Following a recent internal re-organization of the Careers Wales service, for the purposes of the Data Protection Act 1998,Career Choices Dewis Gyrfa trading as Careers Wales Gyrfa Cymru has assumed the role of Data Controller from the Careers Wales Association in connection with all Personal Data collected via this Website.

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Careers Wales appoints interim chief executive

Careers Wales has announced the appointment of Nikki Lawrence as interim chief executive, replacing Graham Bowd.

A qualified accountant (ACMA) with more than twenty years’ experience in senior positions in both the public and private sectors, Nikki worked in the NHS and construction and manufacturing industries prior to joining Careers Wales.

She joined Careers Wales 14 years ago and has since managed a full range of corporate functions including Finance, HR, IT, Quality and Planning. 

Nikki first joined the careers service as Finance and Corporate Services Manager for Careers Wales North West. When the careers companies joined together to form Career Choices Dewis Gyrfa (CCDG), she was appointed Head of Finance, before progressing to Director of Resources and, more recently, to Director of Corporate Services.

Following the departure of Graham Bowd, Nikki will act as chief executive until a permanent replacement is appointed.

Nikki lives in North Wales and is a keen fell runner who has taken part in both mountain and road marathons. 

Speaking on her appointment, Nikki said“Since joining the organisation more than 14 years ago, Careers Wales has undergone significant changes. Through working in a range of leadership roles across the company during these times, I’ve gained valuable first-hand insights into the organisation at key points in its development. 

“My initial priority is ensuring a smooth transition to this role, and I look forward to working constructively with stakeholders and staff to help guide the service through the next chapter.The upcoming major transformation agenda will necessitate strong leadership across the organisation, and I am looking forward to helping prepare Wales’ national careers service for the road ahead.”

Who we are  

Career Choices Dewis Gyrfa Ltd (CCDG) is a wholly owned subsidiary of the Welsh Government which was formed on 1 April 2013. Trading as Gyrfa Cymru Careers Wales, we provide the all age, independent and impartial careers information, advice and guidance service for Wales.

We deliver a remit set by the Minister for Welsh Language and Lifelong Learning and support the Welsh Government’s strategic objectives as identified in the Programme for Government and related Welsh Government policies, such as the Youth Engagement and Progression Framework (YEPF).  The overall focus for our service is to help people make effective decisions and become independent in managing their careers.  This includes making realistic career decisions and plans, and ensuring successful progression and positive outcomes for individuals, who we support to gain appropriate training, further learning or employment.  Our work helps to develop the nation’s skills base and to support the effectiveness of expenditure on education and training, thereby contributing to the economic and social well-being of Wales.

Gyrfa Cymru Careers Wales is part of the broader “Careers Family” in Wales which includes the Welsh Higher Education Careers Advisory Services, Secondary Schools, Further Education Institutions, Work Based Learning Providers, Local Authority Youth Services, Learning Coaches, Jobcentre Plus, Probation and Youth Offending Services and others. 

Why we exist

Career decisions are among the most important people make throughout their lives and careers information, advice and guidance can help to:

  • improve knowledge and awareness of learning opportunities and the labour market;
  • improve self-awareness, raise individual aspirations and support people to make effective decisions about their careers;
  • increase access to, and completion of, learning and training;
  • motivate people to manage their careers, improve application and interview skills and be resilient in adapting their plans when circumstances change;
  • address inequality by focussing on the needs of groups who are under-represented in employment, learning or training and by challenging stereotyping; and
  • improve the efficiency and effectiveness of the labour market, for example by improving the match between supply of, and demand for, skills.

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