IT management Archives - Codecool Business

Upgrade your organization – Tips from the Portfolio Digital 2024 conference

As a leader, you are faced every day with the need to keep up with technology while preparing your team for future challenges. At Portfolio’s Digital Transformation conference, we looked at digitalization from many angles. In a panel discussion, we also discussed the skills you need and how to transform your organization to succeed. Here are the key insights!

What does digital readiness mean today?

Treating digital skills as regular skills listed on a CV is not feasible anymore: if you see “confident Word and Excel user” listed somewhere, it’s one thing. But being adaptable and open to continuous improvement is another level; it’s what you should look for in candidates.

Why?

Because the tools that support the work most effectively are constantly changing. And for your business, it’s essential not just to talk about digital but to integrate it into day-to-day operations: build a team and an organizational culture that embraces digital transformation and supports it.

How to take advantage of the rise of AI

No matter the field, artificial intelligence and automation capabilities have already transformed how we work. Just as some people use a pencil to create masterful art while others make simple sketches, the true power of AI lies not in the tool itself, but in the skill of those who wield it. The key is to identify and learn from individuals who can think creatively and use new technologies in nuanced, complex ways.

And let’s not forget about critical thinking skills, which are more essential now in the age of AI than ever before. While AI can efficiently generate content and solutions, its output often requires careful scrutiny and skilled interpretation.

Rethink your recruitment

Traditional, position-based recruitment is evolving as organizations recognize the need for more dynamic talent strategies. Companies now focus on identifying and developing skills within their existing workforce. This approach emphasizes horizontal career opportunities alongside vertical progression, with an increasing trend toward building project teams based on collaborative skill sets that can effectively work toward specific goals.

How to manage change as a leader

As a leader, you’re crucial in driving digital transformation. Leading by example means more than discussing change—it requires creating a psychological safety net where your team feels empowered to innovate. Encourage experimentation, viewing each perceived ‘failure’ as a valuable learning opportunity to discover more effective solutions.

New ways to retain talent

Retention remains a critical organizational challenge, with strategies evolving continuously to keep employees satisfied.

Practical retention strategies:

Structured Training: Implement focused, short training sessions on technology tools and soft skills. Enable immediate practical application and create internal knowledge-sharing programs where experienced colleagues mentor new team members.
Engagement Initiatives: Introduce regular career development discussions, establish clear progression paths, and promote self-driven professional growth.
Continuous Improvement: Conduct frequent pulse-check surveys and rapidly incorporate learned insights into operational practices.

Multiple generations, one team

Three generations now interact in professional settings, presenting both challenges and opportunities. Leverage this diversity through reverse mentoring—a two-way knowledge exchange where younger colleagues share digital expertise while experienced professionals provide industry insights and networking wisdom. Strategically create mixed project teams that harness each generation’s unique strengths to drive collective success.

Use multichannel communication: Embrace diverse communication platforms, from in-person meetings to digital chat applications. Recognize that colleagues have different preferences: Some may prefer video calls, while others favor structured emails. The critical goal is ensuring information accessibility for everyone, regardless of their preferred communication method.

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Digital transformation is an opportunity. Every small step and every new tool can bring you closer to a working environment where different generations, skills, and perspectives naturally reinforce each other. Are you ready to take off? We’re here to help, whether you need training or talented IT professionals to take the next step.

Companies are still reluctant, but embracing the cloud can actually generate money

More convenient working with lower input costs and higher profits. We’re not here to give you a magic business recipe, but rather list the everyday benefits of cloud computing.

The use of cloud-based digital services has exploded in recent years. And for good reason: there is huge economic potential in the cloud, which can give your business a tangible competitive edge in the market. The vast majority of large enterprises are already using cloud solutions, but for SMEs, cloud is no longer just another detour on the technology bandwagon, but a strategic decision that can have a direct impact on business success and revenue.

Let’s look at the areas where a move to the cloud is recommended and explore why.

But what exactly is the cloud?

Cloud services are all about accessing your company’s data and software from a remote data center via the internet, instead of storing it on local computers or servers.

You’re using cloud services right now. Why shouldn’t your company use them too as well? Chances are, you store your family photos in the cloud. From a user perspective, enterprise-level cloud services are just as convenient. Their functionality is just the same as the tried and tested enterprise software running on local servers, but enterprise-level cloud tools operate in the background with much more complex processes and data management compliance.

Why companies love the cloud

Let’s start with a strong argument: a recent study on cloud technology by Deloitte and BellResearch shows that the annual revenue per employee of Hungarian companies using the cloud is nearly HUF 2.4 million higher than that of their competitors not using such services. That sounds promising. Let’s see the other benefits!

More flexible than you think

Cloud operations are incredibly flexible. If you work in a seasonally fluctuating industry, you’ve probably dreamed of a workforce that only asks for pay from September to December. The cloud is just like that: you can always choose the service you need. If you shrink, they shrink with you; if your company suddenly grows, they jump with you. This allows your business to react quickly to market changes, which can be a huge advantage over slower competitors.

Cloud solutions that can be accessed from anywhere allow your staff to do what they do best, anywhere, anytime. Today, these solutions are available for every industry, from digital irrigation control to hotel room reservations to construction project management.

In addition, the cloud supports the introduction of new things: to try out promising software and solutions, you just need to use the services on demand, as needed for the project. No months of planning and no need to rewrite the annual budget plan for a new idea.

Why are we still afraid of the cloud?

Despite the many benefits, 63% of domestic companies do not use cloud technology at all. Companies with more than 250 employees and those in the transport and warehousing sector lead the way in cloud adoption, while agriculture and mining are the worst performers. The study, commissioned by the IVSZ Digital Business Association, also looks at the barriers that are holding companies back from the cloud.

Missing competences

In many cases, companies lack the knowledge and openness to move to a cloud-based organisation. Advanced solutions now require more expertise in both design and day-to-day operations, and if this is lacking in the organisation, it can be a barrier to migration. We can support you in ensuring that your company can take advantage of the cloud: in Codecool’s training courses for enterprises, we also work to ensure that your employees are confident in using the latest technologies in their work. From the board to the production line.

Lack of trust in the technology

This lack of understanding can also hinder decision-making; for example, managers may not understand the benefits of using the cloud or overestimate the risks of switching. Explore the topic together and learn about the potential benefits and challenges.

Many people are concerned about cloud data security, even though the big cloud providers have higher security measures than companies can implement on their own. While SMEs often store their data in a fixed location, on outdated machines, and accessible to unauthorized parties, large providers minimize the dreaded data loss by using automatic backups and constantly improving security protocols.

Don’t be afraid of new innovations; take advantage of them. Look for industry best practices—or create them yourself!

Concerns about costs

Financial challenges are also included in the top concerns about implementation, but Deloitte’s previous survey found that cloud adoption reduces overall IT costs by 20-50%. You should expect a change in cost estimation and planning; for example, hardware installation items are replaced by rental lines, which often include upgrades and maintenance. The flexible pricing structure of cloud solutions allows you to pay only for the resources you use, so instead of sunk costs, you’ll be calculating how much your expenses have been reduced. All processes can be planned and managed by bringing in subject matter experts, so after an initial learning phase, your business can move to more efficient and cost-effective operations.

For companies large and small, cloud computing is not just an option, it is a necessary step to stay competitive. This point cannot be overstated. Time is money, and using the cloud can give your company more of both.

But where are the professionals who can support you in cloud computing?

We have them.

At Codecool, we’re training the next generation of IT professionals, but if you’re looking to develop the digital skills of your colleagues, you can count on us.

Let’s chat! We can help to find you talented IT professionals or support you in learning new, up-to-date skills to speed up your digitalization.

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Meet cool leaders: Claudia Tamași (Niculiță), CM @Codecool Romania

In this blog post series, we’re sitting down for a chat with people making the Codecool vision happen. Meet Claudia Tamași (Niculiță), Country Manager of Codecool Romania.

If you want to meet inspiring people, Codecool is a great place to be. Every day we meet hundreds of smart, ambitious students and innovative leaders of our partner companies who want a build a better digital future.

But it’s not only our students and partners that inspire us. We also work with equally impressive colleagues who bring the Codecool vision to life.

We had a chat with one of these colleagues about her current goals, challenges, and outlook on the future. We’re proud to introduce Claudia Tamași (Niculiță), Country Manager of Codecool Romania.

Claudia, how would you introduce yourself if you weren’t allowed to mention your work?

