Get PAID to Learn to Code?! | Inside Hire Train Deploy Programs

Summary

The video script discusses 'higher trained deploy' programs, an alternative to coding boot camps, where learners are paid a wage while training in coding and then placed with employer partners. It explores the pros and cons for learners, staffing firms, and companies, highlighting the competitive nature of admissions, intensive training, contractual obligations, and potential salary implications. The script advises on evaluating curriculum relevance, instruction quality, and contract terms, and stresses the importance of foundational knowledge and communication skills for applicants to maximize their chances of acceptance.

Takeaways

• 💼 Higher trained deploy programs are an alternative to traditional coding boot camps, where learners are hired and paid a wage while they learn to code.
• 🌟 These programs are often run by staffing companies and are becoming popular in the United States, offering a path into the tech industry with less financial risk.
• 🔍 The process begins with a competitive interview and selection, as staffing firms invest in the future of the selected candidates by paying for their training.
• ⏱️ The training period is intense and fast-paced, as the firms need to recoup their investment quickly by deploying the trained individuals to employer partners.
• 💹 Upon completion, learners are placed with an employer partner, often with a job already set aside, providing a more secure path compared to traditional boot camps.
• 📈 Post-training, learners typically receive a pay raise, but the wages are initially lower than market rates to allow the staffing firm to recoup training costs.
• 📝 Learners are often required to sign contracts that commit them to work for the employer partner for a specified period, with penalties for early termination.
• 🤝 From the staffing firm's perspective, these programs help build a pipeline of talent and strengthen relationships with employer partners.
• 🏢 Employers benefit from reduced hiring risk and a curated pool of candidates with pre-vetted skills, although they may pay a placement fee or higher contract rates.
• 🔍 Prospective candidates should review the curriculum, check the quality of instruction, understand contractual obligations, and research potential employer partners before joining a program.
• 💡 To maximize acceptance chances, candidates should have foundational coding knowledge, strong communication skills, and be prepared for a rigorous interview process.

Q & A

What is the main concept behind higher train deploy programs?

Higher train deploy programs are an alternative to traditional coding boot camps where learners are hired by a staffing firm, paid a small wage while learning to code, and then deployed to an employer partner upon completion of the training.

Why have higher train deploy programs become popular?

Higher train deploy programs have gained popularity as they offer a more secure path to employment compared to traditional coding boot camps, which have been struggling. These programs provide a more structured and guaranteed route into the tech industry.

How does the recruitment process work in higher train deploy programs?

The recruitment process involves interviews similar to a regular job application. Since the staffing firm is investing in the learner's education, they are selective about who they hire, making the programs competitive to get into.

What is the intensity of the learning process in these programs?

The learning process in higher train deploy programs is intense and fast-paced, akin to a boot camp. This is because the staffing firm is paying the learners to learn, so they expect quick progress to minimize costs and maximize profits.

What are the typical wage structures like for learners in these programs?

Learners receive a low wage during the training phase, which increases upon placement with an employer partner. The wage may be lower than market rates initially to allow the staffing firm to recoup their training investment.

What are the potential downsides for learners participating in higher train deploy programs?

Downsides include being bound by a contract to work for an employer partner, potentially for a set period, even if the job is not a good fit. There may also be financial penalties for breaking the contract.

How do staffing firms benefit from higher train deploy programs?

Staffing firms benefit by building a pipeline of talent tailored to employer needs, reducing the risk of hiring inexperienced candidates, and strengthening relationships with both learners and employers.

What are the potential risks for staffing firms offering higher train deploy programs?

The main risks for staffing firms include the upfront costs of curriculum development, instructor salaries, and paying learners during training. There's also the risk of not being able to place all learners, which can lead to additional costs.

What advantages do employers gain from hiring from higher train deploy programs?

Employers gain advantages such as reduced hiring risk, as they know the curriculum and skills of the candidates in advance. They also benefit from the staffing firm handling much of the initial training burden.

What are the potential drawbacks for employers participating in higher train deploy programs?

