Company details

HEADCOUNT

25-99

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

http://www.computeam.co.uk/

About the company

Computeam provides managed IT services to schools and multi-academy trusts across the UK, covering day-to-day support, onsite field technician work, and project delivery. The company positions the mission around “improving education outcomes using technology” and sells into the education sector at scale, referencing 500+ school and trust clients. Computeam also publishes staff case studies and apprenticeship-focused content, which gives more visibility into how people start and grow there than many MSP-style employers.

Locations and presence

Computeam lists offices in Stockport (North West) and Taunton (South West), and roles are commonly tied to regional coverage for school sites. Work appears UK-only and largely field or office-based depending on function.

Palpable Score

69.4

/ 100

Computeam has strong early-career access through a visible apprenticeship pipeline, plus credible “grow your own” stories that show juniors moving into senior technical roles. The score is capped because salary transparency is patchy outside apprenticeships, and the public hiring process detail is light, which matters a lot when you are applying to your first few jobs.

Pillar 1: Early-career access

Score

15.0

/ 20

The company runs a meaningful apprenticeship route, stating 14 apprentices and framing this as around 15% of the paid workforce, with additional apprentice roles referenced as upcoming or open.
Computeam advertises apprentice vacancies directly on the site (for example, Sales Executive Apprentice) alongside entry-friendly tech routes highlighted in staff stories.
The company’s non-apprentice vacancies shown on the site (such as IT Field Technician) lean toward “already competent” requirements, so true 0–3 year access is strongest through apprenticeships rather than broad junior hiring.

Pillar 2: Hiring fairness and transparency

Score

13.7

/ 20

The company’s role pages outline day-to-day responsibilities in plain language (for example, visiting client schools, helpdesk escalation, and project participation), which helps applicants self-select realistically.
Computeam pushes applications through a consistent external flow (often via Indeed links from role pages), which is clearer than emailing CVs into a void.
The company does not publish interview stages, expected timelines, or what assessment looks like, so first-time applicants have to guess how selection works.

Pillar 3: Learning and support

Score

15.7

/ 20

The company puts real weight behind apprenticeships, repeatedly describing them as a long-term investment and highlighting qualifications alongside paid work.
Computeam publishes “Meet the team” case studies that spell out starting points and learning journeys, including a career-changer who joined via an IT apprenticeship route and later became a Senior IT Consultant.
The company’s job pages do not consistently describe onboarding structure (shadowing, buddying, 1:1 cadence, or first-90-day ramp), so the support model is easier to see in apprenticeships than in standard hires.

Pillar 4: Pay fairness and stability

Score

12.7

/ 20

The company publishes a clear salary figure for at least one early-career role (Sales Executive Apprentice at £14,000/year) and lists tangible benefits such as pension, wellbeing programme, profit sharing, and subsidised travel.
Computeam earns some stability points from repeat “Best Companies” recognition and a benefits set that looks designed for retention rather than short-term churn.
The company rarely shows salary ranges for core early-career roles like technicians, which limits a graduate’s ability to judge pay fairness before applying.

Pillar 5: Early-career outcomes

Score

12.3

/ 20

The company has third-party employee feedback suggesting broadly positive sentiment (for example, a majority recommending Computeam), but career opportunities score lower than culture and senior management, which is a common early-career friction point.
Computeam’s own case-study content includes concrete progression signals (for example, moving from apprenticeship search to Senior IT Consultant over time), which is helpful evidence beyond slogans.
The company does not publish outcome metrics like apprentice conversion rates, promotion timelines, or 12–24 month retention, so results are hard to verify beyond reviews and a small set of stories.

Useful links & resources

Join the Computeam (vacancies + staff stories)National Apprenticeship Week: Developing Talent at Computeam Sales Executive Apprentice (example early-career role)