Edcelerant

Closing the Tech Talent Gap

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Demand for coders is outpacing the supply by nearly 2 to 1.  Today, there are roughly 700,000 open software development positions in the United States. By 2020, that number will reach 1 Million.  This year alone, another 125,000 positions that require coding skills will be created, yet we can't build our skilled workforce fast enough to plug the whole.

Each year, colleges and universities graduate about 33,000 Computer Science students and an additional 30,000 computer science -related graduates. Coding bootcamps add another 20,000 to the workforce.

Demand to find people with coding skills is so high that salaries are increasing by as much as 9 percent per year.  That's great if you've got the skills, but what if you're the one hiring? Employers are playing a zero sum game - robbing Peter to pay Paul, and at their own expense.

Demand for coders is expected to continue growing, increasing 17 percent by 2024.  Where will we find the talent?

One in five jobs today are in a STEM related field, but 38 percent of students who start in a STEM major don't ever finish their degree. 

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96% of Educators say students are prepared for the workforce. 

 

 

Only 11% of Employers agree.

Why NOT traditional Higher Ed?

Only 1 in 3 working coders has a computer science degree today.  But why, especially when there are so many opportunities?

Bachelor's degrees cost a lot, and most people don't complete it in 4 years anymore. Only 19 percent of students at public schools finish in 4 years.  

68 percent of students graduate with student debt, and the average student finishes with more than $30,000 to pay off. 

Even more so for second career adults, a 4 year degree is just too expensive, and it takes way too long. Drawn out schedules don't fit the plans for working adults - those with other life obligations - mortgages, car payments and mouths to feed. 

Most importantly, traditional college programs don't have the flexibility or scale to adapt curriculum for the most up-to-date employer needs.  So, while students learn that theoretical applications to enable them to pick up new tools quickly, they graduate lacking a knowledge of the libraries, tools, and frameworks they will encounter in the workplace.

 
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What about coding bootcamps?

Coding bootcamps fill part of the gap, but the industry has stalled.

Since 2011, there have been about 150 coding bootcamps that have popped up around the United States.  While there are some bad ones, most offer hands-on courses that teach relevant coding skills, and the vast majority of graduates are quickly employed using the skills they learned during the bootcamp course.

Coding bootcamps are primarily for-profit programs that offer accelerated software development coursework in a mostly unregulated environment.  Until recently.

As their popularity increased, states began to take notice. Today most bootcamps programs were lumped into the higher education category, and states have started enforcing the same rules that any other colleges would have to follow.  Since single focused programs operate on a very small scale, even the best schools struggle to operate with high regulatory costs.

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The New Model for Workforce Development

  white label coding bootcamps at Higher Ed
  + paid apprenticeships at employer partners
  + continued staffing or full time placement

White Label Bootcamps at Higher Ed

Each partner school in the region delivers the same standardized program, and students take regular assessment exams to prove they have mastered the skills necessary to work for you. No more guessing if your new hire is ready to work. The typical bootcamp student is a second-career adult with 8 years of work experience  maturity, and a hunger to learn a new set of skills.
 

Employer driven curriculum

We ask our partners for constant feedback on curriculum development. We established what fundamentals and theories need to be taught. Employers help decide the details.  Our curriculum is constantly adapting to teach the newest languages, libraries, frameworks and tools that your company uses daily.
 

Scholarships for pipeline expansion

Our flat fee per trainee costs less than what most Fortune 500 companies pay to recruit a junior developer. That fee not only funds student apprenticeship, but it includes the cost of a tuition scholarship, so that we ensure that the talent pipeline continues to grow. When you help fund their education, your future employees are sure to be loyal and productive.  And your a good corporate citizen to boot.

Paid Apprenticeships at Employer Partners

Every graduate that passes our skills assessment guaranteed a six month PAID apprenticeship.  Employers get productive employees on day 1, higher employee retention, and depending on your location, even tax deductions for hiring an apprentice. You commit to taking a specified number of people, and we match you with future talent.
 

Managed staffing of JUnior talent

During the apprenticeship, employers pay one flat fee to Edcelerant, and we cover all staffing, payroll and HR related expenses.  Apprentices are paid an overtime-exempt wage, plus benefits, and they stay on our books, not yours. You provide mentorship and feedback, and we handle the rest.
 

flexible, customized workforce at below market rate

The average junior developer costs over $65K to hire at a Fortune 500 company. High turnover is driving that cost higher every day, and the average bad hire results in $35K lost productivity. For the same price, you can educate a new developer with the exact skills your company needs and employ them for six months on a try-before-you-buy basis.  Retention rates for apprentices top 70 percent, saving you even more in the long run.