Employers may face higher costs due to placement fees or contracted hourly rates. There's also the opportunity cost of potentially having to pay more than market rates to secure talent through these programs.

What advice is given to maximize the chances of being accepted into a higher train deploy program?

To maximize acceptance chances, learners should have foundational coding knowledge, strong communication skills, and be prepared for the interview process. It's also advised to review the curriculum against market needs and to understand all contractual obligations.

Outlines

00:00

💼 Introduction to Higher Train Deploy Programs

The video script introduces the concept of 'higher trained deploy' programs, which are initiatives run by staffing companies. These programs hire individuals, pay them a small wage while they learn to code, and then place them with employer partners. Originating in Europe, they have become popular in the United States as an alternative to traditional coding boot camps. The video aims to explore the pros and cons of these programs from the perspectives of learners, staffing firms, and companies, and to provide advice on how to succeed in the competitive admissions process.

05:00

🔍 How Higher Train Deploy Programs Operate

The script explains that these programs begin with a recruitment process similar to a job interview, where candidates are selected for their potential. Once accepted, learners are expected to treat the learning process with the seriousness of a job, as the staffing firm is investing in their future employability. The training is intensive and fast-paced, with the goal of making learners job-ready as quickly as possible. Upon completion, learners are placed with employer partners, often in pre-arranged positions, although job security is not guaranteed due to potential changes in the market or agreements.

10:01

📈 Pros and Cons for Learners

For learners, the main advantage is getting paid to learn, with a high chance of job placement upon completion. The training is industry-relevant, and the experience gained can significantly boost future job prospects. However, the cons include having to sign a contract that commits them to work for an employer partner, which may limit job choice and flexibility. Additionally, the initial pay is lower than market rates, and there may be financial penalties for breaking the contract or leaving the job prematurely.

15:03

🤝 Benefits and Challenges for Staffing Firms and Employers

From the staffing firm's perspective, the benefits include building a talent pipeline and fostering long-term relationships with both candidates and employers. They gain insights into employer needs and can tailor their services accordingly. However, the upfront costs of providing curriculum, instruction, and learner salaries represent a significant financial risk. For employers, the program reduces hiring risks by ensuring candidates are trained in relevant skills and have been observed during the learning process. This can save time and resources compared to training new hires from scratch. However, employers may need to pay placement fees or higher hourly rates to cover the staffing firm's costs.

20:04

🏢 Employer Partnerships and Market Trends

The script discusses the importance of employer partnerships in higher train deploy programs, noting that employers benefit from reduced hiring risks and access to a pool of pre-trained candidates. However, they may also incur placement fees or pay higher rates for these services. The video suggests that as coding boot camps face challenges, higher train deploy programs are likely to grow, potentially expanding into other business areas beyond software development. The speaker anticipates an increase in such programs and encourages viewers to research companies in this space.

📝 Key Considerations for Prospective Learners

The video advises prospective learners to carefully review the curriculum against market needs and their own career goals, ensuring alignment with current industry demands. It also emphasizes the importance of quality instruction and post-program support. Learners should scrutinize contractual obligations, including potential financial penalties and employer partner information. The video suggests that having foundational coding knowledge and strong communication skills can improve one's chances of being accepted into a higher train deploy program.

🎓 Maximizing Acceptance Chances and the Future of Higher Train Deploy

To maximize the chances of acceptance, the video recommends that candidates demonstrate foundational coding knowledge and strong communication skills. It also highlights the importance of being prepared for the interview process, which includes both technical and behavioral components. The video concludes by positioning higher train deploy programs as a positive development for learners, offering a viable alternative to costly coding boot camps with uncertain job outcomes. It suggests that these programs will continue to grow, potentially replacing coding boot camps and emphasizing the need for self-study and preparation to succeed in the competitive application process.

Keywords

💡Higher Train Deploy Programs

Higher Train Deploy Programs, also known as recruit train deploy programs, are initiatives run by staffing companies where they hire individuals, pay them a small wage while they learn to code, and then deploy them to an employer partner. This model is an alternative to traditional coding boot camps and is gaining popularity as a path for individuals to enter the tech industry. The video discusses how these programs work, their advantages and disadvantages, and what to consider when evaluating them.

