Building on success: A closer look at Bipsync’s Graduate Scheme

We’re proud of the impact the Bipsync Graduate Scheme has had in the UK—both in shaping the careers of the talented individuals we’ve hired and in driving real value for our company.

This is the second installment in our two-part blog series, where we explore the core principles behind our approach to graduate recruitment. In Part One, we discussed the importance of opening doors for early-career talent and building strong partnerships with local universities.

For part two, we’re diving into three key ways we go beyond traditional graduate hiring:

• Helping people acquire skills, refine applications and secure jobs—even if it isn’t with us!
• Seeking out “career changers”
• Creating a welcoming, rewarding environment

Let’s get into it.

Helping people acquire skills, refine applications and secure jobs—even if it isn’t with us!

We support as many students as we can – even if they may not be long-term prospects for Bipsync.

For early-career talent, the vastness of the tech industry can feel overwhelming. That’s why we believe in sharing knowledge and providing guidance wherever possible. Whether it’s through signposting opportunities, making introductions, offering advice sessions, hosting tech talks, or running hackathons, these small efforts—often low-cost or even free—can have a meaningful impact on individuals starting their careers.

Realistically, not every student can work for us, but sometimes, an encouraging word or helpful direction is enough to keep their talent in the local ecosystem. Maybe they’ll become a great candidate for us in the future, or maybe they won’t. Either way, being helpful is just part of who we are at Bipsync.

When applying for a role, we encourage applicants to provide as much detail as possible about their experience—whether it’s a GitHub profile, personal or school projects, internships, etc.— because this process can be highly competitive. We carefully review every application and, where possible, offer constructive feedback that can help candidates refine their approach.

We’ve seen firsthand how this approach benefits both candidates and Bipsync. One memorable example was a candidate whose resume and cover letter didn’t give us enough insight into his skills. Instead of dismissing his application, we provided personalized feedback. A few weeks later, we crossed paths at a college event, where he thanked us and shared how he had acted on our advice—refining his resume, improving his personal website, and even beginning to learn a new programming language (not something we suggested, but a clear sign of initiative!).

When he reapplied, his commitment to growth was evident. Not only did he take our feedback seriously, but he also excelled in the interview process. He ultimately joined our graduate program later that year and has continued to impress ever since. It was a perfect example of the kind of drive and adaptability we value in our team.

Seeking out “career changers”

Attending career fairs has introduced us to a diverse range of candidates, many of whom haven’t followed the traditional Computer Science degree route. Over the years, we’ve interviewed applicants for technical roles with backgrounds in Math, Chinese Language and Translation Studies, Engineering, and Business. Their varied perspectives and problem-solving abilities bring unique strengths to the table. In a job market where demand for technical skills outpaces supply, it’s crucial to look beyond the obvious talent pools and recognize potential in unconventional pathways.

So we look out for the “career changers” – individuals who have quietly harbored a passion that’s transformed over time from a hobby to a profession, who recognise the opportunities that a career in software offers and have the courage to take the leap. For example, an artist involved in their university’s CyberSoc might have the potential to become a front-end engineer. A psychology major attending one of our Tech Talks could be a UX consultant in the making. Many Math students engage with Coding Club, making it a great place to find Python talent. Even self-taught coders who leave school to pursue programming bring fresh perspectives and problem-solving skills.

We’re also aligned with programs like Career Confident, which supports underrepresented students and those from disadvantaged backgrounds, helping to create a more inclusive pipeline of future tech talent.

Finally, we recognize the value of international students. Since Brexit, graduates can extend their UK visas for two (or in some cases, three) years. This allows us to offer fixed-term contracts to talented individuals who bring global perspectives and technical expertise to our team.

Creating a welcoming, rewarding environment 

At Bipsync, we want every candidate to feel welcomed, informed, and comfortable throughout the application process. We’ve all heard the horror stories—10-month interview marathons and assessment centers that feel more like The Apprentice. That’s not what we’re about. Anyone can apply directly to Bipsync Careers with their resume and a cover letter (a tip to potential applicants reading this: we want to know about *you*, not just your technical skills!) 

Our process usually includes only two interviews. The first is a video interview where we introduce the company, discuss the candidate’s experience so far, and get a sense of whether it’s a good mutual fit. If both sides want to move forward, the second interview is in-person and more technical. This stage gives candidates a chance to see our working environment and envision themselves as part of the team. We provide scenarios in advance and emphasize that we’re not trying to trip anyone up—after all, no company expects a graduate to know everything from day one. In real-world problem-solving, what do we do when we’re stuck? We ask a colleague, Google it, or turn to ChatGPT. So why should our interviews feel like exams? At the end of the day, are we looking for someone great at interviews or someone who is resourceful, efficient, and willing to ask questions?

For successful candidates, there’s often (but not always) a gap between accepting the job and starting, as they finish their final year at university. To ease the transition, we keep in touch—inviting them to staff socials, starting the onboarding process via email, or even grabbing a coffee at university events.

Too many companies overlook the value of their early-career hires. At Bipsync, we take a different approach. We pay above the graduate market rate, offer a first-class benefits package from day one, and provide comprehensive training and ongoing support. Most importantly, we create opportunities for growth at a pace that suits the individual. Some graduates stay on their original track, while others explore new areas of the business. Our first graduate hire? They’re now a Senior Developer. As a culture-driven company, we make sure everyone knows everyone—and that every team member matters.

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Interested in joining Bipsync? Drop us an email or check out the careers page for current openings and more details on the graduate scheme – we’d love to hear from you!