CLEVELAND, OH – In the ever-changing tech landscape, employers are struggling to find and retain software developers trained in current languages and capable of creative problem-solving and collaboration. We Can Code IT recently expanded their staff to provide a sharper focus on helping employers in the Cleveland and Columbus area meet this growing demand for top tech talent.
Patrick Antos has taken on the newly created role of Business Development Manager for We Can Code IT, the accelerated coding boot camp with a unique focus on training a diverse tech workforce, particularly women and people of color. Antos plans to build relationships with employers to help them create long-term strategic plans for their tech needs and grow their business with skilled, diverse talent.
“To have the best brand, build the right culture and keep current employees, you need to not only train your tech talent but develop a succession plan for the next steps,” says Antos. “We Can Code IT helps employers reduce costs by developing and retaining their tech employees. Businesses can upscale with our on-site training for specific software and also engage with our cohorts of fresh talent.”
Antos was raised in Cleveland and earned a degree in Journalism and Communications from Cleveland State University and a master’s degree in Organizational Leadership from Gonzaga University. He brings more than a decade of work experience spanning business development, customer support and strategic relationships in the tech community. Antos has helped numerous organizations strengthen long-term growth plans and develop strong tech education and leadership, including ITT Technical Institute, OEConnection and the OHTec program with Greater Cleveland Partnership and COSE.
In an industry where in-demand software developers often switch jobs, hiring a new developer at a $60K salary can cost an employer up to $90K more in recruiting, training and benefit costs. Antos wants to help employers avoid this expense with a long-term view of developing and advancing current tech employees and also providing a pipeline of new, diverse talent. “We Can Code IT grads are ready to be hands-on with the latest software languages — and they have the soft skills and maturity that recent college grads often don’t have,” says Antos. “Many of these folks are changing industries and capable of entering new business environments and cultures.”
Kendra Kornatowski also joined the team at We Can Code IT as Marketing Coordinator. A graduate of Oakland University in Michigan, she has experience in social media, graphic design and marketing. Kornatowski will help We Can Code IT increase community awareness and focus on outreach to employers in the Cleveland and Columbus regions. “It’s an honor to be part of a company truly making a difference in the community,” says Kornatowski. “We Can Code IT is changing a lot of lives and businesses for the better.”
Lauren Holloway, a talented graduate of We Can Code IT’s very first cohort, was hired as the organization’s Director of Education and Culture, and became a lead instructor focused on raising the bar for each cohort and pushing students to reach their potential. She is now moving into the role of Student Success Coach at We Can Code IT’s Columbus campus. Besides supporting admissions and career services, Holloway will build and strengthen relationships with employer partners and involve them throughout each coding boot camp cohort.
“Employers will get a snapshot of our students even before the hiring process,” explains Holloway. “They’ll get to know students during the process in order to see who is a good fit technically but also socially and culturally for their organization. It’s another step that shows the We Can Code IT commitment to our mission, our students, and our employer partners. We educate students for the roles currently out there – and provide employers with a constant pipeline of diverse, qualified people.”
Cynthia Trotta, We Can Code IT’s Chief Career Strategist, says Holloway will bring a keen eye for identifying high-potential students for admission and help them resolve any challenges in the classroom. “Creating this new role of Student Success Coach says a lot about We Can Code IT. We support and coach our students in ways most schools just wouldn’t do. Each student works one-on-one with a coach every week, and Career Services is becoming a mandatory class in our curriculum. This not only helps the students launch their career quickly, it also helps employers who want to invest in the kind of software developers who will help their business grow long-term.”
We Can Code IT grads are working for employers that include JPMorgan Chase and Co, Progressive, Hyland Software, Foundation Software, American Greetings, Microsoft and IBM. Employers and students can get more information at WeCanCodeIT.org.
We Can Code IT is located in Cleveland and Columbus and teaches coding skills needed to enter the software development field. With a unique focus on diversity and inclusion, We Can Code IT reaches out to women and minorities underrepresented in the growing tech industry. Interested students can take a free online assessment and register for daytime or evening courses at WeCanCodeIT.org
“After the We Can Code IT on-site training at University Hospitals, we embraced Agile software development methodology with tremendous success. On a project that was not going well, we were able to develop 1-week iterations where we did a mini-planning session on Monday, committed to stories for the week and then completely tested them by the end of the week. Our teams have really enjoyed moving to a more structured Agile environment with much more collaboration.”
It takes 6 to 9 months to bring a new developer up to speed. In IT, recruiting top talent is super competitive. So it makes sense to train your internal talent pool, right? A great idea, but most companies find cross-training employees is time-consuming and demands training expertise they don’t always have. We can help you with this process by applying our assessment tools. These will help you find out which employees would be best for cross-training as well as which canidates are most adept to join your company.
When growth or turnover hits your IT team, research shows it costs a business about 20% of an employee’s salary to hire and train new talent. If a developer is paid in the neighborhood of $80–$120K —the hiring and training process costs your business up to $24K.*