💡Staffing Firms

Staffing firms are companies that specialize in recruiting and providing temporary or permanent employees to other organizations. In the context of Higher Train Deploy Programs, staffing firms are the entities that hire learners, invest in their training, and then place them with employer partners. The video explains how staffing firms benefit from these programs by building a talent pipeline and reducing the risk for employers in hiring new talent.

💡Employer Partners

Employer partners are the companies that collaborate with staffing firms to provide job opportunities for individuals who have completed Higher Train Deploy Programs. These partnerships are crucial as they ensure that there are job placements available for the learners post-training. The video highlights that these partnerships often involve jobs already set aside for the program's participants.

💡Curriculum

The curriculum in the context of Higher Train Deploy Programs refers to the specific set of courses, training materials, and skills that learners are taught during their training period. The video emphasizes the importance of the curriculum being tailored to meet the needs of employer partners, ensuring that the skills learned are relevant and in-demand in the job market.

💡Contractual Obligations

Contractual obligations are the legal terms and conditions that learners must agree to when joining a Higher Train Deploy Program. These may include the length of employment with an employer partner, financial penalties for breaking the contract, and other responsibilities. The video advises that learners should carefully review these contracts and understand the implications before committing to a program.

💡Industry-Relevant Training

Industry-relevant training refers to the education and skill development that is directly applicable to the needs of the job market. In the video, it is mentioned as a pro for learners as they receive training that is specifically designed to meet the requirements of employer partners, increasing their chances of successful job placement post-training.

💡Market Rates

Market rates in the video refer to the average salary or wage levels for a particular job or skill set within a given market. The discussion points out that while learners in Higher Train Deploy Programs may start at a wage slightly below market rates to allow the staffing firm to recoup their investment, they can expect salary growth as they gain experience and skills.

💡Recruit

Recruit, as part of the Higher Train Deploy Programs, refers to the process of selecting and hiring individuals for the program. The video explains that this process is competitive and selective, as staffing firms are making an investment in the future of these learners by paying them to learn.

💡Foundational Knowledge

Foundational knowledge in the context of the video pertains to the basic understanding and skills in a particular field, such as coding, that an individual should possess before entering a Higher Train Deploy Program. The video suggests that having foundational knowledge can increase an individual's chances of being accepted into such programs and succeeding in them.

💡Soft Skills

Soft skills are personal attributes that enable someone to interact effectively and harmoniously with other people. The video emphasizes the importance of soft skills like communication and teamwork in the tech industry, noting that they are valued almost as much as technical skills, especially during the interview process for Higher Train Deploy Programs.

Highlights

Higher trained deploy programs offer an alternative to traditional coding boot camps by paying learners a wage while they learn to code.

These programs, popular in Europe, are now gaining traction in the United States, primarily operated by staffing companies.

Learners are hired and paid a small wage during their training, after which they are deployed to employer partners.

The training is intense and fast-paced, as staffing firms have invested in the learners and seek a quick return.

Upon completion, learners typically receive a pay raise when they join the employer partner.

The contract with the employer partner may include penalties for leaving before the agreed term.

Learners benefit from paid learning and high placement rates, but may face lower market rates and contractual obligations.

Staffing firms build talent pipelines and maintain close relationships with employers, reducing hiring risks for them.

Employers gain access to a pre-vetted pool of candidates with known skills, reducing their training burden.

The upfront cost for staffing firms includes curriculum development, instruction, and paying learners during training.

Employers may pay a placement fee or contract the employee at an hourly rate, which covers the staffing firm's investment.

Prospective learners should review the curriculum against market needs and their career goals.

The quality of instruction and post-program support are crucial factors to consider when choosing a program.

It's essential to understand contractual obligations, including potential financial penalties and relocation requirements.

Learners are advised to have foundational coding knowledge and strong communication skills to maximize their chances of acceptance.

