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Employer Awards

Shining a spotlight on the organisations building the future of STEM.

How To Enter

Nominations are open to any UK-based org supporting early careers in STEM.


We’re looking for clear impact, fresh thinking, and outcomes that speak for themselves.

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Image by ThisisEngineering

The Process:
 

  • Pick your category

  • Fill out the form

  • Upload anything that backs your story (videos, photos, PDFs, etc.)

  • Done


Nominations close on 16th January 2026, and shortlisted finalists will be announced in February 2026.

All finalists will receive marketing materials to share on their social platforms ahead of the awards ceremony.

 

Finalists will also be invited to attend a celebratory awards ceremony in London in Spring 2026, with further details sent following the shortlisting announcement.

Programme Excellence

Celebrating outstanding delivery and structure of early careers programs.

  • Recognising outstanding achievement in the design, delivery, and impact of STEM apprenticeship programmes.

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    We’re seeking to honour organisations that have demonstrated exceptional commitment to developing talent through apprenticeships. Tell us how your programme stands out as the best in its class.

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    1. What makes your apprenticeship programme exceptional in the STEM sector?

    2. How do you define and measure success within your apprenticeship programme?

    3. What tangible growth or development has your programme experienced in the last 12 months?

    4. How does your programme support apprentices throughout their learning journey?

    5.  In what ways has your apprenticeship programme contributed to wider organisational or societal goals?

  • Celebrating a graduate scheme that sets the benchmark for support, learning and opportunity. (A max of 300 words per question)

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    1. What makes your graduate programme exceptional in the STEM sector?

    2. How do you define and measure success within your graduate programme?

    3. What tangible growth or development has your programme experienced in the last 12 months?

    4. How does your programme support graduates throughout their learning journey?

    5.  In what ways has your graduate programme contributed to wider organisational or societal goals?

  • Highlighting impactful mentoring schemes for early career STEM professionals.

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    1. Describe your mentorship programme(s) and the unique features that set them apart. 

    2. What distinguishes your mentorship approach from others in the sector?

    3. Explain how you evaluate the long-term success and impact of your mentorship programme?

    4. What are your future ambitions for the mentorship programme? Specifically highlighting your strategic goals over the next 12 months?

  •  Celebrating employer partnerships with schools that inspire early interest in STEM.

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    1. What steps have you taken to build and develop impactful school partnerships that spark interest in STEM among young people?

    2. Can you share a standout moment or success story that demonstrates the tangible impact of your partnerships?

    3. How do you measure the long-term success of your school partnerships, and what plans do you have to grow, evolve, or innovate these initiatives in the future?

    4. In what ways have early careers professionals within your organisation—such as apprentices or graduates—played a role in delivering and enhancing your outreach

  • Recognising standout efforts to accelerate high-potential young STEM talent.
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    🧭 Think long-term development. Measurable outcomes. Real career momentum.

Equity & Inclusion Champions

Recognising efforts in inclusive hiring and diverse outreach.

  • For those designing inclusive, fair, and future-facing hiring practices in engineering and technical roles.

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    1. How does your hiring process ensure fair and accessible opportunities for candidates from all backgrounds?

    2. What strategies have you implemented to reduce unconscious bias during the hiring process?

    3. What innovative or non-traditional strategies have you used to attract a diverse and inclusive technical talent pool?

    4. Looking ahead, what actions will you take over the next 12 months to strengthen inclusive hiring?

    5. Outline upcoming initiatives, goals, or improvements—and how you plan to measure impact and progress.

  • For in-house teams making real progress in recruiting, supporting and championing neurodivergent talent.

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    1. What key steps have you taken in the past 12 months to champion neurodivergent talent?

    2. How do you set yourselves apart as a neurodiversity ally in your industry?

    3. How are you using partnerships to boost your neurodiversity efforts, and what plans do   you have for the future?

    4. How have you applied technology to enhance your neurodiversity recruitment process?

  • Recognising sustainable practices embedded in STEM early careers development.

