How to Hire Bootcamp Grads [Complete Guide]

how to hire bootcamp grads

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You’re a company and want to know how to hire bootcamp grads. Bootcamp grads are passionate, they have fresh skills and they’re ready to hit the ground running. Here’s how to go about finding and hiring them for your organization.

Coding bootcamps have become increasingly popular in recent years as a way for individuals to quickly gain the skills they need to start a career in tech. These programs typically last just a few months and are designed to teach students everything from basic coding concepts to more advanced programming languages.

One of the benefits of hiring bootcamp grads is that they often have a strong work ethic and are highly motivated to succeed. Many individuals who attend coding bootcamps have made a significant investment of time and money into their education, and they are eager to put their new skills to use in the workforce. Additionally, bootcamp grads may bring a fresh perspective to your company and be more willing to take risks and try new things.

But, not all bootcamp grads are created equal.

When hiring from this pool of candidates, it’s important to thoroughly vet potential hires to ensure they have the skills and experience necessary to succeed in your organization. We’ll explore some tips for hiring bootcamp grads and how to ensure you’re getting the best possible candidates for your company.

Who are Bootcamp Graduates?

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If you are considering hiring a bootcamp graduate, it is important to understand their skills and capabilities, as well as the common models of bootcamps.

Skills and Capabilities

  • Problem-solving skills
  • Capable of working in fast-paced environments
  • Strong soft skills like communication, teamwork, and time management

Bootcamp graduates have a unique set of skills and capabilities that make them valuable in the tech industry. They are trained to be problem solvers and are comfortable working in a fast-paced, ever-changing environment.

They have experience working on real-world projects and have a deep understanding of coding languages and frameworks.

Bootcamp graduates are also known for their soft skills, such as communication, teamwork, and time management. They have learned to work collaboratively with others and are able to effectively communicate their ideas and solutions.

Common Bootcamp Models

  • Full time bootcamps
  • Part time bootcamps
  • Online bootcamps

There are a few common models of bootcamps that you should be aware of when considering hiring a bootcamp graduate.

Full-time Bootcamps

Full-time bootcamps are intensive programs that typically last between 12-16 weeks. Students attend classes full-time and are expected to dedicate all of their time and energy to the program. These bootcamps are designed to provide students with a comprehensive education in coding and programming.

Part-time Bootcamps

Part-time bootcamps are designed for students who are unable to attend full-time classes. These programs typically last between 24-36 weeks and are held in the evenings or on weekends. Part-time bootcamps are a good option for working professionals who want to learn new skills while maintaining their current job.

Online Bootcamps

Online bootcamps like CourseCareers, Avocademy, and others, are becoming increasingly popular as they offer students the flexibility to learn from anywhere at any time. These programs typically last between 12-24 weeks and provide students with access to online resources, mentorship, and support.

The Hiring Process

When it comes to hiring bootcamp grads, it’s important to have a clear and targeted job description. This will help you attract the right candidates who have the skills and experience you’re looking for. Here are some tips for creating an effective job description:

Creating a Targeted Job Description

  • Clearly define the role and responsibilities: Be specific about the duties and tasks the candidate will be responsible for. This will help them understand if they’re a good fit for the job and will also help you attract candidates who have the necessary skills and experience.
  • List the required skills and qualifications: Be clear about the skills and qualifications the candidate must possess. This will help you attract candidates who meet your requirements and will also help you filter out candidates who don’t.
  • Include information about your company culture: Bootcamp grads are often looking for a company that aligns with their values and work style. Be sure to include information about your company culture, mission, and values in your job description.

Where to find bootcamp graduates?

Once you have a targeted job description, it’s time to start reaching out to potential candidates. Here are some effective outreach strategies:

  • Reach out to bootcamp career services: Many bootcamps have career services departments that can help connect you with qualified candidates, like CourseCareers. Reach out to these departments and see if they can recommend any graduates who would be a good fit for your company.
  • Post your job description on bootcamp job boards: Many bootcamps have job boards where graduates can search for job opportunities. Posting your job description on these boards can help you reach a large pool of qualified candidates.
  • Attend bootcamp career fairs: Many bootcamps hold career fairs where graduates can meet with potential employers. Attending these fairs can help you connect with candidates in person and give you an opportunity to showcase your company culture.

By following these tips, you can create a targeted job description and effectively reach out to potential candidates. This will help you attract the right talent and build a strong team of bootcamp grads.

Evaluating Bootcamp Graduates

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When evaluating bootcamp graduates, there are two key areas to assess: technical skills and cultural fit/soft skills.

Assessing Technical Skills

Technical skills are a critical component when evaluating bootcamp graduates. You want to ensure that the candidate has a solid understanding of the programming languages, frameworks, and tools that your team uses. One way to assess technical skills is to have the candidate complete a coding challenge or project. This will give you a sense of their coding ability, problem-solving skills, and attention to detail.

Another way to assess technical skills is to review the candidate’s portfolio of work. This will give you a sense of the types of projects they have worked on, the complexity of those projects, and the technologies they have used.

Cultural Fit and Soft Skills

Cultural fit and soft skills are just as important as technical skills when evaluating bootcamp graduates. You want to ensure that the candidate will fit in well with your team and company culture. One way to assess cultural fit is to have the candidate meet with members of your team to get a sense of their personality and work style.

Soft skills, such as communication, teamwork, and problem-solving, are also important to evaluate. One way to assess soft skills is to ask behavioral interview questions. For example, you could ask the candidate to describe a time when they had to work with a difficult team member and how they handled the situation.

When evaluating bootcamp graduates, it is important to assess both technical skills and cultural fit/soft skills. By using a combination of coding challenges, portfolio reviews, behavioral interview questions, and team meetings, you can get a well-rounded sense of the candidate and make an informed hiring decision.

Onboarding and Retention

Hiring a bootcamp grad is only the first step in building a successful team. Once you’ve found the right candidate, it’s important to have a structured onboarding program in place to help them get up to speed quickly. Additionally, you’ll want to have a plan in place to retain your new hire and help them grow within the company.

Structured Onboarding Programs

A structured onboarding program can help your new hire feel welcome and get up to speed quickly. This program should include an introduction to the company culture, an overview of the company’s products and services, and an overview of the tools and technologies used by the team. You should also provide your new hire with a clear understanding of their role and responsibilities within the company.

Consider using a checklist to ensure that all necessary tasks are completed during the onboarding process. This can help ensure that your new hire is fully integrated into the team and ready to start contributing to the company’s success.

Mentorship and Continued Learning

Mentorship and continued learning are key components of retaining your new hire and helping them grow within the company. Consider pairing your new hire with a more experienced team member who can provide guidance and support as they learn the ropes. You may also want to provide opportunities for continued learning, such as training sessions or conferences.

Encourage your new hire to take ownership of their professional development and to seek out opportunities to learn and grow within the company. By doing so, you’ll create a culture of continuous learning and growth that benefits both the individual and the company as a whole.

Remember, hiring a bootcamp grad is just the beginning. With a structured onboarding program and a focus on mentorship and continued learning, you can help your new hire succeed and grow within your organization.

What’s next?

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My top pick for hiring bootcamp graduates is CourseCareers. They teach students on a number of curriculums including tech sales, IT, UX/UI, customer success, HR, digital marketing, and more.

Head to CourseCareers to learn more.

Jenn Leach, MBA

Jenn Leach is a Houston-based MBA with over a decade of experience in the banking industry. She writes at Millennial Nextdoor where she writes finance, money, business, and lifestyle content to help millennials create additional income streams online. Join her on Substack at

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