The Secret to Getting Nearly Unlimited Free Training

One of the most important aspects of being an engineer is that it’s an investment in yourself and your future. But let’s be honest—becoming an engineer isn’t cheap.

• A bachelor’s degree in engineering today costs $80,000 to $160,000.
• A master’s degree? Expect to pay another $44,000 to $100,000.
• And even after spending all that money, you’re still not done learning.

Engineering evolves fast, and if you don’t maintain and modernize your skills, your career will stagnate. But after spending years paying off student loans, who has the money to shell out $3,000+ for a training course or $1,500 for a conference?

I get it. I’ve been there.

Yet, over the years, I’ve attended tens (if not hundreds) of thousands of dollars worth of training, and in many cases, I didn’t pay a single dime out of pocket.

How? Because I learned a secret that most engineers overlook.

The Hidden Training Budget No One Talks About

Here’s what they don’t tell you: Your company already has a training budget.

Every year, businesses allocate tens of thousands of dollars for employee training. But most engineers never use it because:

1. They don’t know it exists.
2. They assume their company won’t pay.
3. They’re too busy to ask.

I learned this secret early—as a broke college intern. Determined to learn as much as I could without spending money, I started asking about training.

To my surprise, my manager was more than happy to send me. In fact, he said he had a whole budget that most engineers ignored! They were too wrapped up in daily deadlines to take advantage of it.

That meant there was an almost unlimited pool of training funds that I could tap into. And once I realized how easy it was to get my company to pay, I started using it again and again.

I even convinced small startups I worked for, with just 4–10 employees, to fund my training, including part of my master’s degree.

Now, you might be thinking, “That sounds great, but my company won’t go for it.”

I guarantee you they will if you frame your request the right way.

How to Get Your Boss to Say YES to Paying for Your Training

If you want your company to cover your training costs, the trick is simple: Make it about them, not you.

Your boss doesn’t care about your personal career growth. But they do care about:

✅ More efficient workflows that save the company time.
✅ Reducing costly mistakes that slow down development.
✅ Keeping the company competitive in an evolving industry.

So, when you ask for training, don’t just say “I want to take this course.” Instead, frame it as an investment.

💡 Use this simple formula:

👉 Problem: Identify a challenge in your work.
👉 Solution: Show how the training will solve it.
👉 ROI: Explain how the company benefits (increased efficiency, reduced costs, etc.).

Here’s an example of how to write the request:

Scenario 1: Request for Professional Development

Subject: Training Opportunity to Boost Team Productivity

Hi [Boss’s Name],

I’ve been researching training opportunities that could help improve my work in [specific area, e.g., RTOS, debugging, embedded software architecture], and I came across [course/conference name].

This training will help me [specific benefit, e.g., reduce debugging time, improve system efficiency, adopt best practices], which aligns directly with our work at [Company Name].

The cost is [$X], and I’d love to explore whether our training budget could cover it. I’m happy to share key takeaways with the team afterward to maximize the value.

Would you be open to discussing this in our next one-on-one?

Looking forward to your thoughts.

Best Regards,
[Your Name]

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As you can see, this email isn’t about you; it’s about the company. It doesn’t say, “I want to grow my skills.” Instead, it highlights how the training benefits the team, improves efficiency, and boosts the company’s bottom line.

Why does this work? Because managers care about results, not requests. They don’t want to know why the training is great for you, they want to know why it’s great for the business.

Now, what if you work at a small business or startup where budgets are tight? The key is to position training as a high-ROI investment that helps the company stay competitive, reduce mistakes, and scale efficiently.

Let’s see how that request might look:

Scenario 2: Convincing a Small Business or Startup

Subject: Cost-Effective Training Proposal to Strengthen Our Team

Hi [Boss’s Name],

I found a training program that could directly improve our efficiency in [specific area]. Since we’re a growing company, staying ahead in this field is critical to our success.

This training will help me [specific benefit, e.g., optimize workflows, reduce costly mistakes, improve performance], which could save us [estimate a tangible benefit, e.g., “10+ hours per week” or “thousands in debugging costs”].

