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 codeup.com/bio. If you would like to be matched with candidates (for free), email partners@codeup.com 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 codeup.com/bio or reach out to us at partners@codeup.com. 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 (partners@codeup.com) 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 codeup.com/bio! 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.

Codeup 2020 Year in Review

Codeup 2020 Year in Review

Finally, 2021 is here! While of course 2020 had its downs, we’d like to reflect on the silver linings and victories we had. It was actually a very big year for Codeup, as you’ll see in this Codeup 2020 Year in Review!

With virtual learning, we were able to deliver our mission to people all across Texas, not just at our physical campuses. Our staff grew exponentially. We launched two campuses and a new scholarship for Black and African-American students. We were named on Inc. 5000’s fastest-growing companies. We now offer total confidence for employers that hire our grads with a Salary Refund Guarantee. We’ve been growing our employer network all across the country due to remote opportunities. We launched an online store to raise funds for scholarships. Thanks to virtual graduation days, we now have video evidence of what students can accomplish by the end of Codeup. We’ve continued to show our immense support of new students and graduates with curbside swag pickups on Welcome Days, and celebratory pinata kits on graduation days. Best of all, we empowered life change for 161 individuals.

It has been a year of growth for staff, students, and our community. This is our first time living through a global pandemic, which brought quite a lot more firsts.

2020 Codeup Firsts:

  • Virtual classes
  • Houston AND Dallas campus
  • Scholarship for Black and African American students
  • Salary Refund Guarantee (first ever, not just a Codeup first!)
  • Online merchandise store
  • Virtual graduation days

2020 by the numbers:

  • 161 # of people who changed their careers at Codeup
  • 755 total # of Codeup alumni network
  • 30% military veteran students
  • 25% female students
  • 52% racial and ethnic minority students
  • $235,520.10 amount of scholarship funds given by Codeup to its students
  • 15 # of new employer partners that hired our data scientists
  • 4 new staff roles to directly enhance the student experience: Professional Development Coordinator, Career Coaches, Student Success Coordinators, and Veteran Experience Coordinator

Looking at the Codeup 2020 Year in Review, we feel incredibly grateful that we were able to achieve so much this year. It all goes toward our mission of empowering life change, which we are now able to do on a much grander scale. If 2020 wasn’t your year, make 2021 the year you land your dream job. Reach out to us if you’re ready to have a year full of growth, too!

What is an Employer Influenced Curriculum?

employer influenced curriculum

At Codeup, students get a curriculum that sets them up for success after graduation. Likewise, employers get candidates with the relevant, foundational skills they need to help them reach business goals. How can we promise that? Employer partners regularly give us feedback on what’s working at Codeup, what’s not, and what they’re looking for in a new hire. Read on to learn what it means to have an employer influenced curriculum.

 

What’s an Employer Partner?

Employer partners are the companies that hire our graduates. They’re the first to know about our recruitment events and we display their logo on our marketing materials. We also use their feedback to influence our curriculum, program offerings, and campus locations. When they’re hiring, we learn what they’re looking for and send a few handpicked candidates from a diverse pool of alumni. Every employer partner gets high quality, personalized matchmaking with no fees (it’s completely free) and some even serve on our Technical Advisory Board.

 

What’s a Technical Advisory Board?

Annually, we host two Technical Advisory Board meetings with a few employer partners. One is to discuss Web Development and one is to discuss Data Science. In these meetings, the board gives feedback on their experiences with Codeup students to answer questions like:

  • How do Codeup students compare to other candidates?
  • How can they stand out on GitHub?
  • What do you want to see on their resumes?

They also answer questions about Codeup more broadly, such as:

  • Would you change anything about the curriculum?
  • What would you change about recruiting from Codeup?
  • What other program offerings would you be interested in?

Thirdly, they answer questions about their business, including:

  • What tools and technologies are you using?
  • What technologies do you plan to use in the near future?
  • How have your interviews and technical assessments changed since going remote?

