Meet the new Codeup COO, Stephen Noteboom!

Codeup COO, Stephen Noteboom

A big welcome to Stephen Noteboom, who will be joining Codeup as the Chief Operating Officer to run our business. Founded in 2013, Codeup is a career accelerator where students transform into Full Stack Web Developers and Data Scientists over 6 months. With its recent acquisition of Rackspace Cloud Academy, Codeup now offers System Administration and Cyber Cloud curriculums. Codeup and Stephen have a shared passion for empowering life change and making a difference in the tech field. Learn more about the new Codeup COO, Stephen Noteboom, below!

Stephen is a proud New Jersey transplant turned Texan. An IT executive, he has nearly 25 years of business/technology leadership experience and a passion for building and impacting change.  He began his career as a consultant with Accenture helping clients like New York Office of Children and Family Services, US Postal Service, and Corning. 

He has spent the past 15 years in San Antonio building and scaling technology services organizations. Stephen held several technology and business leadership roles with HEB, where he worked for 8 years.  For 10 years, he led the development of a professional services organization at Mobius Partners, a local IT reseller and solution provider. He subsequently led Customer Success and Operations at Quickpath helping its customers leverage data/analytics to impact change. He has hired Codeup graduates along the way and knows firsthand the value they contribute to a company’s success and growth! 

Stephen is a life-long learner and attributes his success to the training, mentorship, and experience generously offered by others throughout his career. He earned a BA in Economics from Bucknell University (Go Bison) and an MBA from the University of Texas at Austin (Hook ‘em).  Stephen is a Leadership San Antonio Class of XXIV graduate and has served as a board member for the North San Antonio Chamber of Commerce, Transplants for Children, and Bexar County SWMBE advisory committee.

As the new Codeup COO, Stephen Noteboom will oversee the scale and growth of Codeup while ensuring it continues to live out its mission and core values. He’ll use his decades of experience building strategies, engagement, and teams to ensure Codeup delivers for its employees, students, and partners as it pursues its goal to be THE technology career accelerator in Texas.

We can’t wait to grow and change even more lives with Stephen on board. We are thrilled to officially welcome him to the team! 

Welcome, Stephen!

Want to join a company operated by such an experienced executive? Click here to join Codeup as a staff member, here to apply to Codeup and change your life, or here to become an employer partner, as Stephen was, to hire our excellent talent.

Codeup Acquires Rackspace Cloud Academy!

Codeup Acquires Rackspace Cloud Academy

We are thrilled to officially announce Codeup’s acquisition of Rackspace Cloud Academy! 

What was Rackspace Cloud Academy?

Rackspace Cloud Academy provided bootcamp-style technical training in network administration and cybersecurity skills. It has been operated by Rackspace since 2013, reaching nearly 1,000 students in order to elevate the workforce of South Texas. The 13-week programs include System Administration and Cyber Cloud curriculums. It is now fully owned by Codeup!

What does this mean for you?

We will now offer the Rackspace Cloud Academy programs at Codeup alongside our 22-week Data Science and Full-Stack Web Development programs! This means more than double the career options for you and more tech talent for our employer partners. With a more robust menu of programs, we’re confident that Codeup will be the go-to place for anyone interested in launching a tech career, not just developers and data scientists. We now have more variety in price range, program duration, skill sets, and long-term career goals.

“This acquisition presents great, new opportunities for our company and also the students and professionals who we will be able to serve. Codeup will now have a larger footprint of campuses and classrooms across Texas, adding 80 percent more classrooms. Additionally, we will further diversify our product offerings by price point, subject, and entrance requirements, allowing Codeup to find the right path for even more applicants.” –  Jason Straughan, Codeup CEO

The Premier Career Accelerator

With a commitment to your outcome (a successful job in your career of choice), you will still get the highest quality curriculum and instruction, and the same unparalleled time and attention from our staff. Codeup continues to be the Premier Career Accelerator in Texas, and the best place to enter a career in technology. 

