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%

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. 

90%

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 partners@codeup.com 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 codeup.com/bio.
  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 partners@codeup.com!

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.

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.