Higher trained deploy programs are expected to grow as coding boot camps face challenges, offering a more cost-effective learning model.

Transcripts

so what if you could get paid to learn

the code that's the premise behind

higher trained deploy programs sometimes

called recruit trained deploy programs

now these programs started to become

popular a few years ago in Europe and

they've made their way to the United

States they're run by mostly staffing

companies and the premise is they will

hire Learners pay them a small wage

while they're learning to code and then

they deploy them to an employer partner

so this is a really interesting

alternative to boot camps and as the

boot camp space continues to struggle I

think that these programs are going to

be more of a path forward so my goal

today is to explain to you what these

programs are and from the perspective of

the learner the Staffing firm and the

company what are the pros and cons and

if you stick around till the end I'm

going to explain to you what sort of

things you can look for in a quality

program and give you some advice on

making it through the admissions process

which is very competitive so let's talk

about how the model works now it starts

with employment that's the hire or

recruit part of the acronym now you're

going to interview just like you would

for a job and they're going to be very

selective because they are going to pay

you to learn so this is an investment on

behalf of the Staffing firm in your

future so these programs can be really

competitive to get into especially in a

tough hiring market like now and once

you earn your way into the program you

are going to be asked to treat learning

like your job it's very similar to a

boot camp it's going to be very intense

it's going to be very fastpac because

they're paying you to learn so the

longer it takes for you to become job

ready the more expenses they incur and

the lower their profit margins are so

they are looking for people who can hit

the ground running and learn quickly and

we'll cover more about that later about

how you can earn your way in and impress

the recruiting firm once you've

completed the training they are going to

place you with an employer partner now

the good thing about these companies is

that they often have jobs already set

aside by the employer partner for their

program they don't usually run programs

unless there's jobs at the end now this

isn't a job guarantee things can change

companies can back out of those

agreements and people can be stuck

without jobs but it's a lot sure bet

than a coding boot camp so you're going

to go work for this company what's going

to happen you're going to get a pay

raise first so you're going to get a

very low wage when you're learning

you're going to get a higher wage when

you join the employer and then depending

on the length of the contract that you

work for that employer this can be 90

days it can be one year it can be two

years you will convert and you will have

scheduled raises during those periods

now what's the down side of that usually

those rates are going to be slightly

lower than Market rates because the

company wants to recoup the cost of

paying for your training and your

hiring there's also a contract in place

so if you think that you're going to you

know get paid to learn and then get put

in a job and you don't like it and

you're going to quit well the contract

is usually going to forbid that and

there's going to be some penalties in

there you might have to pay the Staffing

firm back for the training so that's

just one thing you should be aware of

but at the end of the day after a period

of time you will become a full-time

employee of that

company so now let's talk about the pros

and cons from each of the parties

involved we have the learner we have the

Staffing firm and we have the company

and let's start with the learner so the

obvious Pro of this approach is that you

get paid to learn and your chances of

getting placed if you complete the

program is very high and that's because

these staffing firms don't run programs

and don't put people in these seats

unless employers have agreed to give

them opportunities on the other side

because no business is going to pay

people to learn if they can't recoup

those costs on the back end now it's not

a job guarantee things can change and

companies can change their mind about

their hiring needs and that does happen

but compared to the regular Market that

you would see at the end of a boot camp

or you know a college degree program

your odds of getting placed are way

higher than they are in those other

opportunities now another Advantage is

that you are going to get industry

relevant training because again the

companies aren't going to reserve those

slots for higher trained deploy

candidates unless they're learning the

things that the company wants them to

learn and also you're going to have a

period of time to get you that initial

experience it's very difficult for

people to get their first job in it but

their second third and fourth job are

much easier so if you can get in there

and get a year or two of experience that

will set you up better for the future

than other options but all these Pros

don't come without cons so let's talk

about the down sides of higher trained

employ and the main one is the contract

that you have to sign because at the end

of the training you are going to have to

go work for one of their employer

partners and you're going to have to do

