#techsf

[coolestranchxyz]

accurate

2017

[douglassmiith]

Small Businesses Are Now Hiring Apprentices. Should You?

The old plumber and electrician trainee model has been reimagined for the new world — and could be exactly what a startup needs.

March 3, 2020 7 min read

This story appears in the March 2020 issue of Entrepreneur. Subscribe »

Fiona McDougall never thought she’d hire an apprentice. The practice was common in her native Australia, but as a principal at the marketing agency company OneWorld Communications in San Francisco, she had no time. Plus, here in the U.S., the concept of it seemed like it was for…electricians? Plumbers? Certainly not her. 

But in 2017, she was invited to an unusual roundtable series with other local businesspeople. It was organized by the city of San Francisco to help them develop an apprenticeship program — which is to say, paying a potential employee to work part-time while also providing on-the-job training and education. McDougall came away thinking it could work for her.

“Small businesses have limited resources,” she says. “You wear many hats, and we expect people to be specialized but nimble and resourceful.” So why not train someone specifically for the role? About a year after the roundtables, the city started distributing small grants to help companies hire apprentices. McDougall’s firm received one: $2,500 to pay for her time to manage the apprentice, plus tuition for outside training costs. The goal was to fill a digital marketing agency position.

Stories like this are becoming more common, as businesses of all sizes discover (or, in a way, rediscover) the value of apprenticeships. The conversation is being pushed along by public initiatives, policymakers, commercial education companies, and entrepreneurs themselves, who are now preaching the value of earn-and-learn arrangements. They say it’s an affordable way to train employees or upskill existing staff, and that the long-term effect is strong. According to the Department of Labor, every dollar spent on apprenticeships returns $1.47 in increased productivity and innovations. 

Related: How Apprenticeships Can Benefit Your Company’s Bottom Line

To understand why apprenticeships suddenly became so popular, look no further than the tech skills gap. There just aren’t enough candidates to fill the open jobs in fields like artificial intelligence, cybersecurity, and software development. Currently, more than 500,000 of these “new collar” jobs are unfilled, and analysts predict the number will grow by 20 percent in three years. 

As Silicon Valley tech giants wrestled with this problem, some came to the same conclusion: If we can’t hire great employees, we have to create them. And so, a new interest in apprenticeships was born. Between 2013 and 2018, the number of apprentices in the U.S. increased 42 percent, and the programs to facilitate them more than doubled, according to the Department of Labor. 

From there, enthusiasm for the concept spilled out into the broader business world. Two years ago in California, then lieutenant governor Gavin Newsom announced a plan to add half a million high-skilled apprenticeships by 2029 — a 500 percent increase for the state. And last year, IBM and the Consumer Technology Association (CTA) launched a coalition to scale thousands of these on-the-job tech training positions across the country.

As this has happened, though, many small businesses have asked a reasonable question: How can they afford the time and money to put together a whole education program? This is where a third-party company like OpenClassrooms comes in to connect the dots. 

OpenClassrooms was founded in France in 2013, and it works like this: When a company needs apprentices, the OpenClassrooms team finds and vets applicants. Selected candidates then split their time between work and online classes that are project-based and designed for the specific needs of the employers. Each apprentice is also matched to a dedicated mentor for weekly hour-long meetings via videoconference. It’s a 12-month program that, according to OpenClassrooms founder Pierre Dubuc, usually ends with the company hiring its apprentices full-time.

In Europe, two-thirds of OpenClassrooms clients are startups and small businesses. After expanding to the U.S. two years ago and becoming part of the CTA coalition, Dubuc says he’s committed to serving small businesses here as well. If his program is financially out of reach for some entrepreneurs (it typically costs around $5,000 to $15,000), the government can help with grants that are available from the U.S. Department of Labor. “It’s pretty cool, especially for startup companies and small businesses that want to hire one developer or two data analysts,” says Dubuc. “They can have access to this program and actually be subsidized to run these apprenticeships.” 

Related: 4 Key Ways to Create a Culture of Learning

As companies consider whether to bring on apprentices, many often ask Dubuc the same question: What if I invest all this time and money training an apprentice, only to have them jump ship when it’s done? That’s a possibility, as it is with any employee. But advocates argue that the benefits outweigh the risks.

