Get PAID to Learn to Code?! | Inside Hire Train Deploy Programs
Summary
TLDRThe 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
💼 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.
🔍 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.
📈 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.
🤝 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.
🏢 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.
Mindmap
Keywords
💡Higher Train Deploy Programs
💡Staffing Firms
💡Employer Partners
💡Curriculum
💡Contractual Obligations
💡Industry-Relevant Training
💡Market Rates
💡Recruit
💡Foundational Knowledge
💡Soft Skills
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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