I’m curious, passionate about self-discovery, and love going out in nature. I’m a wife, a daughter, and a sister. My family and friends are vital to me, and I intend to develop as many meaningful relationships as possible. Therefore I don’t go in for “small talk.” 🙂

I can’t live without feeling that I’m evolving and contributing to where I belong, without feeling that good things are happening as time passes. I’m very interested in psychology, understanding how people think and feel, and how I can support their growth and evolution.

What does it mean to be a Country Manager? What does your role involve?

I am directly responsible for Codecool’s overall activity in Romania: I coordinate all the operations, including both the educational part, the recruitment of candidates as well as the placement of students in companies, and the development of partnerships.

I strive to convey the Codecool story to our fellow Romanians. We have an incredible story and mission. I think it’s my and my team’s responsibility to show the world how cool the environment and the vibe are and what transformative things you can learn here. We put a lot of emphasis on programming and technical knowledge, but not only that. We equally focus on a growth mindset, a new beginning in a digital environment, soft skills, collaboration, teamwork, and helping those who are behind growing with others.

I am motivated by results because they give me the energy to move forward. But I am also very interested in how we achieve those results. Ethical principles and values give meaning to life, and often it is the “how” that matters more than the “how much.”

What’s your background?

I studied economics, followed by psychology. I started working in service and product sales during my university years; I have over 15 years of experience in the telecommunication industry at companies such as Vodafone and Orange.

I’ve worked for companies with dedicated Business-to-Business services for the last ten years. I was a national sales director at Adecco and a commercial director at TMF Group; I also delivered coaching and leadership programs to various teams.

Why did you decide to join Codecool? What do you like most about the company?

In 2016 I decided to take a break and enjoy a sabbatical year. Although I enjoyed what I did before, in 2016, I felt a strong need to rethink my career and make more meaning out of what I did. I wanted the eight hours I invest in the professional environment every day to contribute to society and be meaningful.

That year I did a lot of volunteering. I attended a coaching and nutrition course – that’s how I understood to take a break and recalibrate. 🙂 It was clear that I needed to go in a different direction. Previously, all my experience had been in large corporations, where you work in a framework full of rules and procedures. I felt I needed more freedom and a context where I could put my ideas into practice. I wanted to be able to make a meaningful contribution to the project I was managing.

While I was thinking about which direction to go, Codecool came to me. I was very enthusiastic because I found it fascinating how the good of all combines in this project. The candidate wins because we change his life, and they can have a career in IT. Our partners win because they get junior full-stack developers who are very well prepared for their business.

And in the end, after investing 12-18 months into training students, we also win the Codecool team and investors. It’s a win-win for all parties, which makes me very content. In addition, it fairly respects a principle that firmly guided me in life: I choose to give before asking for anything.

What is your most ambitious goal at Codecool?

There are two: one that involves Codecool and one that goes beyond Codecool. The latter has to do with Romania, which has great potential to become one of Europe’s most robust IT hubs. We seem to have the right size, the right talent, and a sufficient number of IT people in the country. There are also many talented people abroad who would probably return if given the motivation to return. But we need a well-thought-out political and socio-economic strategy.

Regarding Codecool, my dream is that it becomes a game-changer both in Romania and across Europe. I would like to see Codecool becoming the strongest school in Europe, being the first choice when a person wants to do reskilling, upskilling, or simply wants to switch careers and join the IT industry.

What do you see as your biggest challenge currently?

The biggest local challenge at this moment is the educational model offered by Codecool. No school in Romania provides the following two benefits: postponing payment until you find a job and guaranteeing you a job by contract at the end of the study period.

We are the first private school in Romania to offer these benefits, so there’s reluctance among potential candidates. Many tell us that it’s too good to be true and are convinced there’s something rotten in the middle. But there’s nothing rotten; instead, the opportunity comes with a lot of hard work and sweat from the students because there’s no way to become a full-stack developer overnight.

The intensity of the courses and the schedule of 6-8 hours a day from Monday to Friday can lead to frustration and dissatisfaction. Unfortunately, we are used to traditional education, where we go to school, sit at desks and listen to teachers for a few hours. Whereas in Codecool, 90% of learning is done through practice. We want to offer learners an experience similar to an environment in a software production company: we work in an Agile way, we work in teams, we share the tasks, we have daily standups, peer coding, code review, and so on. And this is how our graduates integrate very quickly into IT companies at the end of the process. But let’s not forget that satisfaction requires a lot of effort from the students and us.

What are some important trends you see in the world that impact your work at Codecool?

It seems to me that all the global challenges we are all facing – starting with the pandemic and continuing with the war in Ukraine – inevitably put us in a zone of insecurity, political instability, and fear. In this context, people choose stability and security. They no longer have the courage to embrace new opportunities, change careers dramatically, put their lives on hold for a year and study IT.

At the same time, we cannot overlook the fact that the pandemic has also increased the development speed of the IT sector. Many processes that used to happen face-to-face have had to move online. Therefore, the need for digitization has become very strong in all industries. In these 2-3 years, we have evolved as much as we would have in 10 years under different conditions.

Where do you think Codecool is going in the short and long term?

The future looks great!

On 13 September 2022, Codecool merged with Software Development Academy (SDA) and became one of the strongest European training and talent integration centers in the IT&C market.

The two merged companies will be present in 8 countries (Poland, Hungary, Romania, Austria, Slovakia, Czech Republic, Estonia, and Albania) and will train 15,000-20,000 people annually. In addition, we have over 400 global and local partner companies in Central and Eastern Europe. With more than 300 workers, 17 digital pathways, and a network of 1,600 mentors, Codecool and SDA provide skilling, upskilling and reskilling courses for individuals, companies, and governments.

Our goal is to become the first choice in Europe and implicitly in Romania when it comes to digital education, both for individuals who want to improve their technical skills or want to reskill and for business partners and government institutions.

Why do you think hiring companies should partner up with Codecool?

Because we are a reliable partner. We’re very fast, flexible and good at what we do. If a company comes to us, they receive a list of CVs within 48 hours from which they can choose their candidates – full-stack junior developers. In addition, they can test them for six months before hiring them permanently. Together with the CVs, they also receive a list of technical projects from the Codecoolers, thus saving time in the technical recruitment process. And after hiring, the Codecoolers stay with them for at least 12 months.

Moreover, at Codecool, we focus on both technical and soft skills training: Codecoolers are trained to give and receive constant feedback, to work in a team, to ask for help when needed, to present their projects in English, and to develop a growth mindset.

Another advantage Codecool has is that we always have a number (10-15) of candidates available, and we have known our trainees for over 12 months. We don’t interact with the candidate for just a few hours – as is the recruitment agency model. We are very focused on the matching part with business partners: we have colleagues who do the recruiting, listen to the business representative, understand the need and the structure of the team and manage to recommend a person both in terms of technical knowledge, personality, and soft skills.

One last question: How do you see our shared digital future?

I find the digital world fascinating. Remarkable progress has been made, and I believe that digitization and artificial intelligence will dramatically and very quickly change how we see the world. Jobs in 20-30 years will look nothing like they do today.

It’s fabulous what we can build and how we can help create a new world through digitization. A better, more connected and educated, cleaner, more informed and responsible, more empowered world. All I wish and hope is that those who lead this transformation do it responsibly and for the greater good of all.

Meet cool leaders: Miklós Beöthy, CM@ Codecool Hungary

Meet cool leaders: Olga Zelent, CM @Codecool Poland

Meet cool leaders: Sigrid Hantusch-Taferner, CM @Codecool Austria

ORTEC: Improving the world with data and mathematics

In our Inspiring Digital Employers series, we’re bringing you some of our 300+ business clients from 4 countries. Meet ORTEC from Romania.

Our partners inspire us not only to become better employers ourselves but also to contribute to their success with great new tech colleagues, in line with their business needs and matching their corporate culture. We’re proud to be their tech training and hiring partners, and happy to connect them with Codecooler graduates, the best tech juniors on the market.

Meet ORTEC, the world’s leading supplier of mathematical optimisation software and advanced analytics. With headquarters in the Netherlands, around 1,000 employees worldwide and offices in 13 countries around the globe, ORTEC is a truly global company. This time, we sat down for a chat with their Senior HR Manager, Tania Ion.

Tania, please introduce your company to us. What is ORTEC like as a workplace?

At ORTEC, we’re passionate about what we do and we’re proud of our employee-oriented culture. We value teamwork, creativity and ownership and our colleagues are happy to be given the chance to speak up and take initiative. We have real talent recognition, provide work flexibility to our colleagues, support their career development and reward their performance too.

I’m proud to have been working for ORTEC for almost 9 years now. We’ve had exciting, challenging projects and I had the pleasure of working with wonderful people and of developing along with the company.

Why are digital talent and skills important for your business?