First, they say, the arrangement cuts both ways. Companies get to fully test out a potential hire for a year, without having to commit to them. And for what it’s worth, studies find that the process breeds employee loyalty. One survey in the U.K. of more than 4,000 employers who had used an apprenticeship program found the mean retention rate (of the trainees still working for the company) at 73 percent. 

Advocates say that programs like this can level the playing field, giving smaller companies a way to staff up despite all the perks being offered by their larger competitors. “For me, the war for talent has been never-ending, trying to compete against both the shortage of talent and the resources of huge tech giants who also have deeper pockets,” says Marty Reaume, a former tech executive at Twilio and Fitbit, who now sits on OpenClassrooms’ U.S. advisory board. “But ultimately, some of us are getting future-focused by looking to build and develop our own talent.”

And critically, they say, apprenticeships can draw in diverse and unconventional talent. Many of the public-private apprenticeship programs have formed around the goal of increasing diversity in all kinds of higher-­skilled jobs — from Apprenticeship 2020, a $3.2 million effort in Chicago, to TechSF Apprenticeship Accelerator, the name of the San Francisco program, which focuses on women and people of color. 

Related: For Entrepreneurs, Apprenticeship is the Ideal Solution for Addressing the Labor Market Chaos

Jocelyne Umanzor is one of the women who went through TechSF’s program. The 22-year-old says she never would have thought of working in IT. Meanwhile, the Silicon Valley delivery startup Postmates would likely never have found Umanzor in the open market. She went to Skyline College, not MIT, and didn’t have the network a place like that often affords.

But through the San Francisco program, Umanzor connected with Postmates and apprenticed there while getting an online education in IT, and then transitioned into a full-time role there. “It’s like a big door has opened for me,” she says. Postmates is happy, too. “We need people in IT who look like the people they support, and we need people writing the code who look like the end user,” says Claire Sands, the company’s director of communications and engagement. “That’s something that TechSF apprenticeships have really been able to fill for us.”

Meanwhile, at OneWorld, Fiona McDougall used her apprenticeship program in a slightly different way: She plucked her office administrator off the front desk and trained the woman to become the digital marketer they needed. “It was a great experience overall,” says McDougall. “There’s some very resourceful, employable talent in the Bay Area, and this is a way of helping small businesses leverage that talent in a realistic way.” 

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Delray Beach SEO

Via http://www.scpie.org/small-businesses-are-now-hiring-apprentices-should-you/

source https://scpie.weebly.com/blog/small-businesses-are-now-hiring-apprentices-should-you

[riichardwilson]

Small Businesses Are Now Hiring Apprentices. Should You?

The old plumber and electrician trainee model has been reimagined for the new world — and could be exactly what a startup needs.

March 3, 2020 7 min read

This story appears in the March 2020 issue of Entrepreneur. Subscribe »

Fiona McDougall never thought she’d hire an apprentice. The practice was common in her native Australia, but as a principal at the marketing agency company OneWorld Communications in San Francisco, she had no time. Plus, here in the U.S., the concept of it seemed like it was for…electricians? Plumbers? Certainly not her. 

But in 2017, she was invited to an unusual roundtable series with other local businesspeople. It was organized by the city of San Francisco to help them develop an apprenticeship program — which is to say, paying a potential employee to work part-time while also providing on-the-job training and education. McDougall came away thinking it could work for her.

“Small businesses have limited resources,” she says. “You wear many hats, and we expect people to be specialized but nimble and resourceful.” So why not train someone specifically for the role? About a year after the roundtables, the city started distributing small grants to help companies hire apprentices. McDougall’s firm received one: $2,500 to pay for her time to manage the apprentice, plus tuition for outside training costs. The goal was to fill a digital marketing agency position.

Stories like this are becoming more common, as businesses of all sizes discover (or, in a way, rediscover) the value of apprenticeships. The conversation is being pushed along by public initiatives, policymakers, commercial education companies, and entrepreneurs themselves, who are now preaching the value of earn-and-learn arrangements. They say it’s an affordable way to train employees or upskill existing staff, and that the long-term effect is strong. According to the Department of Labor, every dollar spent on apprenticeships returns $1.47 in increased productivity and innovations. 