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    1. What sustainable practices have you integrated into your early careers hiring process

    2. How do you measure and report on the effectiveness of these sustainability efforts?

    3. What impact have your sustainable practices had on the success of your campaign over the past 12 months?

    4. How do you plan to advance your sustainability mission within your attraction strategy over the next 12 months, and why?

Innovation & Creativity

Awards for employers doing things differently to attract and engage talent.

  • Celebrating creativity in attracting early STEM talent through fresh and bold ideas.

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    1. How have you used creativity to attract top STEM talent?

    2.  What steps have you taken over the past 12 months to build and implement your attraction strategy?

    3.  How have you used technology to power an innovative attraction campaign, and how did you measure success?

    4. How did you maximise your budget to deliver strong attraction results?

    5. If your STEM attraction strategy were a campaign trailer, what would the tagline be - and why?

  • For employers using digital platforms, AI, or tech tools to enhance early talent experiences.

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    1. How have you used digital platforms to enhance the onboarding experience for early careers talent?

    2. How have you kept the early talent experience personal while making the most of technology?

    3. How have you identified challenges in using technology for early careers—and what steps have you taken to overcome them?
    4. How do you measure the impact of technology in your early careers processes—and how do you share those insights with the business?

  • For the team that attracts top STEM talent  — creative, authentic, and impossible to ignore.

     

    This award recognises organisations that have built magnetic, inclusive, and high-impact early careers strategies to attract the brightest STEM talent.

     

    We want to hear how you’re standing out and making waves. 

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    1. How have you demonstrated exceptional growth in attracting STEM talent over the past 12 months?

    2. What was the core strategy behind your early career's attraction campaign — and how did you execute it?

    3. What role did innovation and creativity play in your campaign’s success?

       4. How did you bring your organisation on the early careers' attraction journey with you?

       5. What long-term impact do you see your attraction strategy having on your talent pipeline and employer brand?

  • For the employer flying under the radar but making waves in how they hire, nurture, and celebrate STEM talent.

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    Perfect for inquisitive teams, niche sectors, or regional employers doing standout work that deserves a bigger spotlight.

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    1. Tell us why you believe you’re a hidden gem employer?

    2. What initiatives have you done that have set you apart in the STEM sector?

    3. Talk us through how you creatively celebrate STEM talent?

    4. Tell us how you are partnering with external organisations/charity's/education providers to widen your reach to students?

Employer Branding & Culture

Spotlighting powerful branding and candidate experience.

  • Recognising brilliant, authentic branding that resonates with early STEM talent. A true disruptor in the market, setting new standards and challenging the norm.

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    1. How have you exceeded expectations in your STEM early careers branding, and what makes your approach disruptive and distinctive in a competitive market?

    2. Describe a standout project or campaign that delivered a key milestone in your early careers branding strategy. What were the goals, and how were they achieved?

    3. What does success look like to your STEM audience, and how has your employer brand met or exceeded those expectations?

    4. What steps did you take to engage internal stakeholders and bring your wider organisation on board with your branding vision and strategy

  • For employers — big or small — who are hiring with mission, not just metrics. Think climate, accessibility, health, education, social impact.

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    1. How does your early careers hiring reflect your organisation’s purpose and values

    2. Explain how you effectively & creatively communicate your organisational purpose as part of your attraction strategy?

    3. What steps have you taken which embodies hiring with mission within the STEM sector – not just metrics?

    4. What impact has purpose-driven hiring had on your early careers outcomes? (optional but powerful)

  • Honouring a recruiter whose passion and commitment is relentless to their small STEM business. And who has taken big steps over the last twelve months in early STEM careers (working for an organisation with 500 or less employees).

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    1. What steps has this individual taken over the past 12 months to grow or strengthen early STEM careers within your organisation? What sets their approach apart?

    2. How has this person tackled the unique challenges of STEM recruitment in a small business setting, and what innovative or bold methods have they introduced?

    3. Can you share a specific success story, milestone, or outcome that highlights their impact on early careers recruitment and development?

    4. How has their work contributed to a stronger talent pipeline, improved visibility for your organisation, or positively influenced the culture around early careers?

