Transform non-technical staff to Software Developers

Transform non-technical staff to Software Developers

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  1 The Dilemma • Needto fill technical talent gaps. • Hiring technical talent is difficult, expensive and timely. • Need to transform non-technical staff into technical roles. • Need to reduce recruiting, hiring, and redundancy payments. 1
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  2 The fastest-growing skills accordingto Why Code Institute • Reskill experienced employees to meet the future demands of the business. • Code Institute’s Assessment Tool identifies talent with the aptitude for technical reskilling. • Flexible, online learning. Study from anywhere at anytime. • Europe’s only university credit-rated coding bootcamp. • Plug-in to a graduate or restructuring programme. Transforming digital talent for: Python JavaScript c/c++ JavaData Analysis
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  3 Retrain Existing Talent •Identify talent with the aptitude for technical reskilling. • Grow technical talent from within. • 480 hours of instruction. • Build a portfolio of work - highlighting competencies of a student. • Online, in-person, or remote team learning. • 1:1 tutor support. • Full Stack Developer in as little as 14 weeks to one year. • With online learning, employees can study when it suits them. • University credit-rated diploma. • Industry-approved (IAC) course curriculum. Industry Advisory Council (IAC) Hire Our Graduates • A pipeline of university credit-rated Full Stack Software Developers. • Portfolio of work to highlight competencies. • Experience in various other industries with multiple skills. • Ready for any industry. How Code Institute is working with partners to bridge the technical skills gap Industry Advisory Council (IAC)
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  5 Course Overview
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  Case Studies
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  7 “Code Institute’s SoftwareDevelopment course works really well for us. It’s a longer- term approach that delivers Python-trained engineers” Damien Meere, Technical Training Lead, BT. The Need: BT has identified the critical people skills required to meet the future demands of their business. They focus on reskilling valuable non-technical staff into technical roles, and upskilling engineers with the latest technical skills so that the BT product stays ahead of its competition. The Solution: Stage 1: Working in cohorts of 6/8 students, both technical and non-technical teams commence the part-time Software Developer Accelerator Programme - enabling them to work and study at the same time. Stage 2: Individual timetables, weekly check-ins, and 1:1 tuition and mentorship is provided to each student. Stage 3: Students submit work-applicable projects for grading. In turn, these are presented internally within BT. Stage 4: Project Submission. Stage 5: Graduation. Reskilling Existing Staff to Technical Roles
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  8 “When I lookat Code Institute students what interests me about them is really that combination of background that they have from a different job, with their coding skills and their new skills that they learned in the Code Institute” Michael Scherbaum, Snr Manager Solution Engineering, Salesforce. The Need: Upskilling technical sales teams to deliver more meaningful conversations with their clients. The Solution: Stage 1: Operating a bursary model, Salesforce staff apply directly to Code Institute. Stage 2: Applicants meet agreed criteria and receive a Salesforce bursary once project milestones are complete. Stage 3: Personalised timetable and supports are developed helping students to manage work and life commitments. Stage 4: Once graduated, students are in a position to apply to roles such as Solution Engineer, Account Executive, or Tech Analyst. Upskilling Technical Sales Staff
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  9 “Code Institute takesyou from the very beginning. It starts from there and then builds up to a complete environment. A complete application. Front end, back end, everything in between, and I like that” Arjan van der Meij, former ING employee. Now in cybersecurity with Fortezza ICT. The Need: During a corporate restructuring project, the client offered staff reskilling opportunities as part of their exit package. The Solution: Stage 1: Code Institute’s Assessment Tool identifies non-technical staff who have the aptitude to be reskilled into a technical role. Stage 2: Code Institute ran an intensive, 14-week online programme where students studied together at the same location in Amsterdam. Stage 3: These students were supported with bi-daily check-ins as well as 1:1 tutoring and mentoring. Stage 4: Within three months of completing the course, all students had gained employment in technical roles. Corporate Restructuring