of the workforce is planning to make a major career transition post-pandemic.
is the average cost of recruiting a mid-career engineer, which can be two to three times higher than reskilling.
reason people leave jobs is lack of challenging work or opportunities.
of employees would stay at a job longer if it invested in their career.
Tech Elevator works with your team to identify future tech talent from within your organization and empower these individuals with the training and tools they need to succeed. Using a strategic employee selection process of non-biased aptitude testing and behaviorial interviews, we identify employees who show strong potential for success in the world of software development.
Whether online, in-person, full-time, or part-time, our reskilling program is a customized learning experience for your team. With cohort options including C#/.Net or Java, your employees will emerge from the program as a full-stack developer, equipped with the skills to support your organization's tech initiatives.
Opening doors to professional development for underrepresented communities helps to position your organization for the future.
A report from PwC revealed that 77% of employees are eager to learn new skills or completely retrain, but 39% worry their jobs will be obsolete within five years.
Prior to the pandemic, 52% of leaders said that enhancing the employee experience was a priority for their organization. Today, that percentage has drastically increased to 92% of leaders.
Only 23.1% of the tech industry is made up of individuals who identify as women and Black, LatinX and Native American tech professionals make up less than 5% of the workforce at major tech companies. Less than 10% of those surveyed by Dice identified as part of the LGBTQ+ community .
Every organization is different and requires a unique approach to talent development. That's why we offer scalable workforce development solutions to accelerate and future-proof your internal capabilities.
Dedicated cohorts are the turn-key approach for reskilling your workforce. Our veteran team will help identify candidates, reskill them in a custom classroom setting, and redeploy them into their new tech roles within the organization. Number of employees reskilled: 10-20 individuals
Sponsored seats offer your organization the flexibility to test and learn by sending several employees through our 14-week bootcamp. Your employees will learn alongside our consumer students, rather than coworkers as they would in a dedicated cohort.
Our proprietary learning management solution, BootcampOS, is the ideal option for organizations looking to make a long-term investment into reskilling.
A few of the organizations we have helped reskill:
President and CEO
Learn more about how we reskill employees.
Our curriculum covers a introduction to programming in either Java or .NET, which leads into Relational Databases and Client Server Programming, followed by Web Application Devlopment. All the critical components to produce a code-ready full-stack software engineer. Our curriculum, based on volume of needs, can be customized for dedicated cohorts to highlight specific concepts as needed by your organization. Speak with a team member for an overview of our current curriculum offerings.
We offer part-time and full-time programs. Part-time programs last 30 weeks and full-time programs last 14 weeks.
We have found our approach to be effective at producing skilled software engineers who can address and manage the same level of work and skill as those with traditional computer science degrees.
There is limit on the number. Depending on which reskilling solution best suits your organization, you can reskill as few as one or two students and as many as 100+.
For the last four years, we’ve been surveying Tech Elevator Alumni – we’re always so excited to learn how they are progressing in their careers and we use their feedback […]
Editor’s Note: This article includes excerpts from a blog post originally published to Course Report. Visit the full article here. Rick Anglin hit a ceiling with his IT experience and […]
Learn how Tech Elevator alumna, Rebecca Sullivan, made the transition from marketing to coding.
Editor’s Note: This article’s content originally appeared on Forbes.com (follow this link to the original article). Between 2011 and 2018, the number of undergraduates enrolled in college declined by 1.8 […]
Outcome-based education is a relatively new concept that emerged within the last decade. It differs from the standard, four-year degree because it has a laser focus on what happens after […]
When people think about switching careers to the tech industry, most zero in on technical learning and its application. What they quickly realize is missing—career coaching on how to break […]
Editor’s note: This article was originally published to Anthony Hughes’ LinkedIn here. It’s hard to believe that it has already been seven years since Tech Elevator was founded. Back then […]
Editor’s note: This article was originally published to Anthony Hughes’ LinkedIn here. Today marks two years since Tech Elevator established its Represent Tech Scholarship for historically underrepresented groups; we’re here to […]
We have exciting news to share with you: Tech Elevator has been selected as a 2022 Top Workplace Winner by The Plain Dealer and Cleveland.com! The Top Workplace committee reviews […]
Taking the step to change careers can be exciting, intimidating, and stressful all at the same time—especially if you’re looking to break into a new industry. Are you a Chef, […]
Editor’s Note: This article includes excerpts from a blog post originally published to Tech Elevator Instructor Ben Langhinrichs’ personal Linkedin. Visit the full article here. If you’ve ever been […]
By Tech Elevator Instructor Andy Chong Sam In this post, I’ll cover what it means to be a full stack developer, its impact on the skills developers need to learn, […]
The Great Resignation along with tech talent shortages are forcing companies to get creative when it comes to staying competitive in the digital hiring economy. There are 11 million open […]
As the Great Resignation continues and new technologies disrupt the market, jobs are becoming increasingly obsolete, resulting in a growing talent shortage. There are 11 million open positions in America […]
Companies and employees are facing increased uncertainty as the nature of jobs (and how people perform them) is changing. New technology provides unique and creative solutions, but ultimately leads to […]