The Talent Pool

Similarly, this acquisition connects us with even more employer partners that need the talent we are creating. Employers everywhere engage our Partnerships team to recruit pre-vetted candidates hand-picked for them with a 2-week salary refund guarantee. With a talent pool of many skillsets, Web Development, Data Science, System Administration, and Cybersecurity, we’ll be the first place hiring managers turn to when hiring tech talent. Employers can start working with our Partnerships team by emailing

Our mission is to empower life change while solving the tech talent shortage in the Texas community. We’re excited to welcome the team at Rackspace Cloud Academy under the Codeup wing and accomplish this mission together on an even larger scale. Together as one, we will have a great impact on San Antonio, the state of Texas, the tech industry, and the local economy. If you’re interested in launching a career in tech, let’s talk! Give us a call at 210-802-7289 or send us an email at Ready to apply? Click here to apply now!

Meet our new VP of Delivery, Marty Sixkiller!

Marty Sixkiller

Marty Sixkiller will be joining Codeup as the Vice President of Delivery to lead our instructional staff, program staff, and students. Codeup is a career accelerator where students transform into Full Stack Web Developers and Data Scientists. It was formed in November 2013 with a mission of empowering life change while solving meaningful problems that bring the tech community together. Learn more about Marty’s experience with program development, empowerment, and leadership below!

Marty comes to Codeup having served as Director of Engineering Engagement with H-E-B Digital. There, he focused his passion and energy on creating leadership and educational opportunities that allow others to build their technical and soft skills. He also managed community outreach and engagement opportunities, such as code jams and hack-a-thons, with local educational, non-profit, and diversity organizations. He is incredibly passionate about helping others discover their talents and setting up a course for success to make a positive impact in the lives of others.   

Prior to serving as Director of Engineering Engagement, he was the Director of the San Antonio Development Center (SADC), an internal organization at H-E-B. It served as a talent source of software engineers and primarily focused on helping entry-level college graduates build a career as a software engineer at H-E-B through an accelerated development program. While running the SADC, he recruited several graduates that were hired at H-E-B and has appeared at Codeup over the years, providing curriculum feedback as well as appearing as a guest speaker.

Prior to joining H-E-B, Marty served as a Senior User Experience Manager at Rackspace for 2.5 years. He managed an engineering team responsible for several public-facing websites that allowed Rackspace customers to find assistance through self-service products. He was a part of a team that introduced ‘lean startup’ and agile principles to engineering groups to help influence the delivery of solid engineering solutions and experiences. 

Prior to joining Rackspace, he spent 24 years in the animation industry as a self-taught animator, with 17 of those years in the feature animation industry at DreamWorks Animation. Throughout his tenure, he served in various individual contributor and leadership roles from effects animator, technical director, pipeline engineer, and R&D Supervisor. He has over 20 feature-length animation film credits to his name, including the Academy Award-winning ‘Shrek’. While at DreamWorks, he discovered his passion for education, business process automation, and creating exceptional user experiences in the tools that he and his team developed for the production teams. 

Marty has been married to his wife, Joan, for over 18 years. He also has a son, Cole (17), who will be graduating high school this May, and a daughter, Chloe (14), who is a high school freshman. Marty enjoys flying drones, digital photography, anything creative, and scuba diving. He is very excited about joining us here at Codeup and becoming a part of the team that is changing lives all across Texas, one tech career at a time. Welcome, Marty!

Start a New Career with VET TEC!


Are you a veteran looking for your next career? We’re excited to announce that you can now use VET TEC to fund your career change with Codeup! The Department of Veterans Affairs (VA) has renewed VET TEC funding, which will allow more veterans to launch a career in tech. Haven’t heard of VET TEC? Not sure if you’re eligible? Keep reading!


What is VET TEC?

VET TEC, which stands for Veteran Employment Through Technology Education Courses, is a program through the VA that matches career accelerators like Codeup with veterans looking to gain high-tech skills. Programs like Codeup will help you build the skills you need to become, for example, a Web Developer or Data Scientist, while the VA helps you to pay for the tuition.


Who is eligible to use VET TEC?

To qualify for VET TEC, you must:

  1. Not be on active duty
  2. Qualify for VA Education Assistance under the GI Bill
  3. Have at least one day of unexpired GI Bill entitlement

Can’t use VET TEC? Not to worry! We also accept other VA benefits including VR&E Vocational Rehab and Chapter 33 GI Bill. Our grant partners also love helping veterans.


