Corporate Training FAQ
Browse our frequently asked questions about the Galvanize enterprise program.
Upskilling, Reskilling, and Talent FAQ
What is upskilling?
To be competitive in the tech world, companies need their technical employees to be using the most cutting-edge software engineeing and data skills - which have changed significantly from 20 - or even 5 - years ago.
Upskilling is the process of equipping your technical employees with the latest skill sets in their area of expertise, which allows them to continue adding value to your company. Galvanize helps companies identify skill gaps and upskill existing technical employees to minimize those gaps; for example, training data analysts in machine learning and Java engineers in Cloud Native development.
What is reskilling?
Reskilling is another way that companies are successfully closing their skills gaps. It refers to companies identifying high-potential employees whose current skill sets may not add long-term value for the team, and putting them through a transformational training that will allow them to move into a different role.
Galvanize partners with companies to help identify who has the potential to move into some of the roles that companies find most difficult to fill from the open market, such as software engineering and data professions, and develops training programs to reskill them from their current role into the new position. We have seen incredible transformations over the years, with people as diverse as call center employees, food service employees, and construction employees successfully reskilling into software engineering positions.
What are the benefits of upskilling and reskilling?
There are multiple benefits of upskilling and reskilling, especially considering that it’s more difficult than ever to fill tech roles. Upskilling and reskilling helps employees learn new skills and helps companies attract potential job searchers. Benefits of upskilling and reskilling include:
- Saving time and money on recruiting new employees - It is frequently less expensive to train existing employees and reduces onboarding time at your company.
- Keeping up with your industry - Training your employees in new skills is a highly effective way to remain competitive and land new clients.
- Improving employee engagement and retention - Both current and potential employees care about professional development and training opportunities. Teaching your employees new skills helps them feel better equipped to earn promotions, handle their current responsibilities successfully, and assist in training new hires.
- Building and maintaining a diverse talent pool - Traditional talent channels are not producing the diverse talent that they know will add value to their companies.
How can I fit in upskilling and reskilling with current work projects?
At Galvanize, we deploy project-focused learning. Our training programs are reverse-engineered from real-life practices and skills and employees have a chance to get hands-on experience with real projects performed individually and in teams incorporating your organization’s specific practices, code base, and data sets.
I want to upskill or reskill my employees. What is the process?
First, we meet with our customers to learn more about them and their needs. The next step is a deep dive, in-person meeting to align on program goals, challenges, and outcomes. We especially want to learn about the people in your company and the skills they have today - and also the skills you need them to have to add value for the future.
From this information, we create a bespoke training proposal designed to take your people from Point A to Point B. We collaborate with you to shape the solution based on your feedback to the proposal. After that, we go into the contracting phase, with MSAs, Vendor Setup Forms, and SoWs. The last step before delivery is the delivery prep, where our dedicated curriculum design team customizes your curriculum.
I need to hire a large number of roles. How can Galvanize help?
Galvanize can help fill your open roles in a few ways:
- We can help you hire out of our public programs in software engineering and data science. We have a pool of over 10,000 alumni to pull from, ranging from junior to mid-level talent.
- If you are hiring at scale for the same kind of talent, we can help build talent pipelines just for your company. This involves us helping you understand what talent exists in the market that you operate in. Then, we look at the skills gap between that talent and what you are looking for and design custom training programs to bridge those gaps, which can be run immediately prior to or after employment.
- If you have talent within your org and their roles are at risk in the future of your company, we can help you identify high-potential people to reskill into software engineering and data science roles.
General Corporate Training FAQ
What kinds of companies/businesses do you work with?
We work with large companies who are going through or starting a digital transformation. Our clients are in a number of industries including financial services, healthcare, pharma, retail, automotive, and defense.
Who is a good candidate for training?
We use a variety of assessments to help recommend who is most likely to benefit from training programs, both for current technical talent and for non-technical employees. In general, we look for people who have a growth mindset, are good problem solvers, are strong communicators, and people who are comfortable with discomfort (training can create a lot of that). Final decisions about who to place into programs are up to you!
How customizable is your corporate training?