Team & Individual Impact

For outstanding in-house teams or recruiters.

  • Our headline award, given to an organisation making an exceptional all-round impact on early STEM careers.

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    1. What defines your organisation’s vision for early STEM careers, and how have you embedded this into your culture, strategy, and everyday practice?

    2. Describe a bold initiative, programme, or partnership from the past year that exemplifies your commitment to developing the next generation of STEM talent.

    3. How do you ensure your approach to early careers is inclusive, future-focused, and responsive to the evolving needs of young people in STEM?

    4. What sets your organisation apart as a leader in the STEM early careers space—and how are you influencing or inspiring others in your industry to raise the bar?

    5. If your early careers work had a tagline or campaign title that summed up your impact this year, what would it be—and why?

  • Recognising internal teams who go above and beyond to champion early STEM careers and create meaningful opportunities for future talent.

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    1. What makes your team’s approach to early STEM careers stand out from others, and how have you gone above and beyond to support young talent?

    2. Can you describe a standout initiative, campaign, or programme your team has delivered that showcases collaboration, innovation, and real-world impact?

    3. How does your team work together across departments or disciplines to create an environment where early careers talent can thrive?

    4. In what ways has your team influenced lasting change—either within your organisation, in the wider community, or across your sector—in support of early STEM careers?

    5. What’s the “moment of pride” your team would share with the judges—an outcome, breakthrough, or story that captures your spirit and success?

  • Honouring an individual whose passion and creativity in early careers hiring has delivered exceptional results.

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    This award recognises a standout recruiter who’s gone above and beyond to attract, support and develop early STEM talent. Whether they’re a one-person powerhouse or leading a small team, we want to hear how their ideas, energy, and actions have shaped early careers success.

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    They might have launched a bold campaign, built strong school or university partnerships, or reimagined candidate experience — but what sets them apart is impact. They're changing how their organisation hires — and how young people see STEM careers.

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    🏆 This is for the changemakers, the talent-spotters, the culture-shapers — the people powering the next generation of STEM.

  • For the lean, bold, and brilliant in-house teams punching way above their weight. With 250 employees or less

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    This award celebrates the startups, scale-ups, and smaller employers who are making a huge impact on the future of STEM talent — through smart strategy, standout candidate experience, and a whole lot of heart. Whether you're a team of one or a crew of few, this one's for you.

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    1. What makes your small but mighty early careers team stand out in the STEM space

    2. How have you built a smart, scalable strategy to grow STEM talent? 

    3. How are you creating an exceptional candidate experience with limited resources?

    4. How do you define and measure success in your early careers work—and what achievements are you most proud of?

    5. Looking ahead, how will you continue to grow and make an impact with a lean team?

Judging Process

Each submission is reviewed by a panel of industry experts, early careers professionals and student voices. Entries are scored against key criteria: impact, innovation, inclusivity, and evidence of results.

 

Further criteria are outlined on each individual award. Finalists will be announced in advance of the awards night.

STEM students bring their curiosity, creativity, and lived experience to help assess which employers truly stand out to the next generation.

Student Voice

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Early careers professionals use their recruitment expertise and deep understanding of the STEM landscape to spot genuine innovation and impact.

Early Career Peers

2

A powerhouse panel of respected STEM leaders brings strategic insight, sector knowledge, and a keen eye for excellence to the judging process.

Industry Experts

3

Events

From inspiring student panels to employer masterclasses, our events brings together the brightest minds in STEM.

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Whether you're here to learn, connect or lead — there’s something for everyone.

Bright Minds: Student Innovation Panel

Coming Soon | Virtual

Join young STEM changemakers as they share their big ideas, bold projects, and what the future means to them.

Inside STEM Hiring: Employer Q&A

Coming Soon | Virtual

A live conversation with top STEM recruiters on what they look for, how they hire, and how you can stand out.

STEM Awards 2026 Launch Party

Coming Soon | In Person

Celebrate the launch of our next season of awards with finalists, partners, and the wider STEM community.

Get in Touch

Reach out if you want to get involved in the The STEM Awards 2025.

Interested in
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