How Codeup can help

Based in Military City but available remotely across Texas, Codeup is proud to support our veterans. We have helped hundreds of veterans become Data Scientists and Software Developers. Using your VA benefits and VET TEC, you can start your next career in just under 6 months with our full-time, fully immersive programs. Unlike many other coding bootcamps, we don’t just teach you the skills and call it a day. We will help you actually get a job in your new career of choice. Get hired within 6 months of graduating, or get your money back. 

Always wanted to be a coder? Interested in bringing ideas to life through apps and websites? Learn more about our Full-Stack Web Development program here.
Love analyzing things? Enjoy math? Worked in intelligence? You might love using data to tell stories and make business decisions. Learn about our Data Science program here.


When can you start?

Take a look at our upcoming classes below. Keep in mind, these are subject to change, so contact our admissions team ( for the latest admissions information!

Web Development (2021)

April 12th
May 24th
August 9th
October 4th
November 1st
December 6th

Data Science (2021)

June 14th
October 4th


Quick Tip About VET TEC

If you do plan to use it, make sure to go through our admissions process as quickly as possible. VET TEC funding runs out fast, so your enrollment needs to be certified before funding runs out. 


Ready to get started using VET TEC at Codeup? Apply now! Make sure to let us know you plan to use VET TEC so we can help expedite your application! Come find out why Codeup is the best option for veterans looking to start a career in tech.

How to Hire for the Long Haul; We’ve Got Your Back

How to Hire for the Long Haul

We’re preaching to the choir to say that recruiting, hiring, and training employees costs companies a lot of time, energy, and money. Similarly, losing existing employees causes incalculable losses on institutional knowledge and team morale. Given that 71% of recent college grads leave their first job within their first year, modern employers face a crisis of confidence in hiring employees who are ready to commit. Fortunately, you can hire for the long haul with Codeup candidates that are ready to commit to growing in your company.

22 Months

The average tenure of Codeup graduates in their first job is 22 months (2014-2019), almost double the norm for college grads. That means that for every Codeup grad you hire and employ, you would have to hire and employ TWO college graduates, resulting in more than double your HR costs.


53% of Codeup graduates hired after graduation are STILL employed at their first company. That means for more than half of your hires, you could hire an employee who sticks with you indefinitely. 


Between 2014-2021, 90% of Codeup graduates hired after graduation are still employed in their fields of study. More broadly, most people change jobs 12 times throughout their career. You could hire someone who’s about to make 3 more career hops, or you could hire someone who is 9 times out of 10 landing in their final career change.

Employers face a shifting workforce with shorter tenure, more job hopping, and less company loyalty, all of which add up to increased costs and decreased performance. Why do Codeup grads differ so drastically?

  • With an average age of 29 and 5-10 years of work experience, our grads have explored, failed, succeeded, experimented, and lived. They’ve made an intentional and committed choice to pursue this field, informed by experience.
  • They’re career transitioners, which means they are looking to settle down. With families, houses, and previous careers, our grads aren’t looking to experiment; they’re looking to settle. They’re #marriagematerial, ready to make a commitment to one employer where they can grow and learn.
  • They are well equipped as professionals, not just technologists, to succeed in their roles. Bringing their military, management, and other experiences to bear, they are ready to rise through the ranks into positions like CTO, Lead Developer, and Senior Developer.

Save recruitment costs, increase employee tenure, and hire employees who want to join you for the long haul.

Curious how to get started?

  1. Email us at so we can set up an introductory call.
  2. We’ll use that call to handpick candidates for you. If you’d like to start screening for yourself, head to
  3. We’ll facilitate and schedule interviews for you. If unsatisfied, we’ll use your feedback to find an even more tailored fit!
  4. You test run your hire. if it doesn’t work out within the first 2 weeks, we’ll refund their salary.

Ready to hire for the long haul? Email us now at!

Do You Know Who You’re Hiring?

