Step one is what we call ModuleZero and it’s where we focus on candidates Screening Process, that is profile reviews such as LinkedIn, GitHub and other profiles for all candidates and initial technical screening steps such as HackerRank sessions or similar coding sessions to evaluate the depth of our candidates skills.
The followup chaptor of the program is ModuleOne; at this milestone, we focus on building a competitive portfolio with each and every candidates with what they already have. Most candidates are invited and during the interview process they’ve submitted a link to their GitHub or a project they have worked on during their studies. If the candiates don’t have such projects more content is assigned to them to start building their first project from a library of projects that we have on our Technology Stack library. By the end of the ModuleOne, every candidate is ready to join many of the ongoing projects with one of our managers and add new projects to their current portfolio.
General Computer Science (CS) contents are tagged Data Science. This includes good practice python programming, setting up GitHub on IDE, etc.
Prediction and classification methods and relavent topics are listed under data scientist track. Data Scientist are expected to spend over half of their time building and evaluating models.
CodeChat topics are topics that help candidates discuss their work clearly and concisely, e.g. Python Dictionaries.
PhillyTalent and its set of applications, including our AI-enabled project marketplace, gives candidates a vetted portfolio and a team of people that support and share it for new work opportunities. This beats sending out a resume to random connections on LinkedIn any day.
Most serious job applicants in data science have similar qualities: They usually have a 4 year STEM degree, under 2 years of professional working experience and a lot of ambition. It’s a very competitive market and will continue to be so a successful candidate will need a very clear and thoughtful strategy. The competition for the best talent is growing and with it comes specialization of talents, broad job descriptions by companies, fake job postings by recruiters and over-promising resumes by many. Essentially a lot of noise.
Keep on reading:
Your Mentor Better be playing Chess and not Checkers
Every Talent should start their mentorship relationship with their mentors with the question: “what are my competitive advantages?” This is going to be a list for most accepted applicants. Your current location? Or the fact that you don’t have to pay rent because you are living with your parents? Your Premium LinkedIn? Your rich committed GitHub repo?
You are competing with a lot of talents with almost identical backgrounds, an undergraduate degree in Statistics, CS and one or two internships and co-ops. So, every single advantage counts, but how they are played into your job-hunting strategy is more important – and that is where an invested Mentorship relationship comes into play. Your strategy can still be working with recruiters. Or taking Data Camp classes while still working fulltime at your current job. Or attending online and on-campus job fairs. Perfecting your actual resume, your interview skills, your professional network, or your LinkedIn profile and your GitHub repos. You need to clear your mind and self-evaluate your strategy and not your odds of winning. PhillyTalent Mentors help you with a lot of these. PhillyTalent team also help you with making sure you have a minimum requirement before talking to any mentor.
Industry Experience is Key
To win the job at the right time. Remember this is a competition for the companies to find the best talent and also for talents to find the job they want at the right time.
There is a Divide
Traditionally hiring was a “company problem.” The companies hire agencies and pay them big sums of money to fix this problem. Today, there is a growing trend in talents that can’t pay their student debt, have immigration requirements or for unfair reasons are being overlooked (age, etc.) These candidates have pressing needs and somehow are not fitting the mold the hiring agencies been using. We’re here for this reason. We are not recruiters, but we know talents and data science.
Bootcamps cause what we call “Bootcamp Fatigue.” Let us explain: Curriculum-based contents, such as what is common at Bootcamps, are 2 to 6 months of classes and coursework with deadlines. Bootcamps are vocational training programs that most of the time don’t fit our candidates’ schedule and just bad fit. The one-size-fits-all mentality of Bootcamps is simply what we disagree with to begin with. Our LogBook App helps the managers and onboarding mentors to assign content very quickly on a weekly basis. Our classes are hands-on remote sessions that enable technical mentors to work as much time with candidates as possible.
Five(5) to twenty (20) hours per week. Our platform is designed around professional engineers, data scientists, product and project managers who are already working full-time at another job.
Tasks. The Tasks for each project is a list of clear set up quests for each project with guidelines and complete answers provided to candidates to review. Every project will have clear Tasks. Once the Tasks are complete, you’ll continue on with each and every candidates with goals you set for them individually. Eventually, every candidate should build projects that are unique to them and different from the rest. You’ll be helping your candidates, on a case-by-case basis to achieve this goal, e.g. committing a project on GitHub, to make sure all the steps are fulfilled by each and every candidates who joined your project. Our candidates have access to training contents, topic based, and you can assign them to complete these trainings using our apps e.g. if you realize they require the brush-up.
We invite our project managers to submit projects. If you are in Philly, stop by our office building or join an event. If not, you should contact us at firstname.lastname@example.org with your resume attached.
You’ve worked full-time for over three years or you are working full-time at a technology company at the time of applying.
You have access to unique, valuable projects of your own based on datasets that you can share their references with our candidates.
You have deep knowledge in the areas in which you work and are likely a technical engineer or serving on a technical role.
You’re excited to do this with us every week. It takes energy from you.
Please send us an email to schedule a Demo session. Companies will have access to our PhillyTalent Days app where they can objectively review candidates projects along different Modules.
PhillyTalent is 100% free to hire PhillyTalent candidates. However, to get access to our PhillyTalent Days app and review our candidates portfolios and their technical evaluation objectively please send us an email to get a quote. In your email please list how many candidates you are looking to hire. If you like to get access to our professional candidates pool, also include the minimum Salary (base) along with details on the job description. For any questions please send us and email.
We reach out to all companies directly but if you can’t wait please send us an email!
We’ll schedule your ModuleZero sessions, create your access keys to our AWS account and start reviewing, building and sharing your portfolios.
Updated April 1st, 2020: Our full price is 48 installments of $200 on a monthly basis. As of April 1st and until August 30th 2020, we are offering a 75% discount to all selected recent graduates candidates who submit their commitment fee during this period. To thank our candidates who put their trust, time hard earned money we offer 7 day full-refund no questions asked while giving another 75% discount that is they would pay only 12 months of $200 as compared to 48 months of $200. For selected candidates who are already working full time the arrangement will be different. Please see our Agreement for all details.
Updated April 1st, 2020: As of March 15th, we’re 100% remote as we’re all working from home. This update is in place as required by the City of Philadelphia, CDC and WHO and will last until further updates from the City of Philadelphia.
We invite candidates to our office building for at least two to three sessions during ModuleZero. Once ModuleZero is fulfilled the rest of the program is remote. For the selected candidates who can’t join in-person we work on a case by case basis as we schedule their ModuleZero.
We are very selective during on-boarding new candidates but you won’t owe us anything if you didn’t land a job. Please read our Agreement for details.