Related: How Apprenticeships Can Benefit Your Company’s Bottom Line

To understand why apprenticeships suddenly became so popular, look no further than the tech skills gap. There just aren’t enough candidates to fill the open jobs in fields like artificial intelligence, cybersecurity, and software development. Currently, more than 500,000 of these “new collar” jobs are unfilled, and analysts predict the number will grow by 20 percent in three years. 

As Silicon Valley tech giants wrestled with this problem, some came to the same conclusion: If we can’t hire great employees, we have to create them. And so, a new interest in apprenticeships was born. Between 2013 and 2018, the number of apprentices in the U.S. increased 42 percent, and the programs to facilitate them more than doubled, according to the Department of Labor. 

From there, enthusiasm for the concept spilled out into the broader business world. Two years ago in California, then lieutenant governor Gavin Newsom announced a plan to add half a million high-skilled apprenticeships by 2029 — a 500 percent increase for the state. And last year, IBM and the Consumer Technology Association (CTA) launched a coalition to scale thousands of these on-the-job tech training positions across the country.

As this has happened, though, many small businesses have asked a reasonable question: How can they afford the time and money to put together a whole education program? This is where a third-party company like OpenClassrooms comes in to connect the dots. 

OpenClassrooms was founded in France in 2013, and it works like this: When a company needs apprentices, the OpenClassrooms team finds and vets applicants. Selected candidates then split their time between work and online classes that are project-based and designed for the specific needs of the employers. Each apprentice is also matched to a dedicated mentor for weekly hour-long meetings via videoconference. It’s a 12-month program that, according to OpenClassrooms founder Pierre Dubuc, usually ends with the company hiring its apprentices full-time.

In Europe, two-thirds of OpenClassrooms clients are startups and small businesses. After expanding to the U.S. two years ago and becoming part of the CTA coalition, Dubuc says he’s committed to serving small businesses here as well. If his program is financially out of reach for some entrepreneurs (it typically costs around $5,000 to $15,000), the government can help with grants that are available from the U.S. Department of Labor. “It’s pretty cool, especially for startup companies and small businesses that want to hire one developer or two data analysts,” says Dubuc. “They can have access to this program and actually be subsidized to run these apprenticeships.” 

Related: 4 Key Ways to Create a Culture of Learning

As companies consider whether to bring on apprentices, many often ask Dubuc the same question: What if I invest all this time and money training an apprentice, only to have them jump ship when it’s done? That’s a possibility, as it is with any employee. But advocates argue that the benefits outweigh the risks.

First, they say, the arrangement cuts both ways. Companies get to fully test out a potential hire for a year, without having to commit to them. And for what it’s worth, studies find that the process breeds employee loyalty. One survey in the U.K. of more than 4,000 employers who had used an apprenticeship program found the mean retention rate (of the trainees still working for the company) at 73 percent. 

Advocates say that programs like this can level the playing field, giving smaller companies a way to staff up despite all the perks being offered by their larger competitors. “For me, the war for talent has been never-ending, trying to compete against both the shortage of talent and the resources of huge tech giants who also have deeper pockets,” says Marty Reaume, a former tech executive at Twilio and Fitbit, who now sits on OpenClassrooms’ U.S. advisory board. “But ultimately, some of us are getting future-focused by looking to build and develop our own talent.”

And critically, they say, apprenticeships can draw in diverse and unconventional talent. Many of the public-private apprenticeship programs have formed around the goal of increasing diversity in all kinds of higher-­skilled jobs — from Apprenticeship 2020, a $3.2 million effort in Chicago, to TechSF Apprenticeship Accelerator, the name of the San Francisco program, which focuses on women and people of color. 

Related: For Entrepreneurs, Apprenticeship is the Ideal Solution for Addressing the Labor Market Chaos

Jocelyne Umanzor is one of the women who went through TechSF’s program. The 22-year-old says she never would have thought of working in IT. Meanwhile, the Silicon Valley delivery startup Postmates would likely never have found Umanzor in the open market. She went to Skyline College, not MIT, and didn’t have the network a place like that often affords.