Know Who You're Hiring

Hiring developers is always a lottery – it’s just a question of what kind of odds you play with. Until we perfect cloning (which I hear our Data Science side of the house is working on…), you will always face the variability and risk of bringing on new talent. Fortunately, when you know who you’re hiring, you can improve your odds and further mitigate that risk. We can help!


Know Your Codeup Candidate

When you hire from Codeup, you know who you’re hiring. Is it a Senior Developer with experience in CI/CD and streaming over web sockets? Nope. But you are consistently getting a developer who has 670+ hours of full-stack development experience, pair programming skills, learning agility, professionalism, and grit. Every time. Will it always be a perfect fit? No. Even when counting cards, there are no absolutes, but you can still play a much smarter hand. 

On top of those baseline qualifications, you are sourcing candidates from a pool of hungry and motivated developers, in which your future CTO or Lead Developer might be floating. Our grads stay with their first company for an average of 24 months.  In an industry where roughly a 1 year tenure is the norm, that’s twice as long as most! They have been through life’s ups and downs, and they’re looking for a place to make a difference.

Let’s meet a few rockstar alums to show you who you might be hiring:

    • Brian had never worked outside the service industry before Codeup. After graduation, he was hired as a Software Developer at a cutting-edge company. In just a few months, he got a $10,000 raise and was promoted to Lead Developer. Since then, he himself has hired multiple Codeup grads to work on his team. All within less than a year of becoming a developer.
    • Nicole was interning in the political arena before Codeup. When she graduated, she was hired to help start a company’s data science department. She introduced them to programming with the tools she used at Codeup. A little over a year later, the company has tripled in size.
    • Joseph was a frozen yogurt store manager before Codeup. He joined Grok Interactive after graduation, where he became a Senior Developer within 2 years. Two years after that, he became the CEO of the company. Now, he is not only the CEO of Grok, but the CTO of another technology company called Dura Software. All within 6 years.

Maybe you’re hiring your next lead, senior, or chief engineer! True, you might be hiring someone who doesn’t fit your culture or pace or tech stack or any other number of reasons employees don’t fit. You will always face risk, you know that and we know that. But when it doesn’t work out, we give you your money back. We boast an industry-first Salary Refund Guarantee: let go of a Codeup graduate within two weeks of hiring them and we will reimburse 100% of their payroll. 

With a best-case scenario of your next CEO and a worst case of a cash refund, are you ready to buy in? Get to know who you’re hiring at If you would like to be matched with candidates (for free), email and we’ll schedule a call. May the odds be ever in your favor.

Hiring Diverse Talent with Codeup

Hiring Diverse Talent with Codeup

Hiring qualified software developers is hard. Hiring a team of qualified developers that don’t all have the same resume and demographics is even harder. For hiring managers looking to grow their teams with diverse talent, we can help.

What does it mean?

Diversity in employment isn’t only a simplistic comparison of race and gender. Those are, of course, critical demographics to focus on when leveling the playing field, but they are only two. People often forget about other variables like age, educational background, military service, physical ability, and work history. Hiring diverse talent means more than splitting your team 50/50 and calling it a day; it means introducing and empowering as many divergent identities, experiences, and perspectives as possible.

What does it look like?

Take a minute to reflect on your own team. How many non-male individuals are there? How many non-white and non-male individuals work on your team? Do you work alongside any military veterans? Have you interviewed any LGBTQIA, alternative education, or disabled individuals? When you expand your definition and begin to think about the intersectionality of identity, building a diverse team gets a lot more complicated than hiring out of a CS program.

We don’t have the perfect solution – nobody does. But one of Codeup’s core values is to Cultivate Inclusive Growth, and we are committed to learning every day how we can empower life change for diverse populations. We’ve seen that building diverse teams starts with building diverse candidate pipelines.

Come to Codeup to hire people like:

    • Lance, a Marine veteran with 12+ years in the service industry


    • Sukari, a former hair stylist and mother


    • Abby, a 10+ year educator turned developer


Whatever your barrier to hiring diverse talent, we can help. Meet our most recent developers at or reach out to us at You’ll have a new developer or data scientist in no time!