This kind of feedback is invaluable in both preparing our students for success and meeting employer expectations. As a result, we’re very grateful for the participation of the Technical Advisory Board!

 

How else is the curriculum employer influenced?

In addition to the technical curriculum, students also receive a professional development curriculum. Led by our Professional Development Coordinator and Career Coaches, each student gets help with resume building, LinkedIn pages, and mock interviews. We also coach students on professional expectation setting for everything from what to wear to an interview to what to expect in-field on the job. This ongoing part of the curriculum helps build students’ brand as developers and ensures that employers receive the professionalism they expect.

 

Ready to learn more?

If you’re looking to kickstart a new career with a curriculum that’s tailored to employers, then click here to learn more about Web Development and here to learn about Data Science. If you’re an employer interested in partnering with Codeup, click here to get in touch with a member of our Business Development team today. Your future success awaits!

Introducing Our Salary Refund Guarantee

Introducing our Salary Refund Guarantee

Here at Codeup, we believe it’s time to revolutionize hiring. We’re launching a first of its kind Salary Refund Guarantee so that employers can hire our developers with no risk and full confidence.

 

What’s a “No-Risk” Hire?

Codeup offers a 100% tuition refund guarantee to our students: get a job offer in-field within 6 months of graduating or we’ll refund your tuition. We’re proud of how that promise prioritizes student outcomes and holds us accountable to our core value to Deliver Excellence. But students are just one side of a two sided partnership. The ultimate customers are our employer partners that hire our grads. We love our partners – companies like USAA, Accenture, Booz Allen Hamilton, SWBC, and Social Solutions to name a few. And while we’ve always stood by our commitment to provide them with top talent, we never codified it in the same way as our tuition refund guarantee. 

That’s why we’re excited to announce our newly minted Salary Refund Guarantee: if you hire a Codeup grad and let them go within their first two weeks, we’ll reimburse 100% of their payroll. THAT is a no-risk hire. We believe in our students and our process, and we’re ready to put our money where our mouth is. 

 

$0 in placement fees + 2 week salary refund guarantee = no-risk hire

Let us de-risk the hiring process for you with a one-of-a-kind hiring Lemon Law. We have no recruitment fees, no placement fees, and we guarantee our grads with two weeks of insured pay. With a diverse pool of over 700 alumni composed of 30% military veterans, 25% women, and 50% minorities, we can curate a list of candidates that will meet your needs.

 

Love your next software developer, or get their salary back.

Want to revolutionize your hiring process? Contact our Placement team to learn how we can eliminate your risk and build your team.

Announcing: The Annie Easley Scholarship to Support the Black Community in Tech

Codeup announces our new Annie Easley Scholarship to support the Black community in tech. Featuring Shawn Erwin's artwork.

We have an exciting announcement! We’re launching a new scholarship to build and support the Black community in tech. The Annie Easley scholarship is a $1000 scholarship awarded to every Codeup student who identifies as Black or African-American. Read on to learn about our commitment to diversifying tech, our support of the Black community, and Annie Easley!

Why the new scholarship?

 

Our Core Value of Cultivating Inclusive Growth

We make an active, ongoing effort to cultivate inclusive growth at Codeup and in the tech field at large. By encouraging diversity in our cohorts, we are contributing to the long-term growth of underrepresented groups in tech when our students join the workforce. We offer need-based Pride, Veteran, Minorities in Tech, and Women in Tech scholarships. While the numbers of female, non-Black minority, and LGBTQIA+ developers are growing, they are still outpacing their Black counterparts. To help support the growth of the Black community in tech, our Annie Easley scholarship is a guaranteed $1,000 to every student who applies for the scholarship and identifies as Black and/or African-American.

 

 

Representation Matters

In 2018, only 2.7% of professional developers identified as Black. In two years, that number grew by less than 1%. In 2020, only 3.6% of professional developers identify as Black, even though the overall population is 13.4% Black. For some context, 70.7% of developers identify as white.