But through the San Francisco program, Umanzor connected with Postmates and apprenticed there while getting an online education in IT, and then transitioned into a full-time role there. “It’s like a big door has opened for me,” she says. Postmates is happy, too. “We need people in IT who look like the people they support, and we need people writing the code who look like the end user,” says Claire Sands, the company’s director of communications and engagement. “That’s something that TechSF apprenticeships have really been able to fill for us.”

Meanwhile, at OneWorld, Fiona McDougall used her apprenticeship program in a slightly different way: She plucked her office administrator off the front desk and trained the woman to become the digital marketer they needed. “It was a great experience overall,” says McDougall. “There’s some very resourceful, employable talent in the Bay Area, and this is a way of helping small businesses leverage that talent in a realistic way.” 

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/small-businesses-are-now-hiring-apprentices-should-you/ source https://scpie.tumblr.com/post/611582415640625152

[laurelkrugerr]

Small Businesses Are Now Hiring Apprentices. Should You?

The old plumber and electrician trainee model has been reimagined for the new world — and could be exactly what a startup needs.

March 3, 2020 7 min read

This story appears in the March 2020 issue of Entrepreneur. Subscribe »

Fiona McDougall never thought she’d hire an apprentice. The practice was common in her native Australia, but as a principal at the marketing agency company OneWorld Communications in San Francisco, she had no time. Plus, here in the U.S., the concept of it seemed like it was for…electricians? Plumbers? Certainly not her. 

But in 2017, she was invited to an unusual roundtable series with other local businesspeople. It was organized by the city of San Francisco to help them develop an apprenticeship program — which is to say, paying a potential employee to work part-time while also providing on-the-job training and education. McDougall came away thinking it could work for her.

“Small businesses have limited resources,” she says. “You wear many hats, and we expect people to be specialized but nimble and resourceful.” So why not train someone specifically for the role? About a year after the roundtables, the city started distributing small grants to help companies hire apprentices. McDougall’s firm received one: $2,500 to pay for her time to manage the apprentice, plus tuition for outside training costs. The goal was to fill a digital marketing agency position.

Stories like this are becoming more common, as businesses of all sizes discover (or, in a way, rediscover) the value of apprenticeships. The conversation is being pushed along by public initiatives, policymakers, commercial education companies, and entrepreneurs themselves, who are now preaching the value of earn-and-learn arrangements. They say it’s an affordable way to train employees or upskill existing staff, and that the long-term effect is strong. According to the Department of Labor, every dollar spent on apprenticeships returns $1.47 in increased productivity and innovations. 

Related: How Apprenticeships Can Benefit Your Company’s Bottom Line

To understand why apprenticeships suddenly became so popular, look no further than the tech skills gap. There just aren’t enough candidates to fill the open jobs in fields like artificial intelligence, cybersecurity, and software development. Currently, more than 500,000 of these “new collar” jobs are unfilled, and analysts predict the number will grow by 20 percent in three years. 

As Silicon Valley tech giants wrestled with this problem, some came to the same conclusion: If we can’t hire great employees, we have to create them. And so, a new interest in apprenticeships was born. Between 2013 and 2018, the number of apprentices in the U.S. increased 42 percent, and the programs to facilitate them more than doubled, according to the Department of Labor. 

From there, enthusiasm for the concept spilled out into the broader business world. Two years ago in California, then lieutenant governor Gavin Newsom announced a plan to add half a million high-skilled apprenticeships by 2029 — a 500 percent increase for the state. And last year, IBM and the Consumer Technology Association (CTA) launched a coalition to scale thousands of these on-the-job tech training positions across the country.

As this has happened, though, many small businesses have asked a reasonable question: How can they afford the time and money to put together a whole education program? This is where a third-party company like OpenClassrooms comes in to connect the dots. 

OpenClassrooms was founded in France in 2013, and it works like this: When a company needs apprentices, the OpenClassrooms team finds and vets applicants. Selected candidates then split their time between work and online classes that are project-based and designed for the specific needs of the employers. Each apprentice is also matched to a dedicated mentor for weekly hour-long meetings via videoconference. It’s a 12-month program that, according to OpenClassrooms founder Pierre Dubuc, usually ends with the company hiring its apprentices full-time.