I understand budgets are tight, so I’m happy to explore cost-effective options or even present key takeaways to the team to maximize the value. Would you be open to discussing how we might make this work?

Thanks for considering!

Best Regards,

[Your Name]

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By framing training as an efficiency booster and cost-saver, you’re making it an easy yes for management. Even if the training costs $5,000, if you can show that it will save the company time, reduce errors, or accelerate project delivery, then it’s not an expense—it’s an investment with a clear return.

And that’s the magic of this approach: you get free training, your company gains a more skilled workforce, and everyone wins. More knowledge, better performance, and a stronger team. What manager would say no to that?

Where to Spend Your New Training Budget

Just because you can get your boss to cover your training doesn’t mean you should exploit the system. The goal isn’t just to get a free ride—it’s to choose training that benefits both you and your company.

In fact, the smarter approach is to focus on cost-effective options that keep you learning without disrupting your work. If you’re strategic about it, your company will see the value and be happy to approve future training. But if you waste the opportunity, don’t be surprised when the budget disappears next year.

The good news? There are plenty of high-impact, low-cost ways to build your embedded systems skills without draining your company’s budget. Let’s dive into the best options.

Join the Embedded Software Academy by Beningo– Affordable, On-Demand Training

One of the most cost-effective ways to continuously improve your embedded systems skills is by joining the Embedded Software Academy by Beningo. For just $295 per year, you gain access to a growing library of industry-focused courses covering topics like:

• RTOS fundamentals and best practices
• Embedded Rust for C programmers
• Software architecture and design
• Modern debugging and testing methodologies
• Automation, DevOps, and CI/CD for embedded systems
• AI and Machine Learning

and much more. The Academy is designed for engineers who want practical, hands-on training that fits their schedule. Plus, it’s a fraction of the cost of a single in-person training session, making it a no-brainer for your company’s training budget.

If your company wants ongoing professional development without expensive travel or week-long interruptions, this is one of the best investments they can make in your growth.

You can register for the academy here.

Attend the Embedded Online Conference – Learn from Industry Experts

Another incredible way to maximize your training budget is by attending the Embedded Online Conference (EOC). Unlike traditional conferences that require thousands of dollars in travel and accommodation costs, EOC brings world-class embedded systems training directly to you.

At the Embedded Online Conference, you’ll get:

✅ Expert-led sessions from embedded systems professionals and industry leaders.

✅ On-demand access so you can learn at your own pace.

✅ Networking opportunities with other embedded developers and professionals.

✅ Hands-on technical deep dives into topics like RTOS, AI/ML in embedded systems, embedded Linux, DevOps, and so much more.

For engineers who want to stay on the cutting edge of embedded systems but can’t justify the time or cost of traditional conferences, EOC is the perfect solution.

You can register for the Embedded Online Conference here. (And don’t worry if your registration is past the conference dates, all the talks are recorded and available on-demand!).

Training Courses – Invest in Specialized Skills

If you want to take your skills even further, full-week training courses and industry-recognized certifications can be an excellent use of your company’s training budget.

I’m always a fan our courses that have on-demand access so that you can save on travel costs and work at your own pace.

Some of the best options include:

• RTOS Workshop Package – A deep dive into real-time operating systems, scheduling, debugging, and performance optimization. You learn not just fundamentals, but how to design applications and the best practices to help you save time and money.
• RTOS Fundamentals – Get started with Real-Time Operating Systems with hands-on labs and lectures that walk you through the basics of working with an RTOS.
• Designing and Building RTOS Applications – Learn how to implement modern DevOps practices in embedded development.

Unlike one-off courses, these structured programs boost your credibility and demonstrate your value to your employer.

The Bottom Line

Most engineers never take advantage of training budgets simply because they don’t ask. But if you present your request strategically, you’ll likely find that your company is more than willing to invest in you.

Your company wants to invest in your success—they just need to see the value. You can develop cutting-edge skills without breaking your company’s budget by choosing high-impact, cost-effective training programs like the Embedded Software Academy, Embedded Online Conference, and specialized certifications.

And the best part? When you keep improving, your career (and your paycheck) will too.

I know, because I wouldn’t be where I am today if I hadn’t just asked. (Or been willing to spend the money myself).