Why do we care? The people building technology should represent the people using technology, and we need to do more to make that happen. Empowering underrepresented developers can increase career opportunities, normalize this career path for rising professionals, and yield more inclusive and equitable technology solutions.

 

 

Codeup recognizes that there are structural barriers to entry into tech due to systemic racism

The centuries of racism and the ensuing, long-lasting burdens on the African-American population cannot be undone.  We acknowledge that there are built-in hurdles that Black Americans have to overcome that are based on thoughts and ideals resulting from that racism. What we can do is work to level the playing field by softening the financial barrier to entry into tech. Our hope is that a guaranteed scholarship will help facilitate this and open up opportunities.

 

Who is Annie Easley?

Annie Easley was one of the first Black employees at NACA (now NASA), where she worked as a human-computer, computer engineer, and rocket scientist from 1955-1989. She wrote the code for the computer program that controls the fuel mixture of the Centaur rocket, which went on to successfully launch several space probes and is still being used today. Additionally, her work on energy conversion systems and alternative energy technology was used to develop the batteries used in modern hybrid vehicles. Easley has also co-authored several papers on nuclear power plants and rocket science.

In 1977, she went back to school to get a degree in Mathematics while working full-time, where she raised awareness about NASA and inspired many women and minorities to pursue STEM careers. Later in her career, she helped supervisors address discrimination complaints as an Equal Employment Opportunity counselor, and fought for women’s rights. 

Modern spaceflight likely wouldn’t be possible without her, and much of what we know about space might still be unknown. Her work has been monumental not only for African-Americans, not only for women, not only for programmers, but for technology as we know it. That is why we’re naming this scholarship and our next Data Science cohort after her.

 

Have a say in tomorrow’s tech

The technology of tomorrow starts today. If you identify as Black or African-American and would like to help build future technology, start a career as a software developer or data scientist!

Click here to apply for Codeup, and here to apply for the Easley Scholarship.

 

AND a special shout out to Shawn Erwin for helping to bring this scholarship to life with the art featured on the image above!

Codeup Launches a Houston Bootcamp!

Codeup is now in Houston! We've been approved for our third location in Texas.

Houston, we have a problem: there aren’t enough software developers! After 6 years of helping adults transition into tech careers in San Antonio, and 1 year of operating in Dallas, it’s time to launch our Houston bootcamp. What better place to expand to than Houston, the largest city in Texas, and one of the top five largest cities in the country?

 

Why Houston?

In Houston, the demand for tech talent is high, the population is vast and diverse, and Texas still has the 10th largest economy in the world. With a commitment to placing our graduates in real tech jobs, we go where the demand is and where our employer partnerships lead. 

 

What does this mean now that classes are remote?

Launching a new campus during this pandemic won’t change much from the student perspective. Just like before, people from all across Texas can enroll in our programs, and classes will continue to be remote until it is safe to open our campuses. However, with a physical presence in Houston, we will be able to better expand our employer partnerships and build our network so our Houston bootcamp students can get the best experience possible!

 

What are my career options?

You can become a software developer after 22 weeks in our virtual Full-Stack Web Development program. Classes are conducted live via Zoom along with your classmates. Interested in building custom applications? Learn more about how to bring your ideas to life with Codeup here.

While we won’t officially be launching our Houston bootcamp with a Data Science program, people all across Texas still have the rare opportunity to attend the Data Science program that’s based out of San Antonio, since that is also virtual. Take advantage of this while you can- virtual classes are only a limited time offering! Interested in using data to deliver actionable insights and make informed decisions? Learn more about launching a career in data science here.

Watch out, Houston! Now you’ll be launching rockets and careers! We’re very excited to now be operating in three cities, and equally excited that anyone across Texas can take advantage of it! Want to see what we’re all about? Attend one of our free virtual events!