Now through the end of the first quarter in 2019, when our next Bootcamp graduates, we're asking the tech community to help us reach two aggressive goals: $50k, with which to pay for students to earn while they learn, and 30 commitments to hire them into temp-to-perm apprenticeships. It's a fundraiser, as well as job-raiser. Join our coalition.
Interested in potentially hiring? Come to Demo Day on Thursday 12/13, and meet our upcoming crop of graduates.
There's no more candid form of speech in this country than the way we choose to spend our money. It's an expression of the vision we have for ourselves and for our communities. I buy as much as I can from my local corner store because I want it to stay there. We shop small because we believe in a more pluralistic economy. We buy local, we buy fair trade, organic, and ethically sourced.
Let's bring a similar approach to impact giving. Give small, give local, and give in a way that aligns with the vision you have for yourself and your community.
At Resilient Coders, we believe in making good on technology's promise of meritocracy. We want to live in a city where your access to a high growth career is predicated on the nature of your potential, not your pedigree. We're working towards a more equitable economy.
It's a competitive bootcamp; we accept about a third of applicants. Our students spend 14 weeks learning full stack javascript, from vanilla JS, through React, Node, Mongo DB and Postgres. We invest heavily in general object oriented programming principles, such that our graduates are not constricted to the specific discrete technical skills they learned with us. See the work for yourself. Come to Demo Day.
They've been hired by Wayfair, Fidelity, Wellington, DigitasLBI, SapientRazorfish, Accenture, RStudio, Experian, Microsoft, Privy, Curriculum Associates, Wistia, Bison, Gravyty, Houghton Mifflin Harcourt, Hill Holliday, and many others.
We like to sit down with our employers and iron out a 120-day plan for the newly hired employees. It helps us stay on the same page regarding expectations for performance and velocity. We check in with our employers weekly, to make sure we're on track. And our grads continue to leverage our community of volunteers and mentors, both in person, and remotely.
Breaking the systems that preclude our communities of color from accessing high growth careers will take a certain degree of shared mutual accountability. Our employers will need to invest in an employee's continued growth, providing opportunities for mentorship and upskilling. We have to change what it means to employ. We must become less transactional, and more intentional.