepare you for those interviews. There is no clawback or training-cost repayment clause.
Often, yes — many teams fund it from an existing learning budget. We can invoice your employer directly and provide a short summary of themes covered, without disclosing anything you discuss in confidence.
Deliberately. Apprentices learn to use AI tooling well and to recognise when it is confidently wrong. We assess understanding, not output, so leaning on a model to skip the thinking shows up quickly.
The apprenticeship is hybrid around Austin; 1:1 mentoring, team coaching and workshops all run fully remote across US time zones.
Get started
Cohorts start in March and September. 1:1 mentoring, team coaching and workshops run continuously — just tell us where you are stuck.
Or email hello@nexa.com · Austin, Texas · United States