In Europe, two-thirds of OpenClassrooms clients are startups and small businesses. After expanding to the U.S. two years ago and becoming part of the CTA coalition, Dubuc says he’s committed to serving small businesses here as well. If his program is financially out of reach for some entrepreneurs (it typically costs around $5,000 to $15,000), the government can help with grants that are available from the U.S. Department of Labor. “It’s pretty cool, especially for startup companies and small businesses that want to hire one developer or two data analysts,” says Dubuc. “They can have access to this program and actually be subsidized to run these apprenticeships.” 

Related: 4 Key Ways to Create a Culture of Learning

As companies consider whether to bring on apprentices, many often ask Dubuc the same question: What if I invest all this time and money training an apprentice, only to have them jump ship when it’s done? That’s a possibility, as it is with any employee. But advocates argue that the benefits outweigh the risks.

First, they say, the arrangement cuts both ways. Companies get to fully test out a potential hire for a year, without having to commit to them. And for what it’s worth, studies find that the process breeds employee loyalty. One survey in the U.K. of more than 4,000 employers who had used an apprenticeship program found the mean retention rate (of the trainees still working for the company) at 73 percent. 

Advocates say that programs like this can level the playing field, giving smaller companies a way to staff up despite all the perks being offered by their larger competitors. “For me, the war for talent has been never-ending, trying to compete against both the shortage of talent and the resources of huge tech giants who also have deeper pockets,” says Marty Reaume, a former tech executive at Twilio and Fitbit, who now sits on OpenClassrooms’ U.S. advisory board. “But ultimately, some of us are getting future-focused by looking to build and develop our own talent.”

And critically, they say, apprenticeships can draw in diverse and unconventional talent. Many of the public-private apprenticeship programs have formed around the goal of increasing diversity in all kinds of higher-­skilled jobs — from Apprenticeship 2020, a $3.2 million effort in Chicago, to TechSF Apprenticeship Accelerator, the name of the San Francisco program, which focuses on women and people of color. 

Related: For Entrepreneurs, Apprenticeship is the Ideal Solution for Addressing the Labor Market Chaos

Jocelyne Umanzor is one of the women who went through TechSF’s program. The 22-year-old says she never would have thought of working in IT. Meanwhile, the Silicon Valley delivery startup Postmates would likely never have found Umanzor in the open market. She went to Skyline College, not MIT, and didn’t have the network a place like that often affords.

But through the San Francisco program, Umanzor connected with Postmates and apprenticed there while getting an online education in IT, and then transitioned into a full-time role there. “It’s like a big door has opened for me,” she says. Postmates is happy, too. “We need people in IT who look like the people they support, and we need people writing the code who look like the end user,” says Claire Sands, the company’s director of communications and engagement. “That’s something that TechSF apprenticeships have really been able to fill for us.”

Meanwhile, at OneWorld, Fiona McDougall used her apprenticeship program in a slightly different way: She plucked her office administrator off the front desk and trained the woman to become the digital marketer they needed. “It was a great experience overall,” says McDougall. “There’s some very resourceful, employable talent in the Bay Area, and this is a way of helping small businesses leverage that talent in a realistic way.” 

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/small-businesses-are-now-hiring-apprentices-should-you/ source https://scpie1.blogspot.com/2020/03/small-businesses-are-now-hiring.html

[scpie]

Small Businesses Are Now Hiring Apprentices. Should You?

The old plumber and electrician trainee model has been reimagined for the new world — and could be exactly what a startup needs.

March 3, 2020 7 min read

This story appears in the March 2020 issue of Entrepreneur. Subscribe »

Fiona McDougall never thought she’d hire an apprentice. The practice was common in her native Australia, but as a principal at the marketing agency company OneWorld Communications in San Francisco, she had no time. Plus, here in the U.S., the concept of it seemed like it was for…electricians? Plumbers? Certainly not her. 

But in 2017, she was invited to an unusual roundtable series with other local businesspeople. It was organized by the city of San Francisco to help them develop an apprenticeship program — which is to say, paying a potential employee to work part-time while also providing on-the-job training and education. McDougall came away thinking it could work for her.

“Small businesses have limited resources,” she says. “You wear many hats, and we expect people to be specialized but nimble and resourceful.” So why not train someone specifically for the role? About a year after the roundtables, the city started distributing small grants to help companies hire apprentices. McDougall’s firm received one: $2,500 to pay for her time to manage the apprentice, plus tuition for outside training costs. The goal was to fill a digital marketing agency position.

