TECH TALENT
From Bootcamp to Blockchain
I'm Tyler Richards
Who am I talking to?
- Work in Technology
- Technologist
- Manager
- Entrepreneur
Who has needed to find tech talent for a project?
Finding tech talent
Why? Because ...
|
2015 Median Pay |
$100,690 per year ($48.41 per hour) |
|
Typical Entry-Level Education |
Bachelor's degree or less |
|
Work Experience in a Related Occupation |
None |
|
On-the-job Training |
None |
|
Number of Jobs, 2014 |
1,114,000 (150,000 are web devs) |
|
Job Outlook, 2014-24 |
17% (Much faster than average) |
|
Employment Change, 2014-24 |
1,400,000 more |
Deficit of more than 1 million in the US alone.
Create more grads with
- Non-traditional Education
- Short Term
- Immersive
- Mentorship Driven
Companies are forced to:
- Steal other talent
- Use poachers (recruiters)
- Inflate Salaries
- Huge marketing campaigns
- Always hiring
“10x employee,” “rockstar,” “all star,” “guru,” “ninja”
Everyone wants the...
There are solutions.
Step 1: Stop believing in artificial measurements.
- Years of experience
- Degrees
- We don't hire ...
- GPA
Trust your interview processes
to identify great (soon-to-be-great) talent.
Step 2: Plant the seed. Invest.
You need a structured on-boarding system, structured training, regular feedback and space for personal projects.
Step 3: Develop tech talent pathways.
External Pathways
- Conferences
- Site licenses to great training libraries
- Bigger, more difficult challenges to tackle
- Mentorship
programs / exchanges with other startups
Internal Pathways
- Pair your talented juniors with seniors a few hours
- Implement regular work reviews
- Encourage a non-judgmental environment for learning and asking questions
- Constantly push the envelope
Step 4: Create a sustainable talent ecosystem / culture.
- Up to speed with tech community
- Interaction with other internal teams
- Cultivate, value and reward the attributes of top talent
- Value tech talent as contributors but also as mentors and teachers
Any questions?