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So You Wanna Be In Tech? with Jorge Salas
19:52 with TreehouseJorge discusses their personal experience hiring & working with self-taught folx & bootcamp grads, and how they were able to thrive in tech roles.
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[MUSIC]
0:00
Good morning, everyone,
I'm Toni Josato, chief learning and
0:03
operations officer here at Treehouse.
0:07
And that was wonderful,
wonderful information, thank you, Tomi.
0:09
Our next speaker, Jorge Salas,
is a senior engineering manager and
0:13
leader in technology and currently works
at the Federal Home Loan Bank of Chicago.
0:18
Jorge is devoted to building, growing,
and retaining engineering talent.
0:24
He has hired passionate people
that are self-taught and
0:29
that have come from tech
bootcamps onto his teams.
0:33
He has his Bachelors of Science
in Computer Science degree from
0:37
the University of Illinois in
Chicago College of Engineering.
0:42
Please welcome Jorge.
0:46
>> Hello, everyone, good morning.
0:49
Sorry about the technical difficulties,
I think we're good to go now.
0:51
Again, my name is Jorge Salas,
thank you again for Treehouse.
0:55
And today's session's called So
You Wanna Be In Tech?
0:58
So most of you are here embarking on
your new tech career journey, and
1:03
that's where most of
the content will focus.
1:07
However, there are some
tidbits in there for
1:11
folks that are not entry level as well,
so settle in.
1:15
The outline is as follows,
1:19
I'll start with a little bit of my
intro and my journey into tech.
1:21
Then spend most of my time on the next few
slides talking about people's stories,
1:26
people that I've hired, met, and
1:31
worked with that have come from bootcamps
or other non-traditional routes.
1:33
I'll share their common success points,
and hopefully they can work for you.
1:37
Then I'll get into some of a real
topic that kinda creeps up a lot for
1:41
most people, self-doubts and, aka,
imposter syndrome and how to manage it.
1:46
Then we'll start to close it out
with sharing my experience of how to
1:51
take your career to the next level.
1:56
You're in tech, now what,
how do you navigate that trajectory.
1:58
Then I'll share what reasons why I'm
doing this and doing my part, and
2:03
then I'll open it up for questions.
2:08
All right, my journey, and it begins
with my folks immigrating from Mexico.
2:10
And so I was born and
raised in Chicago on the northwest side.
2:16
So at the time,
there weren't many people of color.
2:20
I was usually the only one or one of
a couple in my neighborhoods or school.
2:23
So from a very early age,
that was very ingrained in my mind.
2:27
And I can remember my dad saying,
you can't speak Spanish to me, and
2:31
I was like, okay.
2:36
So I was very early on just trying to
navigate that acclimation journey,
2:37
as you could call it.
2:42
Then when it came down to figuring, okay,
what do I want to do with my career,
2:43
they said, well,
computers are gonna be the next thing?
2:48
Well, it sounds a little cliche,
but in retrospect they were right.
2:52
So I was very lucky to
graduate at the right time and
2:55
hit the industry at the right peak with
a computer science degree from from UIC.
2:58
So I started doing Java Web development
on the front end, then made my way back.
3:04
I learned a lot from a lot of talented
software engineers and developers and
3:10
architects.
3:14
Then I went on to start my own company,
3:15
where I co-founded a software consultancy
that allowed me to deepen my skills, and
3:17
not just in one area but multiple sectors,
finance, health care, retail.
3:23
So I was very, very fortunate to have
that consultant mindset early on and
3:28
self-sufficiency and
marketing myself in the best light.
3:34
Then I took a full-time role at a Fortune
500 company, the Northern Trust, and
3:39
that's where I first
started managing people.
3:43
Since then, I've been managing people
in a senior manager-director capacity,
3:45
full stack developers,
architects, Scrum masters, etc.
3:50
And in the last year or two,
I've also dabbled with some [INAUDIBLE].
3:54
People's stories, we'll start with Jen.
3:59
I hired Jen at my last company, at NORC,
and she came from the CWR Coding Bootcamp.
4:02
When she came on,
she specialized in JavaScript front end.
4:09
And she later learned the back end and
4:13
helped other developers
support our applications.
4:15
Chris, who I also met at NORC,
my previous company,
4:18
came to us from DataCamp and
from a different part of the company.
4:22
And he expressed interest in helping
us with some Python development.
4:27
Lupe I met at a networking event,
and she came from Springboard,
4:30
where she transitioned her
traditional design in architecture,
4:35
building homes, not software,
into a UI/UX role.
4:39
Where she now works for a medical company
designing really cool interfaces to help
4:43
patients connect to service providers
that are remote because of COVID.
4:47
And then finally Colie and David
are in my current team at my company.
4:52
And they came from a company rotational
program where individuals spend about six
4:56
months or so at different parts of
the company and realize if they like it,
5:01
they want to stay, and they can.