New digital talent is vital to growing our company further since our purpose is to improve the world using data and mathematics. We believe that data-driven decisions empower companies to reach a higher level of performance, and our clients achieve this with our software. The quality of digital talent and skills will reflect upon the quality of service we deliver to our customers.

You can hear about the growing digital talent gap everywhere. What’s your opinion about it?

There are studies which confirm not only the existence of the gap but its widening as well. What we see is that this situation combined with talent scarcity forces organisations to develop the necessary skills of their employees through internal training programs instead of just hiring new people to fill in the gaps.

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?

We developed an internal academy that offers ORTEC employees continuous learning possibilities by organising a diverse and up-to-date curriculum in various knowledge domains.

Since attracting and keeping talent has become more and more difficult in the past years, both hiring and training measures should be applied equally in my opinion.

What global and local trends impact your digital hiring and training efforts?

Remote work has reshaped the way we work. For example, some teams have been mixed from different locations, and some people are now involved in new projects that required a different type of skill set before. Adapting to changes is vital to developing any business so we focused our efforts to support and embrace these changes.

Why did you choose to partner up with Codecool?

Considering the talent scarcity combined with the tough competition in our local market, we embraced a new channel of insourcing talents by collaborating with Codecool. We can see through the students that we work with how effective Codecool’s structure and learning methodology are.

Our partnership is based on transparency and trust which we value a lot. We’re happy to have covered some of our job openings with your help.

What’s your long-term digital vision for your company? What are your most important projects right now?

Scaling our business to live up to future digitalisation needs will have to be organised in steps, so it will ensure a smooth transition, which should not affect the services provided to our clients. For instance, we started implementing more and more AI technologies in our services and this leads to improved efficiency of our products.

How do you see our shared digital future?

Well, there’s only one way to go and that’s up! We’re confident about our common digital future as a whole and we embrace the benefits that it has to offer.

Inspired by ORTEC’s example?

Reach out if you need great junior tech professionals or best-in-class training for your organisation.

Hope to talk to you soon!

Codecool Romania programming school recruitment reskilling tech skills upskilling

Clocklike Minds: “Digitalisation starts with a change in minds”

In our Inspiring Digital Employers series, we’re bringing you some of our 300+ business clients from 4 countries. Meet Clocklike Minds from Poland.

Next to big and household names, we want to introduce you to smaller, maybe lesser-known businesses. These inspiring digital employers motivate us not only to become better employers ourselves but also to contribute to their success with great new tech colleagues. We’re proud to be their tech training and hiring partners, and happy to connect them with Codecool graduates – the best tech juniors on the market.

This time, we sat down for a chat with Pawel Brzeski, Founder and CEO, and Lukasz Bieniewicz, Partner at Clocklike Minds.

Pawel is an experienced manager, architect, and developer with over 20 years of experience in the IT industry. He was responsible for the implementation of many transformation projects in financial institutions. He has managed large teams of over 100 people, and is a Certified Pega Lead System Architect.

Lukasz is a Certified Pega Lead System Architect, who has been working in the IT industry since 2011, and with the Pega platform specifically since 2015. He started his career in the insurance sector as a business analyst and JAVA developer. Since then, he has taken part in numerous projects related to the Pega platform and carried out projects for Polish and international clients in all technical roles, from junior programmer to lead architect.

Please introduce your company. What do we need to know about Clocklike Minds?

Clocklike Minds was founded in September 2017 by a group of technology enthusiasts who previously co-founded Bizmatica Poland, which has been active on the Polish market since 2013. The acquisition of the Pega team and Bizmatica Poland contracts took place in December 2019.

We are experienced technical and business architects and engineers with a proven track record of success in delivering complex IT projects. We have an extensive knowledge of the IT industry, IT technologies, trends and agile methodologies, and in-depth experience in BPMS and Java technologies. Our experts have carried out many international projects for organisations in various industries, including in particular:

banking,
insurance,
the leasing industry,
telecommunications,
the pharmaceutical Industry, and
health-care.

We use the Pega BPM Platform to build and configure applications.

Why are new technology talent and digital skills important to your business?

It is often said that digitalisation starts with a change in minds – the ability to leave old, worn-out patterns, openness to change. We can safely say that the future and development of our company depends largely on the minds of our current and future employees. Their innovation, freshness in approach to technology, understanding of it and courage to make bold, future-oriented decisions – all these factors are and will be key elements in shaping the future of our company.

That’s why a constant influx of new technological talent into every company is essential. Not just in technological competence, but also a certain natural, I think, increasingly better understanding of technology and current trends that the next generation of employees will have.

We live in a world where the boundaries between the offline and online worlds have virtually blurred. Key elements of business have already moved largely into the digital world, and without strong digital skills it is hard to find your way in this rapidly changing reality – even in everyday life, let alone in business.

Everyone is talking about the growing digital talent gap. What is your opinion on this subject?

It all depends on the definition we take of the phrase ‘digital talent’.

If we understand it as consuming digital content, being able to navigate the digital world, social media, etc., it seems that the younger generations in particular don’t have the slightest problem with it. Here, the gap is not only not widening, but is being systematically bridged with the natural generational change and increasing awareness of the power and usefulness of modern technological solutions among middle and older generations.

For example, referring to the Polish “backyard”, which is closest to us, we are at the global forefront of innovations related to non-cash payments. We are more and more willing to pay by card, mobile phone, watch or blister, and many people no longer even carry a wallet, considering it unnecessary baggage.

But digital talent understood as a group of people willing and able to create digital products or tools to create or consume digital content is a different story. Undoubtedly, a technology-related career path, although well paid, is also quite demanding and has a certain barrier to entry. It is also, according to a still widespread opinion, a path that supposedly requires extraordinary talents and skills.

This all results in some young people feeling apprehensive about choosing such a direction for their career, so that the supply of new digital talent is not as wide as it could be. Those with such skills who are already in the market, thanks to globalisation and the increasing acceptance of remote working, can in turn choose from a range of jobs around the world, often better paid, further widening our local digital talent gap.

When it comes to the demand side of the market, today more than ever, positions for IT talent are not limited to IT Departments. Marketing, sales, and many other areas, historically purely business, need to be filled with many roles designed for digital talent.

Some of these needs are being met by converting business employees to more technical employees (citizen developers) who, after appropriate training, can produce software, usually using low-code or RPA platforms. However, this does not seem to be enough to meet current market needs.

Hiring or training? Or both? What is your approach to digitising your organisational skills?

In general, we believe that using both options is the optimal approach.

Hiring an experienced employee means not only introducing high quality (knowledge, experience) to the company “on the spot” (without waiting for the end of the process of training, acquiring experience, etc.), but also taking a different look at similar problems from the market. A different one, because it is based on the experience of functioning in a different business environment, in other companies, in other projects. This is an opportunity to learn also for us, because by relying on the experience of others we can improve our company in many aspects.

On the other hand, training employees from scratch allows us to place emphasis in the training on those areas which, in our experience, are the most important in the process of smooth introduction of such a person to work in real projects. As a result, we can optimise the time spent learning a new technology, using it more effectively.

We do not hide the fact that within the domain in which we move (although it applies to the entire IT market), the possibility of hiring experienced people from the market is limited. Firstly, the supply of experienced Pega specialists on the Polish labour market is small. As a young and still small company, we are also not able to attract employees with a well-known logo. Similarly, the technology we deal with – Pega – cannot compete in popularity with many other technologies.

Therefore, for us, the training of newly hired people is not a novelty and has been an integral part of the onboarding process of new employees for virtually forever – and we feel good about it.

What other global and local trends are influencing your digital training and employment strategy?

Undoubtedly, the saturation of the labour market and the difficulty of attracting experienced workers from the market, for reasons we have already discussed above, make us focus on training. Both for people just starting out in their careers and for people who want to retrain from another area or another technology to develop applications based on Pega.

We have also been influenced by the pandemic that has accelerated the popularisation and acceptance of the concept of remote working. It is not so much about changing our way of thinking, but mainly about changing the way of thinking of our clients, who look more favourably on the remote work of our consultants.

This allows us to look for employees more broadly, not limiting ourselves to specific geographical locations where our clients’ offices are located, or not only looking for people willing to travel. This is both an opportunity and a threat because other companies can freely penetrate the Polish market, as well as the employees themselves can seek work in foreign companies or work as freelancers.

Why did you decide to cooperate with Codecool?

On the recommendation of our German partners, Greenfield.

How do you assess our cooperation? What do you value most in our cooperation?

I think it’s very good. We highly appreciate your professionalism and substantive support in the process of recruitment of new employees.

