80% ramp time reduction
for new employees
A Fortune 500 financial institution partnered with Galvanize to build an onboarding program that rapidly turns new hires into high-performing contributors.
Key Outcomes
65% lift in technical skills
measured before and after training
Context
Tackling the Challenge of Legacy Infrastructure Issues
A Fortune 500 company with nearly a century of operations faced mounting challenges within its compliance department due to process inefficiencies and inconsistent data across systems — symptoms of legacy infrastructure and siloed analytics. The company identified a critical gap: its existing teams lacked the skills to leverage predictive analytics, modern data science methods, and state-of-the-art tooling to transform raw data into actionable insights.
Strategically, leadership recognized that improving customer retention, anticipating complaint patterns, and driving efficiency depended on building internal capability, not just buying external tools or talent.
Our Approach
Collaborate
Galvanize partnered closely with the company’s engineering and L&D leadership to define learning outcomes and align the curriculum with their platform architecture and practices. Stakeholder interviews and skills assessments helped identify specific gaps in full-stack development and Agile delivery.
Translate
Galvanize designed a three-week immersive onboarding program focused on the company’s core technologies and workflows. The curriculum included React, Java, Spring, containerization, Agile ceremonies, and team-based development. Tracks were tailored for multiple roles, including software engineering, project delivery, business analysis, and cybersecurity.
Innovate
Delivery blended short-form asynchronous content with live lectures, walkthroughs, and embedded coaching. Teams followed Agile rituals – including daily standups, inceptions, user story writing, and sprints — and applied their learning in a capstone project called “Invoicify,” which built on a realistic code base. Leaders and subject matter experts (SMEs) engaged throughout the program to increase contextual relevance and career alignment.
Validate
Pre- and post-assessments measured technical skill growth across key domains. Daily check-ins and anonymous feedback loops ensured instructional agility. Leadership received detailed learner performance insights to inform post-program placement and mentorship.
Impact
By embedding technical onboarding into its flow of work, the institution cut ramp-up time significantly and built a sustainable early-career talent engine.
- A 65% lift in technical skills measured before and after training
- Ramp-up time reduced by 80%
- Achieved retention and leadership development objectives with recent program graduates already obtaining managerial roles
Lessons Learned
- SME involvement early in the design process and throughout delivery increased adoption and engagement
- Project-based learning was critical for practical skill building
- Role-specific learning paths accelerated impact for diverse cohorts
The Galvanize-designed onboarding model has become a core benefit promoted within the company’s recruiting strategy, with internal teams now co-owning delivery. Future iterations are expanding into cloud, AI, and data engineering skill areas.
Client Voice
Let’s Collaborate
At Galvanize, we believe progress happens through partnership. We work side-by-side with our clients to turn strategy into action and learning into performance.
Ready to build what’s next together?