According to Marthe Outzen, Executive Vice President HR & Communication, Brunvoll has set a clear ambition: apprentices should make up at least 7.5 per cent of the workforce. This target reflects more than a recruitment need. It is a response to astructural challenge: fewer young people, increasing specialisation, and a growing gap between what industries require and what many students choose to study.
“Many young people struggle to gain a foothold in working life, while employers simultaneously struggle to recruit,” she observes.
Steering youth toward informed educational choices early on is therefore vital. A vocational certificate, she emphasises, offers a concrete and secure entry point to employment, and can serve as a solid foundation even for those who later wish to pursue engineering degrees.
Brunvoll’s approach is pragmatic: if young people want to remain in industrial regions, they should have a realistic understanding of the skills the local industry depends on. This also supports broader societal goals by reducing mismatch between education and employment. Through participation in school visits, education fairs, and information events, Brunvoll helps align the education system with the opportunities available in the local community. Early exposure to real workplaces — through placements, summer jobs, and open-door events — plays a key role.
Brunvoll’s approach is pragmatic: if young people want to remain in industrial regions, they should have a realistic understanding of the skills the local industry depends on. This also supports broader societal goals by reducing mismatch between education and employment. Through participation in school visits, education fairs, and information events, Brunvoll helps align the education system with the opportunities available in the local community. Early exposure to real workplaces — through placements, summer jobs, and open-door events — plays a key role.
Brunvoll sees apprenticeships, summer jobs, and graduate recruitment not as separate programmes, but as one continuous pipeline. This perspective is strongly reflected in the practical Employer Branding efforts securing a relevant talent pipeline.
Apprentices receive a formal training contract, and Brunvoll commits to guiding them through a complete learning journey, aiming to produce confident, competent professionals. Many apprentices subsequently pursue higher education, often returning to Brunvoll afterwards. Their familiarity with the company means they can contribute effectively from day one, reducing onboarding time and strengthening long-term retention.
The company’s open-door philosophy extends beyond students. School classes,vocational teachers, university groups, and visitors from other enterprises areregularly welcomed. Advisers, parents, and even NAV (the Norwegian Labour andWelfare Administration) are included in dialogue, recognising their influence onyoung people's decisions and their role in supporting newcomers, career changers,immigrants and refugees seeking a way back into employment.
For Brunvoll, talent development is deeply tied to social and community value. Apprenticeships and pathways into skilled professions reduce the risk of exclusion among young people, a challenge many communities face. At the same time, they strengthen local resilience by ensuring that critical industrial competence remains in the region.
The company’s data from recent years shows clear benefits to this long-term approach: a steady influx of new colleagues, strong retention of those who start as apprentices or summer students, and high internal mobility. These outcomes underline that targeted investment in young talent contributes both to organisational stability and to sustainable regional development.
Brunvoll’s visibility on social media and at regional events helps “plant seeds early”, as the HR team describes it. When young people have already heard of Brunvoll before meeting representatives at fairs or open days, the company gains valuable familiarity and trust. This is a big asset in a competitive labour market.
%201.jpg)
Brunvoll’s commitment to apprentices, students, and graduates is long-term and independent of economic cycles. Even in challenging years, the company maintains opportunities for young people because the return — skilled, local employees who stay and grow — is significant.
“I first discovered Brunvoll through the YSK programme in upper secondary school, where I had a placement and later completed my trade certificate in CNC machining
with the company. My time as an apprentice was both educational and exciting, and it gave me valuable insight into the industry. After completing my trade certificate, I moved to Trondheim to take a bachelor’s degree in mechanical engineering. During my studies, I worked as a call-in substitute and spent my summers in Brunvoll’s technical department. When I finished my degree, it felt natural to return. I enjoyed both the work and the working environment, and today I work as a mechanical engineer specialising in mechanical design. At Brunvoll, you get to be part of the entire journey from developing a product to seeing it installed on a vessel. It provides a unique overall understanding of what we create, while also offering great opportunities to grow professionally and find your own direction within the company.”
- Thomas Lindseth Mahle, Project Engineer Mechanical Design
This is what it means to be an “entry ticket to working life”: building the competence and confidence that allow young people to thrive, and return, throughout their working lives.
For the young individuals, the value is equally clear: a secure entry point to the labour market, early professional mastery, and the possibility of building a career in an innovative industrial environment. For the region, Brunvoll’s approach contributes to reduced unemployment, strengthened industry relevance in education, and a vibrant local community anchored in skilled work. This is what it means to be an “entry ticket to working life”: building the competence and confidence that allow young people to thrive, and return, throughout their working lives.