Our very high rating is also influenced by the quality of purely human relations with your representatives, their openness and friendly, partner-like attitude to cooperation.

What is your digital vision or strategy?

It seems that due to the growing digital talent gap (in the sense of people producing IT solutions), an effective and often chosen approach to try to solve this problem by companies will be the conversion of some business employees to technical employees (citizen developers).

This approach must go hand in hand with a further increase in the popularity of low-code platforms, and therefore also the leader of this segment – Pega. As a company which (including Bizmatica) has probably been working with this technology for the longest time on the Polish market, we would like to become the first choice for all Polish companies considering implementation of this technology or further development of their existing applications.

We would like to further expand our activities focused on popularising this class of solutions on the Polish market – so that an increasing number of companies recognise their possibilities and potential. Automation of business processes, flexibility, and speed of their adaptation to changing market conditions, improving the speed and quality of customer service in the increasing number of available channels of communication with them – all these, in our opinion, will be the key elements determining the success of companies soon.

Modern BPMS solutions are ideally suited to this environment, as they address all these needs using a single, consistent platform. We believe that by focusing on this area we will be able to further develop our business, helping our customers to achieve their ambitious goals.

How do you see our shared digital future?

Above all, we see Codecool as an excellent Partner with whom we can implement many projects to support our digital vision and strategy.

We would like Codecool to help us create the first proprietary Pega-based BPMS application development curriculum in Poland. This would allow trainees to learn about the possibilities and how to work with such a solution at an early stage of their professional development.

On the one hand, this would increase their attractiveness on the job market, as BPMS and low-code platforms are gaining popularity. On the other hand, it would allow them to make a considered decision as to whether this is a career path that suits them.

An important aspect of such training, in addition to providing practical knowledge on the use of the tool, would also be to make trainees aware that with proper commitment on their part, they are able to easily find themselves on the job market in application development based on BPMS platforms – and this does not require 5-year studies in IT.

Pega, being a modern BPMS solution, supporting the low-code approach, seems to be a particularly graceful platform to enter the world of IT. It also offers interesting work at the interface between IT and business, allowing to learn in detail the business processes of the organisation.

Inspired by Clocklike Minds’ example?

Reach out if you need great junior tech professionals or best-in-class training for your organisation.

Hope to talk to you soon!

Codecool Hungary management style recruitment strategy

AGCO: Great teams, smart machines, beautiful locations

In our Inspiring Digital Employers series, we’re bringing you some of our 300+ business clients from 4 countries. Meet AGCO from Hungary.

Next to big and household names, we want to introduce you to smaller, maybe lesser-known businesses. These inspiring digital employers motivate us not only to become better employers ourselves but also to contribute to their success with great new tech colleagues. We’re proud to be their tech training and hiring partners, and happy to connect them with Codecool graduates – the best tech juniors on the market.

Meet AGCO, more specifically its service delivery centre, AGCO Hungary Kft. AGCO is a global leader in the design, manufacture, and distribution of agricultural engineering. Their portfolio contains exciting international brands, ca. 30 factories worldwide, a dealership network present in 140 countries, and a full line offer from tractors and combine harvesters to silos, smart feeders and precision agriculture machines.

AGCO’s service delivery centre in Budapest is a truly global, multi-functional business centre creating value for most areas of the AGCO business from IT, HR, Purchasing, and Finance, to Technical Service or Engineering. We’ve sat down with Senior IT Manager, Peter Subecz.

Peter, please introduce your company to us. What is AGCO like as a workplace?

AGCO is a large multinational company with multiple business lines. We’re proud to be among the top 3 global market leaders in agricultural machine manufacturing. One of our flagship brands, for example, is Fendt. Fendt is so cool and premium that it’s also known as the Ferrari of tractors.

We have 20+ factories world-wide, and several other business units, including a SSC (shared service centre) in Budapest with 400+ colleagues. A big part of the local team works in IT development and architecture, and the focus is both on delivering smart solutions and leading innovation.

Our office is nice and modern, and the vibe reflects a good type of multinational culture. And we have great, international teams with an inspiring mix of cultural colourfulness.

Colleagues stick together, there is a strong sense of solidarity in the air – inspite of the fact that many business units have been acquired and not organically grown from within the organisation.

There is always opportunity to travel if you like, and our offices and factories are at beautiful places, like in Linnavouri, close to Tampere in Finland, near Neuschwanstain Castle in Germany, outside Vicenza, at the feet of the Alps in Italy, in Beauvais, France, Devon, UK, in Duluth, Minnesota, US, and other amazing locations.

Work is exciting, too. We’re building hi-tech smart machines and use a DevOps approach for production support and corporate governance. There is so much new innovation ahead of us, that it will give us work for the next 4 to 5 years.

How important are digital skills and talent for your business?

As I mentioned, a big part of our business unit is about digital solution delivery and innovation, and we need skilled people to make all that happen.

Besides solid technical and soft skills we also value an agile mindset and the knowledge of agile principles and methods, because we’re in the middle of an agile transformation, too.

Waterfall is just not good enough for us anymore.

The shift is gradual and business-side will be a part of it, too, not just the IT department.

You can hear about the growing digital talent gap everywhere. How does it affect you?

We also feel that it’s difficult to find quality tech professionals today. And it’s more difficult to keep them, too, because people tend to change jobs much easily and faster than just a few years ago.

We are still confident that we can offer a great workplace and package overall, and strive to continue being the employer that you wouldn’t want to leave.

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?

We do both, focus on quality recruitment, as well as continuous training.

I have 4 DevOps teams with ca. 60 people and we’re still in the process of hiring more. There are teams where half the people come from Codecool. They all specialised in DevOps during their Full-Stack Development training.

When joining us, they always go through an additional onboarding video training series, like everyone else, focusing on our solutions and technologies.

We offer centralised training programs for existing employees, too, including training in new technologies and soft skills. Everyone has a personal improvement plan, and we make sure to follow-up on it.

Why did you choose to partner up with Codecool?

Codecool trains skilled juniors, and you cannot run a development team with seniors only. You always need a good balance of seniors and juniors for efficiency and best results.

We found that Codecoolers were always very motivated, as opposed to many seniors, for example. They want to learn, they want to work, and we appreciate that a lot.

Sometimes they need to further improve some of their skills, for example to work with complex algorythms. This is something that university graduates are better at because they studied linear algebra. But Codecoolers are better at others things: they have hands-on programming skills, and are more confident to try new things, work in teams and explain their approach to their solutions, which is another important part of their work.

We are happy with our Codecoolers, they fit in our teams very well.

And I also value our cooperation with the Codecool team. I just send them the profiles we need, without explaining it too much, and I always get a short list of matching candidates within 2 days the latest. If I have to wait, it’s more because of our part of the HR workflow sometimes, but all-in-all it’s always a really fast and very convenient process.

What local and global trends do you see impacting your business today?

Agile transformation is not a totally new global trend, but it’s something we’re doing right now, and we put a lot of effort implementing it across our organisation.

Cloud-based services are another trend we follow – about 60 to 70% of our solutions in total already are hosted in the cloud or shared via the cloud.

What’s your long-term digital vision for your company?

Our new CIO has launched a large-scale digital transformation, starting from centralising all customer portals based on cloud technology, to be continued by connecting all financial and engineering processes globally.

Together with our plans about going fully agile and cloud–based, we’re building a globally integrated digital platform for our organisation. While obviously also continuing the delivery of world-class smart agricultural machinery.

How do you see our shared digital future?

I believe that we will continue to have faster and easier access to more and more information. For the worker next to the delivery line, and the one sitting on the tractor, checking real-time operational data on their smart phone, too. The key is going to be the filtering of the data – in the future even more, than today. The personalisation of the access to data will very much be in focus.

Outside of our domain, in general, I see a similar trend with regards to the information ecosystem. Sustainable energy, and digitalisation eliminating human error are also key areas where I expect substantial and exciting improvements in the future.

Looking for an inspiring digital employer like AGCO? Check out their open positions. If you need training first, consider our Full-Stack Development Course, which will give you the exact skills AGCO and the rest of our 300+ partners are looking for.

Inspired by AGCO’s example? Reach out if you need great junior tech professionals or best-in-class training for your organisation.

Hope to talk to you soon!

Codecool Hungary management style recruitment strategy

Com-Forth: “We always look for the good people”

In our Inspiring Digital Employers series, we’re bringing you some of our 300+ business clients from 4 countries that we find especially inspiring as employers. Next to big and household names, we introduce you to maybe lesser-known and smaller businesses that are equally amazing workplaces in their own way.