Screening candidates just got easier – and more fun!

handshake after screening candidates

In the magical time of “before COVID,” Codeup hosted Developer Days to introduce hiring managers to new talent through an in-person project showcase. Employers scoped out their top picks, conducted lightning round interviews, and set up next steps with candidates. Since going remote, however, we’ve seen a lot of companies struggle to mirror that type of engagement with the monotony of Zoom calls and resume reviews. So, we changed the game to make screening candidates easier and more fun with Developer Launch!

Screening candidates with Developer Launch

Developer Launch mirrors an album drop, where you get teasers of what’s to come, sign up for early access, and then hit play. Except instead of a new Taylor Swift record, you’re screening 20-30 qualified, diverse, and free-to-hire candidates in under an hour. Just hit “play” and you’ll see:

  • 1. Developer introductions (90 seconds each) – who am I, why did I become a software developer, and how can I leverage my professional background for your company?
  • 2. Capstone music videos (2.5 minutes each) – that’s right, music videos. Say goodbye to boring lectures and project walkthroughs, and say hello to dynamic videos that showcase project features, design, and tech stacks with engaging music and visuals.

Why did we make this drastic change? We listened to you, hiring managers, who told us:

  • We want to meet the people behind the project, understand what makes each candidate unique, and experience their passion.
  • We’re tired of screening candidates over Zoom!
  • We can rehearse the script of a bootcamp grad ourselves: “My name is blah blah and with my teammates blah blah we built a full-stack web application using blah blah. Here’s how you log in, here’s how you access your profile, here’s how you edit, save, and delete.” Boring.

How to hire in 3 easy steps

What does this mean for you as a hiring manager? Most importantly, easier screening and hiring! Use Developer Launch to follow these 3 simple steps:

  • 1. Screen 3-4 candidates for personality, professional background, and passion in under 10 minutes.
  • 2. Demo a sample full-stack project in less than 3 minutes.
  • 3. Finally, contact us ( with your top picks so we can facilitate introductions and interviews.

It’s that easy: screen, demo, and contact. Start the process with our first Developer Launch at! Want to sign up for early access to our next one? Follow us on LinkedIn for teasers! 

How Codeup Paid Off for Both Employee and Employer

how Codeup paid off

After graduating from Codeup in 2016, Stan H. was hired on by a digital media company called Lifeblue in Plano, TX. He made the move from San Antonio to Plano and has been working there ever since. With our recent expansion to Dallas and a successful 4-year employment, we were curious: Was attending and hiring from Codeup worth it? We interviewed him and his boss so you can learn how Codeup paid off for both employee and employer!

So Stan, why did you decide to attend Codeup instead of going another route?

Stan: I was living in San Antonio at the time and looking for a way to refresh my skills and become more marketable in the IT sector after working overseas for a long time. Codeup was the most attractive option and was right in the city.


And Russell, why did you decide to hire from Codeup?


What would be your advice to a Codeup grad starting their first development job?

Stan: Be honest with yourself about your skill set and don’t be afraid to ask questions to senior devs at the company. Even if those questions perhaps seem like things you think you should know or you think they expect you to know. Don’t let imposter syndrome get the best of you. If the company knows you came from a coding bootcamp, they should know that you are not the finished product and will require mentoring. Having said that, it is up to you to make sure you get that mentoring and ensure you keep on improving and building on top of what you learned at Codeup.


And Russell, what would be your advice to another company considering hiring a bootcamp grad?


Would you recommend someone hire from Codeup in particular?


In your experience, what advantages does a Codeup grad have over other junior developers?

Stan: I think one of the biggest advantages that a Codeup grad has is having Codeup in their corner. All of Codeup’s resources, like contacts of potential employers, and the knowledge of what the industry is looking for and overall demands that need to be met, make getting your foot in the door much easier. You get added resume prep. You’re usually also better prepared. Collaboration experience of working on a project is another advantage a Codeup grad might have over another candidate. 


Russell, same question!


What do you think sets Codeup grads apart from Computer Science majors right out of college?

Stan: Many Codeup grads have some sort of prior work and more life experience.


And Russell?


What has been the best part of your time at Lifeblue?

Stan: Getting to work on a diverse and ever challenging set of projects and do it all with a truly fantastic group of people.