Stories like this are becoming more common, as businesses of all sizes discover (or, in a way, rediscover) the value of apprenticeships. The conversation is being pushed along by public initiatives, policymakers, commercial education companies, and entrepreneurs themselves, who are now preaching the value of earn-and-learn arrangements. They say it’s an affordable way to train employees or upskill existing staff, and that the long-term effect is strong. According to the Department of Labor, every dollar spent on apprenticeships returns $1.47 in increased productivity and innovations. 

Related: How Apprenticeships Can Benefit Your Company’s Bottom Line

To understand why apprenticeships suddenly became so popular, look no further than the tech skills gap. There just aren’t enough candidates to fill the open jobs in fields like artificial intelligence, cybersecurity, and software development. Currently, more than 500,000 of these “new collar” jobs are unfilled, and analysts predict the number will grow by 20 percent in three years. 

As Silicon Valley tech giants wrestled with this problem, some came to the same conclusion: If we can’t hire great employees, we have to create them. And so, a new interest in apprenticeships was born. Between 2013 and 2018, the number of apprentices in the U.S. increased 42 percent, and the programs to facilitate them more than doubled, according to the Department of Labor. 

From there, enthusiasm for the concept spilled out into the broader business world. Two years ago in California, then lieutenant governor Gavin Newsom announced a plan to add half a million high-skilled apprenticeships by 2029 — a 500 percent increase for the state. And last year, IBM and the Consumer Technology Association (CTA) launched a coalition to scale thousands of these on-the-job tech training positions across the country.

As this has happened, though, many small businesses have asked a reasonable question: How can they afford the time and money to put together a whole education program? This is where a third-party company like OpenClassrooms comes in to connect the dots. 

OpenClassrooms was founded in France in 2013, and it works like this: When a company needs apprentices, the OpenClassrooms team finds and vets applicants. Selected candidates then split their time between work and online classes that are project-based and designed for the specific needs of the employers. Each apprentice is also matched to a dedicated mentor for weekly hour-long meetings via videoconference. It’s a 12-month program that, according to OpenClassrooms founder Pierre Dubuc, usually ends with the company hiring its apprentices full-time.

In Europe, two-thirds of OpenClassrooms clients are startups and small businesses. After expanding to the U.S. two years ago and becoming part of the CTA coalition, Dubuc says he’s committed to serving small businesses here as well. If his program is financially out of reach for some entrepreneurs (it typically costs around $5,000 to $15,000), the government can help with grants that are available from the U.S. Department of Labor. “It’s pretty cool, especially for startup companies and small businesses that want to hire one developer or two data analysts,” says Dubuc. “They can have access to this program and actually be subsidized to run these apprenticeships.” 

Related: 4 Key Ways to Create a Culture of Learning

As companies consider whether to bring on apprentices, many often ask Dubuc the same question: What if I invest all this time and money training an apprentice, only to have them jump ship when it’s done? That’s a possibility, as it is with any employee. But advocates argue that the benefits outweigh the risks.

First, they say, the arrangement cuts both ways. Companies get to fully test out a potential hire for a year, without having to commit to them. And for what it’s worth, studies find that the process breeds employee loyalty. One survey in the U.K. of more than 4,000 employers who had used an apprenticeship program found the mean retention rate (of the trainees still working for the company) at 73 percent. 

Advocates say that programs like this can level the playing field, giving smaller companies a way to staff up despite all the perks being offered by their larger competitors. “For me, the war for talent has been never-ending, trying to compete against both the shortage of talent and the resources of huge tech giants who also have deeper pockets,” says Marty Reaume, a former tech executive at Twilio and Fitbit, who now sits on OpenClassrooms’ U.S. advisory board. “But ultimately, some of us are getting future-focused by looking to build and develop our own talent.”

And critically, they say, apprenticeships can draw in diverse and unconventional talent. Many of the public-private apprenticeship programs have formed around the goal of increasing diversity in all kinds of higher-­skilled jobs — from Apprenticeship 2020, a $3.2 million effort in Chicago, to TechSF Apprenticeship Accelerator, the name of the San Francisco program, which focuses on women and people of color. 