Our partners inspire us not only to become a better employer ourselves, but also to contribute to their success with great new tech colleagues, in line with their business needs and matching their corporate culture. We’re proud to be their tech training and hiring partners, and happy to connect them with Codecooler graduates, the best tech juniors on the market.

Meet Com-Forth, a Hungary-based, family-owned small business building innovative, industrial digital solutions for production companies. Com-Forth has been on the market for 30 years now. They have always put people in front of technology, both as a business partner and as an employer. They are very conscious about not wanting to grow bigger, also to maintain a human-centred company culture. We’ve sat down with their CEO, Péter Bóna.

Péter, please introduce your company to us. What is Com-Forth like as a workplace?

Com-Forth is a small and focused business delivering industrial software. We provide production companies with tailor-made, innovative digital solutions for production process data collection, analytics, and visualisation, to improve their effectiveness and productivity. We’re also value-added distributors of industrial digital products such as industrial data acquisition, communication and security.

Com-Forth is a human-centred company, and this is not just a nice-sounding hiring cliché in our case. We really mean it.

We are not a big multinational, where you’re sometimes just a cog in the machine, or a cool start-up, where you must be over-the-top busy all the time.

Instead, we’re a place where you are not „used”, or burnt out quickly, but welcomed and appreciated, with a community that is truly a second family for our colleagues.

We look out for our colleagues, and we always look for the „good people”. Not even in the sense of a good worker, but more like people matching our culture.

If you work for us, then you have your space and freedom to do your work the way and at the time you want to.

And if you’re a person that can live with this space and freedom, not requiring too much hand-holding, then it’s a good start.

You also must get on with everybody else working here. We’re a small company, and we make big decisions together, so it’s important that there is no substantial tension in the team. It’s a young team, doing innovative projects, in a digital environment, with a focus on people.

We find that most developers appreciate having the freedom to decide not only when and where they work from, but also how and in what digital framework. We provide this freedom and „only” ask you in return to live well with it.

How important are digital skills and talent for your business?

Being a digital software provider, 15 of our 24 colleagues (26 with 2 on maternity-leave) in total are developers. We tend to grow organically, meaning when we have more projects, we adjust the team. On the other hand, we’re very conscious about not growing too big, to maintain a family-like vibe in our small organisation.

Just recently, we’ve grown and now have 4 Codecoolers in our team already. We’re very happy with them.

As I said earlier, we hire good people, matching our culture and sharing our values. In terms of hard skills, we look for professionals knowledgeable in using and building MS SQL databases, and programming in C# and ASP.NET Core for back end and a web-based front end with Angular.

But I think there is not a single colleague in our team doing exactly the thing we’ve hired them to do initially. This is a place where you can keep on learning new things and taking on projects that inspire you.

You can hear about the growing digital talent gap everywhere. How does it affect you?

Not much, actually. I might not be super popular with this opinion, but I tend to agree with Simon Sinek in this question. Sinek says that if you’re a good employer, then you can keep and find the people you need in your organisation.

I don’t think there’s a real shortage on the market. If you look closely enough, you can find great people. The real challenge is keeping them.

At Com-Forth, employee churn is close to 0%. We have some colleagues who have been with us for around 20 years now. I remember somebody left during the probation period because we were not a good match on a cultural level, but that was about 7 years ago. You must make an effort to hire well and keep the good people.

According to Gartner, the average cost of a leaving colleague is about 19k USD. Including the cost of lower and lost productivity, exit, recruitment, onboarding, everything. It’s expensive to let a colleague go, still, so few companies make a real effort to prevent it.

Employees have always been exploited everywhere. Now they’re turning the power-game around, or rather starting to demand respect and a fair deal from employers.

So I’m not surprised about The Great Resignation trend at all. But I think this creates a better, healthier setup, teaches you patience as an employer and motivates you to value what you have.

By the way, it’s also not true that young people today don’t want to work, just make money, or that they don’t have discipline, just demands. Not true at all. We have Z gen colleagues, one of them was born in 2001. They are motivated and have a hard-working attitude, they just don’t like close control and boundaries.

Our colleagues, including young ones, are listened to, and they can work in a flexible setup. Say, from Greece for a couple of weeks, where they can kitesurf a few hours at the end of an 8-hour workday. (True story by the way.) Technology enables us, we trust our people, so why not?

We at Com-Forth have been used to working in a flexible, hybrid setup in the last 5 or 6 years, with everyone having the option to work from home if they felt like it. So the restrictions coming with the pandemic didn’t take us off-guard, we just continued work more or less the way we used to. We’re not afraid of flexibility, if it helps our colleagues and doesn’t hurt productivity.

We want good people to work for us, so we must be a good employer. Mediocre is not good enough, people don’t settle for mediocre anymore.

And I’m actually glad to see that.

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?

As I mentioned earlier, we sometimes hire new tech colleagues to keep up with the growing number of our projects. We just hired our 4th Codecooler last October. But we don’t want to grow too big, so we don’t hire all the time.

As for training, we find that our developers prefer self-learning through new projects and innovation, as well as learning from each other. And we support that. Training is an option, too, but we mainly see colleagues interested in soft skill courses.

Why did you choose to partner up with Codecool?

When we were first contacted by Codecool, we were not hiring. But one day, Angi, our account manager from Codecool called me saying that she found a graduate for us that she thinks matches our needs and culture. We checked, and it was true. We immediately hired this Codecooler, even though we were not looking for anyone, because she was such a great match. The exact person we dreamt of having in our team.

This was only possible because our account manager listened to us, understood who we were, and didn’t come back to us with a compromising offer to waste our time.

She waited until she found a Codecooler who was perfect for us, and then gave me a call. I appreciated this so much and didn’t get disappointed in Angi or Codecool ever since.

How do you see Codecoolers?

I find Codecooler graduates very motivated. After „checking out” from the world of work for a year for the time of their Full-Stack Developer Course, they can’t wait to get to work. I think Codecool is such a big commitment with the intensive, full-time, one-year training, that graduates appreciate the opportunity of working on innovative projects in their first tech jobs afterwards.

Codecool is not easy, and by the end, graduates know a lot. They don’t know everything, but you can’t learn everything in 5 years either. What’s even better, at Codecool you learn to learn, and to love to learn.

Codecoolers are good people, motivated and skilled, and these things matter to me.

What local and global trends do you see impacting your business today?

One is Total Experience, which makes a shift from a technology-centric approach to a human-centric one in digital development. This is not a new trend, but it’s as strong as ever, and very relevant for our business.

Another one is the evolution of low-code platforms, and other tools making software development easier, thus democratising programming. You don’t need advanced technical skills to create simple solutions anymore. You still need those for the complex stuff, but not for the basics.

Then there is the citizen data scientist trend – similarly democratising the field of data analysis. It allows colleagues with basic analytical skills to perform advanced analytics with the help of smart technology.

This brings us to Industry 5.0, which focuses on the interaction between humans and machines. With Industry 4.0, industrial production is going through a digital transformation. It brings data-driven decision-making to factories, artificial intelligence controlling processes, all focused on and driven by technology. With Industry 5.0, people are now in the centre, making decisions. This is a major paradigm shift; technology is not the key anymore, but people.

In the past, if you wanted to go digital, you tried to go along with a Chief Digital Officer (CDO) responsible for digitalisation. Today everybody needs to go digital, meaning every single person must use, or sometimes even develop technology. Everybody must change, which is hard, but the above-mentioned low code and citizen data scientist solutions can help.

And last but not least, sustainability and caring about the planet, making tech helps us living in better conditions in the coming decades, is another trend I’m glad to see gaining ground – also as a human being.

What’s your long-term digital vision for your company?

I believe in sustainable growth and continuous innovation in business, too, even at the expense of short-term profit. I’m determined to create automation that is used for good.

Automation should add much more value than just cost cut. It should take over those jobs that would be better be done by machines (like visual inspection at the end of a production line, but there are many others that burn people out quickly).

Then it’s important to give better work to these people, in which they can add more value.

We want to be the company doing these „automation for good” type of projects, being kind of a human-centric oasis in a technology-driven industry – with a strong culture, strong principles, and the guts to say „no”, when necessary.

How do you see our shared digital future?

What I see is that right now we’re going from one extreme to another by rushing from complete digital illiteracy towards a fully virtual lifestyle.

I think we’ll find a balance only when we start valuing traditional interactions again, like personal meetings, shaking hands, or coming together at conferences.

Getting interested in each other again, and giving each other time not just online, but over a cup of coffee. I think these things will gain more value soon. Anyway, even classic, hard-copy book sales surged after the pandemic started.

I think we need analogue at least as much as we need digital in our lives. And I think we’ll find a natural and liveable balance eventually. We’ll use machines for good, not end up in a Matrix, but rather thrive as human beings in the age of digital.