Russell, what do you think has been the best part of Stan’s time at Lifeblue?


What was the best part of your time at Codeup?

Stan: The best part of Codeup was that it provided me with exactly what I hoped for and what Codeup said it could provide: the opportunity and means to attain a career as a web developer.


Looks like the Codeup investment paid off! Employers investing in new developers find that the character and drive that got our alumni through Codeup is also what they like to see on the job! Four years later, it’s still paying off. For the employee, the Codeup investment has the power to not only change your career, but the trajectory of your whole life. Our partner network can get you to new towns you never would have considered, and bring you personal and professional growth opportunities you never would have thought possible. 

To learn more about hiring from Codeup, click here.
To learn more about attending Codeup, click here.

College in Decline and Bootcamps on the Rise Amid COVID-19

College in Decline and Bootcamps on the Rise Amid COVID-19

Questioning college? You and apparently millions of others! The COVID-19 pandemic has seen college in decline and bootcamps on the rise as people flock to shorter-term options that offer a clear career path and a marketable skillset. For some, it’s the newfound financial strain causing them to realize they need a new career ASAP and can’t spend 4 years and $50k to get it. A recent Wall Street Journal article even wonders, “Is This the End of College as We Know It?” Keep reading for our interpretation.


The Rise of College

College is generally accepted as the thing to do after high school, but it wasn’t always that way. The “college for all” campaign originated during the Civil Rights movements of the 1960s, when college was a luxury for the rich. It caused a racial and classist divide as those that couldn’t afford it took on trades. However, college is still a luxury for the rich. Only now, those that can’t afford it have to fight for scholarships and grants or bear the burden of student loan repayment for three, four, sometimes five or more decades. Thanks to student loan repayment, many feel forced to postpone life milestones, unable to finance a house or children while catching up on debt. In the midst of a pandemic, that financial strain is a risk people are more hesitant to take.

The Promise Undelivered

What’s the point of college, anyhow? Why insist that everyone should go even if it causes financial strain for decades? Well, because it’s supposed to give us the education we need to be successful, prepare us for the working world, and get us to a job where we can make use of our degree right after college. For the lucky few, that actually happened. The rest didn’t get the Return on Investment they hoped for. After college, they struggled to find their way, often winding up in career paths that don’t require their degree, but all the while, continuing to pay for it. A promised not delivered? Not exactly, because there was never a legal promise, just advice from everyone around them. An unfortunate debt and learning experience? Some may call it that.

College in Decline Amid COVID-19

So if not college, then what? Many are going against the grain, saving tens of thousands of dollars and years of their life in the process. Who’s profiting? Institutions that offer short-term training in a marketable skill, and their students. The pandemic has loomed upon us for about a year now, and in that year, short-term credential classes saw an enrollment spike of 8 million students, a 70% increase from just before COVID-19. Meanwhile, enrollment of freshmen in college dropped 16%. Going this route, even students are profiting, as they’re able to start earning income much faster.

Bootcamps on the Rise

While short-term classes in more traditional trade careers, like electricians, mechanics, plumbing, and some health care professions have been around since 1879, coding bootcamps are really at the heart of this spike. They’re newer and more enticing to the emerging adults of Gen Z. They help millennials right the wrongs of their post-grad plans not working out. Even older generations are seeing the shift to a technical world and want in.


Our aim here at Codeup is to develop the workforce, our mission to empower life change. While we can’t speak to any other coding schools’ mission, their aim is more or less the same. College provides a place to learn while coding bootcamps and trade schools provide a clear path into a career. College provides an often broad and philosophical education, covering a wide array of topics like history, science, and liberal arts, with a focus on whatever we are interested in. Coding bootcamps and trade schools prepare you for one thing and one thing only, with a focus on in-demand careers. It’s everything you need to know, and nothing you don’t.

Currently in college and feeling stuck? Transition out with Codeup, where you can start your career 10X faster! Learn more here.
Are you a recent graduate feeling like you’ve been jipped? Thinking a Master’s Degree will do the trick? If you’re not interested in coding but enjoy data, math, and analytics, you’ll definitely want to check out this page.