that whether you like that employer or

not and you're going to have to work out

your term with that employer whether you

like them or not now there are ways out

of those contracts but usually they

involve Financial penalties like you

might have to pay them back for all of

those training dollars and there might

be an additional fee on top of that to

compensate the company for the revenue

they were going to lose so breaking

these contracts can be very expensive

and legally risky so again you get into

an employer you don't like your team you

don't like the work you're doing you

don't like your boss in most cases too

bad you're going to have to tough it out

so depending on the length of that

contract term whether it's 90 days one

year or two years you may be in for a

long haul of job

dissatisfaction now my advice to people

if they end up in that situation is to

just tough it out because if you get to

that one year or two year of experience

it's going to make a big difference in

your future career you can leave you can

change jobs you know usually get a pay

raise and you're going to be good now

during that period you also have to

realize that you're probably going to be

paid less than Market rates because you

are locked into those employer so

there's no incentive for them to pay you

premium

rates that's just an opportunity cost

and in it your salary is going to grow

with your experience and your skill

level so if you learn a lot and you

develop those job skills you're going to

make that money back later so that's not

something I really tell people to worry

about at the beginning your job is to

gain skills and gain experience and the

money will come later and and lastly

this training program because that

Staffing firm wants to get paid and they

want to keep their employer Partners

happy it's like a boot camp plus when it

comes to expectations and stress levels

so you better be prepared if you're

accepted into a higher trained deploy

program that they are going to be

watching you and expecting you to

perform and some people already have

struggles with the boot camp pacing and

the stress that involves well this is

this is an even higher level than you're

going to see in a boot camp so just be

aware of that going in you are going to

have to manage your stress you should

set up your life in a way that you'll be

able to handle that kind of intensive

training and those kind of intensive

expectations so now let's talk about the

Staffing per perspective now pros and

cons the biggest Pro is that they get to

build a pipeline of talent that their

employer Partners want so that lets them

kind of keep their finger on the pulse

of the market it lets them build

relationships with the candidates

because someday that candidate is going

to become a hiring manager or they're

going to want to change jobs in the

future and the Staffing firm might be

the first pick for them to be placed

again so building those relationships is

really important for the staffing firms

and on the employer side now the

Staffing firm is becoming a trusted

partner they're going to get more

information information on what that

employer needs what their future plans

are what kind of skills they're falling

short in and that can Ripple through the

entire Staffing organization because

they're not just going to get data about

entry level hires they're going to get

data about the mid-level and senior

level gaps that that employer has so all

of this just kind of binds the Staffing

firm and the employer together a little

more tightly makes the relationship more

sticky and that leads to higher revenues

and higher profits in the future if they

play their card CS right now the biggest

cons for the staffing firm is The

Upfront cost they need curriculum they

need instruction they need the money to

pay the Learners while they're in the

program and they also need to be able to

float them on the other side now the

float when you're talking about staffing

firms they're paying you every two weeks

like an employee but often times the

employer is paying you know 30 days 45

days 60 days later so there is a need

for the Staffing firm to have enough

cash to be able to support those people

until the employer starts paying and if

somebody doesn't get placed right away

at the end of the program most staffing

firms will leave them on the book so

they start racking up more cost and

that's that's a risk that the staffing

firms are willing to bear and that

brings us to the employer partner now

there's a lot of good in this for

employers and most of it is reducing the

risk of hiring because when an employer

hires out of a higher trained to play

program they know what curriculum and

what skills those candidates are

learning there's also a larger pool of

students for them to choose from and

that means they're going to have a lot

less risk because hiring an entry-level

developer I've mentioned this before on

the channel it's very risky because an

entry-level developer takes a lot of

time to train up sometimes you don't

know how good of a worker they're going

to be well guess what in a higher train

to play program they've been observing

you as a learner and you as a student

for 10 to 12 weeks so now there's a lot

more data on what type of person you are

what kind of work ethic you bring how

you interact with your peers and that

makes the employers a lot more

comfortable than just rolling the dice

out there on the random market and

that's really what a lot of these

employers are paying for and when I was