Inspired by Com-Forth’s example?

Reach out if you need great junior tech professionals or best-in-class training for your organisation.

Hope to talk to you soon!

Codecool Hungary management style programming school recruitment reskilling strategy tech skills gap upskilling

Meet cool leaders: Miklós Beöthy, CM@ Codecool Hungary

In this blog post series, we’re sitting down for a chat with people making the Codecool vision happen. Please meet Miklós Beöthy, Country Manager of Codecool Hungary.

If you want to meet inspiring people, Codecool is a great place to be. Every day we meet hundreds of smart, ambitious and cool students that study with us to change their careers and our shared digital future. And we meet innovative, great leaders with a vision from hiring companies that employ our students to build a digital future.

But it’s not only our students and partner company leaders who inspire us. We also make sure to work with colleagues that are equally amazing and make the Codecool mission and vision come to life.

We had the chance to sit down with one of our colleagues to talk about his current goals, challenges and outlook on the future. Please meet Miklós Beöthy, Country Manager of Codecool Hungary.

Miki, how would you introduce yourself, if you were not allowed to mention your work?

My name is Miki, I am 40 years old, I have a two-year-old son, Bazsi, and I love mountain biking.

I started to bike 5 or 6 years ago. At first, it was just a leisure activity, then I began to participate in amateur competitions. Last year, after loads of training, I completed the Salzkammergut Trophy B distance, which is 120 kilometres long with almost 4000 metres increase in level. I am not planning to stop here, my aim is to complete the A distance as well, which is about twice as long as the B one.

And I can’t wait for Bazsi to be old enough for us to bike together in the woods.

What is your work now actually? What are you responsible for?

I’m the Country Manager at Codecool Hungary. As the operating manager of the Budapest campus, the online courses and the corporate business here I’m basically responsible for the success of these.

What did you do before?

I studied computer science and engineering at Budapest University of Technology and Economics (BME) and as a sophomore I was a full-time programmer. I have quite a versatile experience, I worked at small IT companies, media outlets and agencies as well.

For about 8 years I worked at Digital Natives, a startup company. I arrived a few months after its formation, later I became a co-owner, and I was the leader of a developer team with 12-15 members. It was an extremely exciting period for me, but in 2014 the inevitable career crisis that everyone experiences from time to time, hit me.

A couple of years after the financial crisis of 2008 all of a sudden IT was blooming, and everyone had an “excellent” idea for a startup. At DiNa we were implementing such ideas of the clients through consultation, development and operation. Of course, there were many challenging tasks, but I often felt even during the first discussions with the partners, that it will be another project that lands in a drawer written on a DVD, because it is not going to be a huge success.

One day I woke up and said to myself: “I don’t want to do this anymore.” So, I left the company to look for new adventures.

Why did you decide to join Codecool?

After I broke off from DiNa, I had a one-year sabbatical. I didn’t really work except for a few side jobs, I was travelling for a while in Southeast Asia, and I started to think about what to do next career-wise.

I loved developing. It is one of the few activities during which I can often be in a flow, and it can really pull me in. Technology was always my cup of tea. However, in the meantime I wanted to get closer to people.

In the summer of 2015, I was a volunteer at Skool, where I worked as a mentor throughout the summer camp, and I was teaching programming to 8-14-year-old girls. It was an amazing experience. I still remember biking to the Grund (where the camp was held) with a smile on my face every morning, despite the fact that I was exhausted by the end of every day. It occurred to me during that summer that maybe I could do this as a job, not just as a volunteer thing.

I don’t really believe in destiny, but strangely enough a few weeks later Tomi Tompa, who was my colleague at DiNa, reached out to me saying that there is an IT school in Miskolc, called Codecool, and they would like to expand, and open a campus in Budapest, which is why they are looking for mentors. We sat down with the founders, and a few meetings were enough to convince me that this can be something awesome, and I didn’t want to miss the opportunity, so we started to build the school in Budapest with Tomi.

When we launched the first class in 2016, we had 4-5 team members at Codecool Budapest. Today we have more than 50 colleagues. Since 2020 I have supported the growth of the school as a Country Manager.

What do you like most about Codecool?

No matter what position I hold, it is always the mission of the school that matters to me.

Throughout the years I have worked with several hundreds of students, and I ran into amazing stories. Many students eventually find their career path after completing Codecool, and they thrive as IT specialists at renowned companies. While I was a mentor, I loved when students had “eureka” moments with my help, and I managed to get them through situations where they were stuck. It is great to see the spark in their eyes, and suddenly they are just soaring.

My mentor colleagues have similar experiences, who hold training sessions for our partners in our corporate business. As a mentor this can be a challenging task, since the participants are often not too motivated at the beginning, because they need to find time for learning besides their job. But at the end of the courses, they give really positive feedback about our work and the outcome.

What's the biggest goal that you set out for yourself in Codecool?

As a Country Manager obviously my main goal is to make the school more and more successful, but I also treat it as a priority to have a professional team at Codecool Hungary. Our recruitment process is excellent, all of my colleagues are competent at their fields, and we have an incredible community culturally and personally.

I’m striving to keep this vibe. In a community and team like that it is easier to reach our goals: to connect the best juniors of the market with the greatest companies, and take corporate tech training to the next level.

What do you see as your biggest challenge currently?

I think the biggest challenge nowadays is to grow our online full-stack development course by the end of 2022 similar in size to our offline full-stack course. This is key for us to be able to source our partners the best juniors who match their exact needs always in a matter of days. We want to encourage people to give programming a try and convince them that they should learn it at our school.

I trust that we can reach our goals, because I believe that those who choose us make a good decision, and now anyone can study with us from anywhere in the country.

What global and local trends do you see in the world that impact your work at Codecool most?

In the past two years the pandemic accelerated certain processes that probably would have happened over the next 10 years otherwise anyway. Everyone needed to react to these unexpected changes quickly.

Many people work from home now, they manage their whole lives online, like shopping, food ordering, official businesses, communication with friends, and everything else. Tons of IT tools are required to support these social needs, therefore you need tons of professionals as well.

Where do you think Codecool is going in the short and long term?

In the short term, we would like to expand, make our courses available to more people even by introducing courses in new forms, and launching completely new courses – including corporate programs and courses offered for individuals as well.

In the long term, our main goal is world domination, but we would settle for Central and Eastern Europe in the next couple of years. We would like to become the biggest and best programming school and corporate technological HR partner in the region.

Why do you think hiring companies should partner up with Codecool?

All of our founders and mentors work in this field. We gathered plenty of experience as managers, IT managers and senior developers, therefore we know what kind of skillset a junior IT specialist needs to get a project delivered quickly and efficiently.

We also strongly believe that nowadays a programmer needs to be confident not only with tech, but with a team, too. You can be the best programmer in the world, but if you cannot communicate well, you do not manage your time efficiently, you cannot prioritise tasks and deal with clients, then maybe you will not be a perfect fit for a certain position.

No matter which course we talk about, our top priority is providing up-to-date, relevant hard skills and strengthening the soft skills. Codecoolers don’t have as much theoretical knowledge about programming as university students, but they have much more project experience instead, having worked more in a team and used the newest technologies during our courses.

We have more than 200 partners in Hungary only, and based on their feedback I think we’ve reached our goals. Codecoolers are really among the best juniors on the market, and they can easily compete with university students for the same jobs.

One last question: How do you see our shared digital future?

Incredibly exciting things are going on in the digital world.

Artificial intelligence is one of the fields, which will be game-changing in the next 10 years. Technology has tremendous advantages, but besides climate change, I am personally concerned about AI, too: I’m afraid that it will have a negative influence on our lives, if we use its potential for the wrong purposes.

Also, I can’t even imagine how dramatically the emergence of blockchain will change certain areas. It’s enough to look at the spreading of cryptocurrencies to realise that there is a huge potential in the underlying technology.

I think the present is thrilling, I’m looking forward to the future, and I really hope that we’ll be able to make the best of the opportunities the digital world still has to offer us.

Codecool Hungary codecool leaders Miklos Beothy reskilling upskilling

Twice as many students and the best IT education

How could Codecool continue a steep growth in 2021? What’s in the plans for 2022? Jozsef Boda, CEO of Codecool shares the details.

When you think about just for a moment how we expected 2021 to look like in 2020 … Well, things haven’t turned out quite as we expected then, have they?

Back then, we thought that by the end of 2021 the pandemic will be long over. After the first and then several more shocks, after the first and the second wave, with the help of the vaccines our lives can get back to some kind of a new “normal”, but at least a more stable state. Well, it didn’t quite happen like that.