While we offer many off-the-shelf solutions in software engineering, data science, and cybersecurity, we know that your company's specific tech and use cases are not the same as everyone else's. We also think it's important for training to meet your employees right where they are at - so that you don't waste time and money on a program that covers topics they already know, moves too quickly for those with less exposure, or teaches topics that aren't actually relevant to how you do business.
Therefore, we work closely with our clients to understand what their people know today and what they need to know in the future, and we customize our courses around that. Many clients find that we add a lot of value in our ability to add project work from our clients' actual software engineering backlogs or using real world data sets for case studies and projects.
How many students can you accommodate? Is there a min?
While we don't have a minimum student requirement, most companies find our programs most cost-effective when they have between 12 and 36 individuals to train at a time.
What time commitment is needed? Is training part-time or full-time
We will make a recommendation on doing training part-time or full-time after meeting with you and learning more about your goals. The recommendation will be based on how to best achieve the outcomes you're looking for. Most of our clients choose to do software engineering training full-time, and many choose to do analytics or data science training part-time.
However, because we incorporate real work from your business into the training programs, your employees will not feel like they are away from work for the full course; and many report that team velocity increases overall after completing our training programs.
Who are the instructors?
Our instructors are experts in their fields and have experience mentoring technology professionals and managing teams. They’re in touch with the most relevant industry trends and practices and are passionate about transferring their knowledge.
Where does the training take place?
Currently, training is live online. We do expect to get back to in-person training, which typically happens at the customer's facility or office location.
What is the investment, and what ROI should I expect?
Investment levels vary depending on several factors, including the duration of the training and the number of students. Discounts are available for large-scale programs.
Typcially, the per student cost at the enterprise level training level is lower than the individual bootcamps offered to consumers. ROI is also very specific to the goals of each customer, and results we have heard from recent customers include an increase in engineering team velocity by 25%; a decrease in ramp time to productivity for new hires from 6 months to 6 weeks; and data problems being solved through the training added $10MM+ in value to the company.
How do you gauge where to start based on current student knowledge?
We offer a few different kinds of assessments, depending on what your talent looks like today, that will help us (and you) understand our baseline skill sets. We offer automated technical assessments at scale that can help us quickly gauge competency in a variety of topics. We also do 1:1 pair programming assessments with engineering teams, which allow us to give more qualitative feedback about problem solving ability, communication skills, and soft skills.
For employees who are newer to tech, we can do a longer mini-course assessment that will teach basic tech skills and allow us to collect data points along the way about aptitude, problem solving ability, and tenacity. The feedback from these assessments will be given to your management so you can make decisions about who to invest in with training.
How can we monitor training progress?
We have a proprietary LMS, Learn, that allows us to collect granular data about students' learning as they progress through a course. This allows us to get a more holistic view of how someone is learning and growing through every lecture and activity instead of relying on just assessment data, which often doesn't give a full view of a learner's capabilities. Our instructors also give qualitative feedback about how a student is progressing and can recommend remediation or reach challenges as appropriate.
How do you measure outcomes?
Outcomes are directly tied to the goals of each specific customer and we will work with you ahead of time to define what matters to you, how you are measuring those things today, and how we can incorporate measurement into the training program.
During the program, you'll have a dedicated engagement manager who will work with you on reporting progress, collecting feedback from the participants, and sharing both quantitative results (from assessments and other data collected throughout the program) and qualitative results (which is collected by the instructors in the classroom and thoughout project work).
We're ready. How soon can we start?
Scoping a program can take anywhere from 1 week to a few months. Usually, we are ready to start training within 30 - 60 days of contract signature, unless significant custom curriculum development is involved.
Galvanize is a pioneer in the tech education space, and was the first school to offer live online training in software engineering and data science. For Enterprise, we excel in four areas:
- Outcomes-based education: Customized curriculum to match learning goals and real time progress measurement
- Project-focused learning: Real use vases to reinforce concepts and to maintain productivity
- Expert instructors: Real-world industry experts who are full-time practitioners
- Learn platform: Visibility into student progress and assessment - at scale