a hiring manager at companies there were

a lot of gaps when I went to higher

entry level people like they didn't know

about Source control they didn't know

about you know Common architecture

patterns unit testing there were a lot

of gaps coming out of those College

experiences and if you're an employer

and you're willing to hire entry-level

people your only option is to really

roll up your sleeves and train those

people yourselves and if you happen to

be on a team like mine was where we had

a lot of work to do it was very

difficult to take senior developers

offline to mentor and train entrylevel

people

appropriately well guess what higher

trained employ the employer gets to skip

most of that the Staffing firm is taking

on that burden for them so that saves

them time money and risk now what are

the downsides well whenever you save

time money and risk you're paying for it

so the way these higher trained empoyee

contracts work is that the employer is

going to either pay a placement fee

after like 90 days or they're going to

contract that employee at an hourly rate

for a year or two and most of these

staffing firms they are making anywhere

from 20,000 to $40,000 in profit per

placement so that's the opportunity cost

for the employers and if you're an

employer who's going to hire at scale

there is a level where your hiring needs

might say hey we should build our own

Academy program like the one at JP

Morgan Chase or City Bank there are some

programs out there that you'll see

advertised where employers run these

Academy programs themselves and usually

that's because they have a lot of

entry-level hiring needs and they're not

getting what they want from the market

out of colleges universities and coding

boot camps so they decide just to bring

it in house and do it themselves and

that's something I've personally helped

companies do I have built program

Academy programs for Fortune 500

companies before and it's a really

interesting model and it's not as

expensive as a lot of employers think

but I understand the hesitance if you

are an employer you're not a school

you're not a training provider so I

understand why a lot of employers choose

to go with the Staffing firm because

it's less risk and they can just spin it

up and down however they want and that

leads to better cost controls for those

employers so now that you understand

understand the players involved and what

their motivations are what are some

higher trained deploy companies in the

space now in the US the ones you're

going to hear about revur is probably

one of the biggest ones fdm group htd

group and Dev 10 there's many more out

there and I recently uh attended a

staffing firm conference and this topic

was a big Topic at the conference so I

expect to see more higher trained deploy

programs coming online

not only in software development but in

other areas of business needs in the

future so go out and research it you can

search for hire train deploy or recruit

train deploy and you will find a lot of

companies in the space now the next

question I want to answer is what should

you look for in a higher trained deploy

program if you want to throw your hat

into this ring

now I said previously that one of the

benefits is that the curriculum that

that they teach is tailored towards

employers but that doesn't mean that

that particular employer wants things

that are popular in the market so you

should always be sure to review the

curriculum and compare it against the

job postings in your region because it's

not uncommon for a company to be

struggling to find talent because

they're using Legacy systems or because

they're using nich products now it's not

a bad thing you're you're still going to

get trained and there's a very high

likelihood of getting a job and if your

goal is just to get any job that's not a

problem but if your goal is a long

career if you have a certain career path

in mind or a certain vision of how your

career should play out then be sure to

evaluate the curriculum against the

market and against what you have what

you want to do the second thing you're

going to want to look for is the quality

of instruction

both during the program and the support

you're going to get after the program so

once you transition from that learning

into your job and you're a contractor

there what kind of support do they give

you and this varies wildly some

companies kind of throw you over the

fence they assign you to a project

manager and good luck to you other

companies will continue to give you

training mentorship and support during

that contract period that that does cost

the Staffing firm money and it lowers

their margins so I understand why not

every company does that but a good

company that cares about the longevity

of the program and cares about both the

employer and the learner experience is

going to provide that extra support and

one of the biggest things you need to do

is review the contractual

obligations do not sign up for a higher

train deploy company if they're kg or

not being transparent about what that

contract says and you should get that

contract reviewed by a professional that

means a lawyer it's worth the couple

hundred bucks to have somebody look over

that contract so that you don't get

stuck later because I have seen

contracts where if you get fired or

dismissed during the program you have to

reimburse them for the training and

sometimes you might be dismissed and

it's not even your fault

that might be because an employer pulled