Due to waves 3 and then 4 in 2021 we were “in and out” of our school in Hungary, changing from on-campus to online education several times. In Romania, it was online with minimal breaks. While in Austria, just after opening our school and our very first group of Codecoolers starting in November, we had to switch to online classes in line with restrictions.

But there was one big difference compared to 2020: however unexpected these sudden changes were, we were already prepared for them. We have successfully overcome unexpected challenges in 2020, too, but we weren’t even surprised in 2021. And we managed to turn them to our advantage even more efficiently – for example with further improving the online version of our flagship, full-stack programmer course, reaching much more aspiring students with it then with the offline version, available only for those living close to our schools. Who would have thought in 2019 or even 2020 that we’d get there? Not us for sure.

We have never thought we’d hire new colleagues fully online, not to mention senior managers, but we solved this, too, with no problem. Obviously, most of our graduates were hired by our partners in a fully online process, too. We grew up to the new challenges together.

In the meantime, we haven’t even noticed that we’ve entered the “new normal” we’ve been waiting for – probably because it looked a little different than what we expected. It was clear in 2020 already that things will never go back to how they were before, but we were not sure what they would end up like. By today, one thing stands out as the main characteristic of our new, post-breakout world: constant, significant change. What’s also apparent is that those who are agile enough to adapt and build on change will succeed. One simply can’t afford to wait for things to stabilise. That’s a waste of time, a losing strategy.

We’re so lucky and proud to have achieved so much in 2021, too. Let me mention just a few things:

We’ve placed our 2000th Codecooler at one of our hiring partners. Our first students graduated 6 years ago. We’re so happy that 80% of them are still with their first employer, the one we found for them. It’s a true confirmation of our shared success.
We’ve launched our very first scholarship programme, the CoderGirl Scholarship. Together with our corporate partners we want to invite and motivate many more women to start tech careers. The most talented and motivated girls and women from those applying to Codecool can now get a chance to study completely for free with us.
We’ve opened our very first school in Western Europe, in Austria. Together with Hungary, Poland and Romania, now we’re present in 4 countries already. Another step closer to becoming a leading IT education institute in Central Europe in 1 or 2 years, and later in the wider region.
We’ve launched new open courses. The one-week “Intro to IT” Course was first introduced in Vienna, while the six-month Cyber Security Specialist Course in Budapest. We’ve launched the fully online version of our Full-Stack Developer Course in all the Codecool countries, and helped more than 300 Hungarians to new, future-proof tech careers taking our short courses, fully financed by the local government.
We’ve further developed our corporate re-skilling and up-skilling training services, and launched comprehensive, tailor-made digital academies at some of our corporate partners.
Numbers taken out of context can only tell a part of the whole story. Still, the fact that we’ve managed to grow our revenue by 40% year-on-year in 2021, might mean something. It definitely means that we’re a stable partner for our students choosing us to help them switch to a new career, and also to our corporate partners, counting on us to boost the digital skillset of their organisation in the short and long term.

What we see is that digital transformation at companies is speeding up, now in departments and functions previously requiring only non-tech, business-side competencies. More and more capacities and skills are needed in IT, as well as in newly forming, business-side digital roles, and we can’t even come close to meeting the market demand, due to the limited number of our graduates. We’ve managed to place each and every Codecool graduate last year who chose to take our job guarantee, while developing and delivering more fully tailor-made corporate training programs than ever before.

We would like twice as many students to start studying with us in 2022 than in 2021. But we accept no compromise on quality, what’s more, we will further improve our courses and services, just like ourselves.

Our Full-Stack Development Course is more than a bootcamp, and better than a university. A one-year, comprehensive programming course with a job guarantee and post-payment options not only providing a wide and deep knowledge of software development, but also a real job at one of our corporate partners. We would like to make this offer to even more ambitious and committed career-changes in 2022, so we’re extending our job guarantee to the online version of our Full-Stack Development Course in every Codecool country.

We can only be efficient and authentic at the same in what we do, if we are efficient and authentic ourselves. If all our colleagues truly believe in the mission, values and methodology of Codecool, and if they can also represent them and share them with others. The way to achieve this was different 6 years ago, when we were a young, promising start-up venture, and it is different today, when we are a mature, internationally present, and still dynamically growing scale-up company.

To increase our flexibility and innovation power despite the sudden growth of our own organisation, too, we’ve started a comprehensive mid-management development programme. And to keep up with the demand for our corporate services, a dedicated professional team will be responsible for the development and delivery of our corporate training programs and internal academy solutions from 2022.

And now that I’ve mentioned our organisation and my colleagues – let me say thank you to them for their valuable work all year in 2021. Because the thing is that it wasn’t about getting lucky. Whatever we’ve achieved as Codecool is the result of their hard work. Each and every of my Codecool colleagues has contributed to our successes with their enthusiasm, perseverance and skills, and I’m personally really grateful that I have the chance to have been working on shared goals together with them every day.

As a final conclusion, I have to say that after 2020, 2021 was another year full of challenges. The successes we’ve achieved haven’t come easy. We’ve worked for them really hard together. I admit, I got quite tired by the end of the year. I needed the holidays to recharge my batteries.

But I’m starting the new year full of new energy and motivation, I hope you feel the same. I trust that we’ll have an as exciting and fruitful year in 2022, as we had in 2021.

I wish a happy and successful new year to all of us, and that we make even more dreams come true, by helping even more successful, future-proof, tech careers to start, together.

education programming school recruitment reskilling strategy upskilling

Find your match – 5 tips to hire better tech talent

Still looking for the perfect junior developer? Or you’re just beginning the process of searching for a new addition to your team? We’re here to help you upgrade your recruitment practices and find great talent while you’re on the search.

The war for great tech talent is as real as ever. On top of the ever growing digital talent gap, the information you have on candidates is often insufficient. So it’s hard to make quick, yet well-balanced decisions during the hiring process.

It’s even more difficult to assess the skills of junior developers, often without a track record. They come from widely different backgrounds, often lacking professional experience, which means a lack of information for you. Do they work well in a team? Is there up-to-date, relevant knowledge behind the points you see listed on their CVs? Can they handle challenges, conflicts, and constructive feedback? All these questions left unanswered can lead to you not hiring a promising candidate and passing great developers by.

So what more can you do to find the best talent, on top of your current efforts? Read on to find our 5 tips.

But first, let’s see the top challenges hiring managers face while recruiting juniors.

Hiring junior developers? Here are some typical challenges

From CodinGame’s latest developer survey, we learned that finding qualified developers was 2021’s biggest recruitment challenge for 61% of HR professionals. No wonder it’s difficult to recruit great junior developers either. The process isn’t easy for a number of reasons, and it’s weighed down by some typical challenges:

Job portals are useful, but have their limits

It’s natural to start searching for candidates on job portals, however, they can give an illusion that the talent pool is smaller than it actually is. Profiles don’t usually follow strict conventions and often lack information, therefore it’s difficult to compare them. And even when candidates create amazing profiles, it’s good to keep in mind that they’re able to write just about anything about themselves. Missing reliable information on candidates often results in overlooking good developers and going too far with mediocre ones.

Future potential is hard to estimate

It can be tempting to hire someone for a specific programming language that they’re a pro at currently. However, a great junior’s job is to be a motivated learner too, to be able to grow into an invaluable senior later. Someone with amazing tech skills might be the obvious first choice. Then, the same person might turn out not to have the motivation to learn or adapt to their new workplace, get frustrated by challenging projects or be hurt by or indifferent to constructive feedback. It would be amazing to see the future potential of candidates next to previous experience and studies, but it’s really difficult in a classic hiring process.

University degrees are not that relevant for tech positions

You’d assume that degrees help you filter out the best candidates. However, we learned from CodinGame’s latest developer survey that close to 80% of HR professionals around the world already recruit developers with non-academic backgrounds. Asking for a degree in today’s climate can drive away young developers. What’s more, it doesn’t really help you either.

The process takes ages

Your first instinct might be to invite a candidate to as many rounds of interviews as possible. To meet your decision-makers and to get to know them as much as you can. To give them filtering assignments, or invite them to assessment centres. But jumping through too many hoops can cause applicants to lose interest in the process. They might simply move on if it’s too dragged out.

But how can you learn more about your candidates?

We already wrote about what you can expect from junior programmers on the job market today. But what if you’re still looking for the right developer in the first place?

Here are our tips:

1. Visit your candidates and check them out at work

It’s a pain point in developer recruitment that you cannot really get a realistic knowledge of your applicant’s ability to code and present until you’re working with them. The usual way to do this is through a technical interview, an on-the-spot coding exercise or an assessment center. These are great solutions, but will not always lead to accurate results.