Related: For Entrepreneurs, Apprenticeship is the Ideal Solution for Addressing the Labor Market Chaos

Jocelyne Umanzor is one of the women who went through TechSF’s program. The 22-year-old says she never would have thought of working in IT. Meanwhile, the Silicon Valley delivery startup Postmates would likely never have found Umanzor in the open market. She went to Skyline College, not MIT, and didn’t have the network a place like that often affords.

But through the San Francisco program, Umanzor connected with Postmates and apprenticed there while getting an online education in IT, and then transitioned into a full-time role there. “It’s like a big door has opened for me,” she says. Postmates is happy, too. “We need people in IT who look like the people they support, and we need people writing the code who look like the end user,” says Claire Sands, the company’s director of communications and engagement. “That’s something that TechSF apprenticeships have really been able to fill for us.”

Meanwhile, at OneWorld, Fiona McDougall used her apprenticeship program in a slightly different way: She plucked her office administrator off the front desk and trained the woman to become the digital marketer they needed. “It was a great experience overall,” says McDougall. “There’s some very resourceful, employable talent in the Bay Area, and this is a way of helping small businesses leverage that talent in a realistic way.” 

Website Design & SEO Delray Beach by DBL07.co

Delray Beach SEO

source http://www.scpie.org/small-businesses-are-now-hiring-apprentices-should-you/

[taikofujimura]

Still there ♡ My mural, 7'x 19' is located on Minna Street, just crossed the street from Harlot SF, between 1st and 2nd Streets in San Francisco. This is one of the 38 murals organized by @artspansf at the new @salesforcetransitcenter. Each mural is painted on graffiti sheet and will be removed when the center finds their retail store tenant. The theme for the mural art show is "Dynamism in San Francisco." My mural represents a big picture of the past, the present and the future in San Francisco. The Mother Earth on the right is dreaming about the future. The dots represent nature and natural resources. The past is represented by the Bay Bridge which has been built. The present is represented by the influence of the tech industries, whose foundation is binary numbers. The binary numbers are depicted floating in air as internet is invisible. This image is about positive energy emanated from all around us by bridging spaces between us with vigorous changes for the future. Please visit www.facebook.com/TaikoFujimuraVisualArts for how this mural was created... . . . . . #commissionedpainting #binary #binarysignals #sfmurals #sfartcommunity #sfartenthusiast #wabisabibeauty #wabisabiart #binarycode #dynamism #dynamicart #startupart #spiritualarts #motherearthart #harmonious #taoism#nothingless #meditativeart #conceptualpainting #baybridgesf #dreamarts #binarynumbers #lovesf #instartwork #goldart #goldpainting #invisibleenergy #startupnation #techsf #startupstory (at Salesforce Transit Center) https://www.instagram.com/p/BmkoSPWFzLx/?utm_source=ig_tumblr_share&igshid=vs9lh6fcma18

[nathanmonjko]

Learn CLASSES Video and Audio Production Video and Audio Postproduction Digital Marketing ...

Learn CLASSES Video and Audio Production Video and Audio Postproduction Digital Marketing Programming Motion Graphics and Effects Graphic and Web Design Experiential Design Web Development Search Classes Certificates Corporate Training (ETP) TechSF Appren. Live Stream. Visit website.

[shadowystarfishstudentus-blog]

Internship And Job Search As Properly As Profession Planning Help.