out or things like that there's not a

job there anymore things that are out of

your control you need to have an open

conversation with the higher trained

empoyee company about all those

scenarios the wh ifs that could happen

that could cost you money and speaking

of those employers every higher trained

employee firm should be willing to share

with you who their employer partners are

you should never sign up for a higher

trained employ program if you don't at

least know which companies you have a

shot at being placed at because you're

going to want to research those

companies because there are companies

out there that you don't want to work

for and you're going to go want to go

check out glass store and you're going

to want to talk to people on LinkedIn

about those companies and do your

research just like you would for a

regular job because again if you get

hired and you don't like it there you're

going to be stuck there for a period of

time so doing that that research and

doing that homework upfront about who

those employer partners are is really

important to this process and last but

not least be sure to check that contract

for relocation

requirements National staffing firms the

larger firms in this space they have

employers all over the country and you

may need to be willing to relocate for

that job and if that's a deal breaker

for you you need to know that UPF front

you need to see that in the contract and

another thing you might want to consider

in the contract is if you do have to

relocate is there any stipend is there

any reimbursement for that relocation or

are you going to have to fund that

yourself that can be a nasty surprise

for Learners who get placed with a

company and then are forced to relocate

on their own dime now I don't have any

statistics on how many companies will

pay for relocation versus not

it is just something that you need to be

aware of and prepare for now the last

thing I want to talk about is if you are

going to apply for one of these programs

what are some ways that you can maximize

your chances of being

accepted and to talk about this we kind

of got to flip it back around the

Staffing firm is making a bet they are

betting that the candidates that they

bring into the program are going to be

successful and the employers are going

to desire them

so they are trying to minimize their

risk well if you're hiring somebody to

learn how to

code what is the best way to minimize

the risk and the answer is to select

people that already have foundational

knowledge of that coding skill now you

don't have to go all the way you don't

have to go from zero to employed take a

boot camp and then go to higher trained

employ that that's not what I'm asking

you to do but if you have mastered the

foundations of a programming language

like say for Java you might learn about

variables Loops conditional statements

classes interfaces unit testing all

those core Basics that let you start

your programming journey and this is

about 4 or 500 hours of learning if you

can walk into a higher trained deploy

interview and demonstrate that you are

comfortable with that foundational

knowledge the risk goes way down and

your chances of making it through that

interview go way up the other things

that you can do is really focus on your

communication skills because Employers

in Tech do tend to Value soft skills

almost as much as the hard skills

obviously you have to know how to code

to get a coding job but when people are

similar level of technical skill the

people who are good communicators good

organizers have good soft skills they

are going to rise to the top

and often times when you're interviewing

for a higher train to playy program it

is going to be an actual interview

process so you are going to do a

preassessment kind of technical

interview it's not going to ask you

necessarily to write some code but some

of them do but they are going to check

your logic and reasoning and your

programming meta skills at minimum

you're also going to have a behavioral

interview and that's where you're going

to have to come prepared just like any

behavioral interview how do you deal

with cont conflict you know how do you

communicate well what type of work

environment do you enjoy you need to

come prepared to talk about those things

and really impress the interviewer

because you are interviewing for a job

it's just your job is to

learn so to wrap things up higher

trained deploy programs are out there

you should be aware of them they are

going to grow they are continuing to

grow I do a lot of Consulting on the

side for these programs kind of helping

them set up a good learning environment

the coding boot camps as we know are

struggling and as the coding boot camp

Market shrinks I think that higher train

deploy is going to grow to kind of take

the place of those coding boot camps and

at the end of the day I think this is a

relatively positive development for

Learners because getting paid to learn

is a lot better than shelling out

$20,000 to a coding boot camp and then

coin flipping on a job now these

programs are very competitive to get

into so it's not going to reduce the

need to have formal education it's not

going to reduce the need to self-study

like you can do at skill Foundry getting

those fundamentals and kind of coming in

with Just A Cut Above people who aren't

as well prepared is going to be the best

way to get these

opportunities happy coding

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