We rather suggest you to request to watch live demos of junior programmers at a programming school. Go see demos online or in-person, or invite promising students to your premises to do demos. You can get to know candidates much better this way, and check their individual skills in terms of coding, presentation, and interpersonal skills, and select the best ones for an interview. This is also a great employer branding opportunity for you, and an amazing chance for juniors to get to know you as their future employer.

Codecoolers demo their work to peers and hiring managers every Friday. If you’re interested to see them, reach out.

2. Pick a pro hiring partner that starts with understanding your needs

To speed up the hiring process and to make your recruitment efforts easier, it’s one of the best solutions to get a sourcing partner that really knows you, your business, and your needs. If they understand the way you do business, they’ll know what type of developer could fit in there.

Is it worth it though, to find a partner like this? Well, that’s something you have to decide for yourself.

At Codecool, we approach every new partnership with a fresh start, asking deep-dive questions about a partner’s business, culture, hiring needs, teams, tasks, preferred hiring practices, and a lot of other topics. After a short and effective briefing we’ll make sure that you meet only the best, most fitting junior developers that match your exact requirements.

And we are fast – you can have your new junior signing your contract in as fast as 5 days after you request one later.

3. Compare juniors based on an extended candidate profile

While external recruiters can bring you a number of developers to interview, they usually have time to talk to a candidate only once on the phone after finding them on Linkedin. This is a great starting point and can save you time.

Still, you’ll have a higher chance of finding great employees if you pick recruiters who have an active, personal connection with the developers that they’ll recommend to you. Recruitment Managers at Codecool take the time to get to know each and every Codecool graduate personally. Based the information you shared about your requirements previously, they’ll know whom to recommend to you, and can share detailed info on each candidate‘s skills, ambitions and personality.

4. Ask to see their project portfolio

While looking for the right junior programmer, you can face a simple yet daunting problem: a junior is usually not going to be the one to present you with an extensive, jaw-dropping project portfolio. However, a portfolio is what can best showcase a programmer’s actual skills and interests, so it’s usually a super important source of information when hiring digital professionals.

Our students document all the projects that they work on during their time with us. During our flagship Full-Stack Development course, they finish 20+ lifelike Scrum development projects and 50+ individual coding challenges and assignments. They’re continuously practicing their newly learnt technical and soft skills, and get used to handling different project roles, too. What’s more, after successfully completing the course, they spend their time working on their personal ‘love projects’, which are usually even bigger and more ambitious projects compared to what they’ve been doing before.

5. Look for truly informative CVs

We all know that recruiters spend 6-8 seconds reviewing a CV before they decide on the fate of an applicant, and around 80% of CVs don’t get shortlisted at all. So it’s just natural that while looking at multiple, inherently different CVs and trying to compare them with one another, a number of great junior developers can slip through the cracks. Plus, so many details that look dull on paper could be game-changers when shown off in the right way. Not to talk about irrelevant, or fake information that some candidates put on their resumes.

Our juniors all use the same standard, concise, informative CV format, which makes it easy to compare them. It’s not just a simple CV stating facts, but an interactive showcase of their projects fuelling great conversations at technical interviews. Individual Codecooler’s work and contribution to projects can be checked in detail through the CV, and all information included is guaranteed to be 100% legit and relevant.

Tech talent recruitment can be better

If you’re looking for your next developer, consider partnering with Codecool. We have a big and active network of quality tech talents and flexible recruitment processes, offering you quick access to top talents.

Growing your teams? We can help you find your next junior who could be in your team in just a couple of days after you contact us. The complete hiring process takes 4 to 7 days for our clients, from briefing through shortlisting and interviews to sourcing agreement. You won’t be wasting time or resources, and be ready to start work with your new developers quickly and efficiently. If you’d like to hire a senior developer or a complete new team we can help with that, too.

Don’t let your best colleagues go. We are also here if you’re interested in up-skilling or re-skilling your existing employees. We’re happy to tailor our flexible training programs to your exact needs, and turn them into your most valuable and skilled digital resources.

Your own internal digital academy powered by Codecool can cover the hiring, training and onboarding of your tech teams and colleagues, and provide continuous training for existing employees, in line with your actual strategic priorities.

Interested in what Codecool has to offer you? Let’s talk! Please be invited to visit one of our Demo Days on any Friday, too, online or in person, and check out the skills and capabilities of our students.

Hope to talk to you soon.

Category: IT management

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How to manage change as a leader

New ways to retain talent

Multiple generations, one team

Tartalomjegyzék

But what exactly is the cloud?

Why companies love the cloud

More flexible than you think

Why are we still afraid of the cloud?

Missing competences

Lack of trust in the technology

Concerns about costs

Claudia, how would you introduce yourself if you weren’t allowed to mention your work?

What does it mean to be a Country Manager? What does your role involve?

What’s your background?

Why did you decide to join Codecool? What do you like most about the company?

What is your most ambitious goal at Codecool?

What do you see as your biggest challenge currently?

What are some important trends you see in the world that impact your work at Codecool?

Where do you think Codecool is going in the short and long term?

Why do you think hiring companies should partner up with Codecool?

One last question: How do you see our shared digital future?

Meet cool leaders: Miklós Beöthy, CM@ Codecool Hungary

Meet cool leaders: Olga Zelent, CM @Codecool Poland

Meet cool leaders: Sigrid Hantusch-Taferner, CM @Codecool Austria

Tania, please introduce your company to us. What is ORTEC like as a workplace?

Why are digital talent and skills important for your business?

You can hear about the growing digital talent gap everywhere. What’s your opinion about it?

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?

What global and local trends impact your digital hiring and training efforts?

Why did you choose to partner up with Codecool?

What’s your long-term digital vision for your company? What are your most important projects right now?

How do you see our shared digital future?

Please introduce your company. What do we need to know about Clocklike Minds?​

Why are new technology talent and digital skills important to your business?​

Everyone is talking about the growing digital talent gap. What is your opinion on this subject?

Hiring or training? Or both? What is your approach to digitising your organisational skills?​

What other global and local trends are influencing your digital training and employment strategy?​

Why did you decide to cooperate with Codecool?

How do you assess our cooperation? What do you value most in our cooperation?​

What is your digital vision or strategy?

How do you see our shared digital future?

Peter, please introduce your company to us. What is AGCO like as a workplace? ​

How important are digital skills and talent for your business?​

You can hear about the growing digital talent gap everywhere. How does it affect you?​

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?​

Why did you choose to partner up with Codecool?​

What local and global trends do you see impacting your business today?​

What’s your long-term digital vision for your company?​

How do you see our shared digital future?​

Péter, please introduce your company to us. What is Com-Forth like as a workplace?

How important are digital skills and talent for your business?​

You can hear about the growing digital talent gap everywhere. How does it affect you?​

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?​

Why did you choose to partner up with Codecool?​

How do you see Codecoolers?

What local and global trends do you see impacting your business today?

What’s your long-term digital vision for your company?

How do you see our shared digital future?

Miki, how would you introduce yourself, if you were not allowed to mention your work?

What is your work now actually? What are you responsible for?

What did you do before?

Why did you decide to join Codecool?

What do you like most about Codecool?

What's the biggest goal that you set out for yourself in Codecool?

What do you see as your biggest challenge currently?

What global and local trends do you see in the world that impact your work at Codecool most?

Where do you think Codecool is going in the short and long term?

Why do you think hiring companies should partner up with Codecool?

One last question: How do you see our shared digital future?

Hiring junior developers? Here are some typical challenges

Job portals are useful, but have their limits

Future potential is hard to estimate

University degrees are not that relevant for tech positions

The process takes ages

But how can you learn more about your candidates?

1. Visit your candidates and check them out at work

Please introduce your company. What do we need to know about Clocklike Minds?

Why are new technology talent and digital skills important to your business?

Hiring or training? Or both? What is your approach to digitising your organisational skills?

What other global and local trends are influencing your digital training and employment strategy?

How do you assess our cooperation? What do you value most in our cooperation?

Peter, please introduce your company to us. What is AGCO like as a workplace?

How important are digital skills and talent for your business?

You can hear about the growing digital talent gap everywhere. How does it affect you?

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?

Why did you choose to partner up with Codecool?

What local and global trends do you see impacting your business today?

What’s your long-term digital vision for your company?

How do you see our shared digital future?

How important are digital skills and talent for your business?

You can hear about the growing digital talent gap everywhere. How does it affect you?

How do you grow the digital skillset of your organisation? Via hiring, training, both, or some other way?

Why did you choose to partner up with Codecool?