February 9, 2018
Google LGBTQ Tech Summit Lesbians Who Tech

Sharon Combines her Social Sciences and Art Background with Tech to Become a Front-end Developer

Coding Bootcamp Grad Combines Social Sciences and Art Background with Tech to Become a Front-end Developer Sharon was working several small jobs and in graduate school when she found out about We Can Code IT. With her passion for helping others, she wanted to learn to code so she could make an even stronger impact. Last June, we shared Sharon’s experience at the 4th Annual LGBTQ Tech and Innovation Summit + Fellowship at Google in Washington D.C. After working in consulting for a few months after graduation, Sharon landed a new job as a UX/Front-end Developer at Findaway!  
February 8, 2018
Coding Bootcamp Graduate Meaghan Rea

Meaghan Goes from Stay at Home Mom to Senior UX Designer

Columbus Coding Bootcamp Grad Goes from Stay at Home Mom to Senior UX Designer Meaghan was burnt out on NYC and her job, so she moved to Columbus, OH to be closer to her family. With a graphic design background, she was always interested in software development but was often discouraged on how to begin. After attending an Admissions Open House and finding out she qualified for a grant, she decided to take the plunge and dive deep into learning to code at We Can Code IT. Find out about Meaghan’s journey through coding bootcamp, how she proved that a stay at home mom can learn to code in only a few months, and her new Senior UX Designer position at Assurex Health!  
July 17, 2014

Women in Technology: Mel McGee Receives Crain’s Cleveland Business Women of Note Award

In the article, McGee is praised for making her way in the male-dominated world of technology, she admits to being a geek, and she challenges the notion that girls aren’t as adept at learning STEM . . .

“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.”

– Andy Laytin, Manager, IT Development, SQL DBAs Architecture, University Hospitals

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.*