Our devoted staff helps college students and alumni with their profession planning needs. Enter key phrases, locations or job types to start searching for your new science career. There are thousands of career options out there for you to consider. Get info on occupations to be taught extra about job duties, wage, instructional and skilled requirements by exploring a few of these profession web sites. The Profession and Switch Heart also has information available for you. Wherever you're on the career path, we might help you explore interests, edit a resume, construct your community and search for jobs or internships. ▢ Map out the influences in your choice to come to Duke. Know that your resolution-making model impacts how it is best to plan to explore careers. Design and ship high quality career companies to UNT students and alumni through collaboration with campus, local and international partnerships. WEB OnLine is a device for profession exploration and job evaluation. It provides detailed descriptions of the world of labor to be used by job seekers, workforce improvement, and HR professionals, students, researchers, and extra. Participate in activities that match your profession interests such as faculty golf equipment, neighborhood service, job shadowing, internships, and half-time jobs. - I read the aforementioned link and it undoubtedly applies to both Andrew Wiles and Grigori Perelman. Both had produced essential outcomes prior to going rark to work in their respective issues. However, that is not the case for Yitang Zhang. Zhang did not have any significant profession in mathematics (other than getting a PhD and teaching undergraduate math after having held a series of menial jobs) prior to publishing his consequence on primes. I'm a PhD student and I have what I see as a crucial drawback in my career. I think there is quite a few those that have similar issues, so possibly you could possibly handle this on your weblog. The problem is straightforward: I made a mistake with choosing a PhD advisor. In fact, it's my own mistake, however in my defense I can solely say that this takes place not in US and it's a must to select someone immediately after your undergrad. Moreover, you have a really restricted time to complete your PhD, so the time strain is enormous. I spent much of my profession working at newspapers, together with a stint at The Boston Globe. That entire trade has suffered from a scarcity of humility. Too many excellent editors, publishers, and owners approached their jobs with vanity. That made them blind to the sweeping adjustments that would dramatically change their enterprise. America's Career InfoNet : Evaluate trade profiles; quickest growing fields; and tools and expertise required by field. Evaluate job development and wage information state by state. Contains military transition info.

At IHS Markit, we would like every colleague to THRIVE. We search individuals who will likely be totally committed to delighting our customers in every interaction. We take pride in the truth that IHS Markit attracts candidates with unparalleled expertise and experience to drive innovation, growth and sustainability across our enterprise. We hope YOU will consider becoming a member of us. Find out why so many top professionals choose IHS Markit and the way we encourage every colleague to pursue his or her profession goals. You can study, develop and prosper at IHS Markit as a result of we're dedicated to providing you with excellent alternatives right this moment and tomorrow. Watch the video at proper to learn about the many studying and development choices at IHS Markit. See under for more info. Career Heart Seminar (CCS): Clients can schedule a Career Center Seminar through JobQuest , or by calling 1-800-653-5586 or by contacting one of the One-Cease Career Centers listed under. Attend profession gala's and different career-associated applications to extend your information of the total vary of jobs that folks carry out. We had an amazing experience at Colorado School of Mines. The coordination was easy and the profession services workforce was responsive and offered detailed info. The scholars were excellent. They got here ready to the occasion dressed professionally, resumes in hand, and were ready to have conversations with our workforce. LinkedIn is increasing its efforts throughout the Economic Graph to assist its more than 530 million members maximize their professional relationships. Right now, the company announced a peer-to-peer mentorship program known as Career Advice to additional that purpose. At launch, the program shall be available within the United States, United Kingdom, Australia, and India, but there are plans to broaden to extra locations in the coming months. The things you examine, the activities you select to discover your pursuits, and pre-professional experiences all assist to make career plans clearer. The next suggests a timeframe to your college experience and career improvement. This is meant to be a common timeline; individuals will differ in their progress. We encourage you to check in with a career counselor at any level in the process as you develop ideas for the future.

The bioscience business wants folks with a wide range of work experiences and education. Bioscience presents terrific jobs and profession opportunities, nice work environments, pays well and puts you in touch with products that help people. This part of CareerConnect will take you thru every step in the profession exploration course of —not only will you might have enjoyable alongside the way in which, you will end up with a clear roadmap on your job search. Funded by the Workplace of Financial and Workforce Growth (OEWD), TechSF gives a range of coaching programs in excessive progress expertise occupations with a purpose to put together San Francisco's residents for entry into careers within the expertise industry. TechSF offers vocational expertise coaching, work expertise alternatives, and affords job placement help and career advancement to coaching participants and different people working in the tech discipline.

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Working in the Tech Industry? Through TechSF at BAVC access free career support services!

Working in the Tech Industry? Through TechSF at BAVC access free career support services! We offer: 

• individual career assessment • fantastic career workshops • internship placement support for 18-21 year olds • intensive tech training

Register for TechSF today!

Contact admissions@bavc.org with questions.

  Upcoming Workshops include: 

Freelancing Is A Business: May 21st

GitHub Workshop: June…

[taikofujimura]

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