5:05
So Colie and David decided to stay
in tech and application development.
5:07
So as you can see,
there are a lot of bootcamps.
5:11
In addition to Treehouse,
there's three right here in the slide.
5:13
How do you figure out which one?
5:16
Course Report is a really cool website
where it lists all the bootcamps,
5:17
ranks them, pros and cons,
and gives you little tidbit
5:23
information on what they do out
of post-bootcamp experience.
5:27
And I pulled this data, they have a lot
of data on their website, and it's really
5:33
filtered by data science, full stack,
UI/UX, whatever discipline or specialty.
5:38
This is from the full stack section, and
the average bootcamp cost is about 14k for
5:43
between three to six months and
average starting salary is 65k.
5:49
So it's pretty good, it's pretty
compelling if you look at that data point.
5:53
Now, there are common success points.
5:59
Keep being you, just because you're
going into a new career doesn't
6:00
mean that you forget everything,
[INAUDIBLE] a little common sense.
6:05
But problem solving skills, if you
have an eye for detail or interfaces,
6:10
that's going to apply here.
6:14
And most people can fit a job description,
but you get hired for who you are and
6:16
how you're most able to match
with the team and the culture.
6:21
And realize if you have that expectation
that your the first opportunity is going
6:25
to be tough,
you're gonna have a better experience.
6:29
And hopefully some of these tips
will help you navigate your journey.
6:33
At this time, I do recommend a mentor.
6:38
It doesn't have to be super formal, it
could be a friend, a sibling, someone that
6:40
has gone through a similar journey, or
someone whose advice that you trust.
6:44
I found that very helpful for
me personally when I was
6:48
in my mid-level career, and
even now mentors are very important.
6:51
Holistic bootcamps, back to the bootcamps,
6:55
we spoke about portfolio
actually in the session before.
6:57
Portfolios are so important,
it shows and demonstrates and
7:00
tells the story of
the skills that you learned.
7:04
And it's a very powerful statement when
it's in front of the potential employer.
7:06
Next, a lot of the bootcamps
also help you with your resume.
7:12
If you're an entry-level, it's your
first time, no more than one page, and
7:16
you have to make that information pop.
7:19
Once it gets past the automation, your
resume gets past the automation steps,
7:22
it takes a human bot seven
seconds on average to look at it.
7:26
So one page, make the really good
information pop in front and center.
7:30
And interview tips,
if you haven't been in tech,
7:35
a tech interview can be very daunting.
7:38
However, with enough practice and
awareness of what questions to expect,
7:40
you tend to get pretty good at it,
and the more practice the better.
7:45
And network, network more and
with everyone.
7:49
I heard it earlier, I think most jobs,
7:51
I think 80% of jobs are gotten
through your networking experience.
7:54
But two tips, number one, ask if
someone is available for networking.
7:58
And number two, do not ask for
a job or a job lead.
8:02
Instead, ask how you can help them,
tell them what you're doing,
8:04
tell them what you're working on and
how you can help them.
8:08
That's a much more
open-ended conversation and
8:11
more likely to lead to
something else down the road.
8:13
And now I'll share a little short
story kinda tying all this together.
8:17
So if you remember Chris
from the previous slide,
8:20
he shared how he got his job at NORC.
8:22
He was an Uber driver before that, and
8:24
an Uber passenger happened
to be an NORC executive.
8:27
So he was talking to him,
networking, about his interests,
8:30
his educational background,
his passion for tech.
8:34
That lead to information exchanged and
he was later contacted for an interview.
8:38
So Chris had enough time
to learn R in DataCamp and
8:43
other tasks that was in
the job description.
8:47
And even did a little PLC that he took
to the interview based on what he
8:50
surmised what's going on with the project.
8:54
So sure, obviously he got the job,
and if I were the hiring manager,
8:57
I'd be hard pressed not
to hire him as well.
9:01
So that kinda ties in the networking,
the portfolio,
9:03
the powerful story that your work,
if you can show your work,
9:07
it's very, very positive in
a potential employment situation.
9:12
Having said that, I think a lot
of us have had these thoughts,
9:17
whether we're in an interview or
in a big meeting, and it's real.
9:23
And up to 70% of the population
experiences this.
9:29
And to be honest, I think it's
heightened for people of color and
9:32
people changing careers.
9:35
Because if you're going into tech and not
many people look like you, there's that.
9:36
And then when you're changing careers and
you don't necessarily come from that
9:40
university that specializes
in engineering or whatnot,
9:44
there could be a little
bit of doubt going in.
9:48
So it's very real, and my experience,
it never really goes away, but
9:50
you can manage it.
9:54
And this sub-webinar
that I have right here,
9:55
if you google overcoming imposter
syndrome by Indeed, you'll find it.
9:59
And I'll share some really good
pieces of information that worked for
10:05
the presenter and also for myself.
10:09
So number one, validate that feeling,
validate that imposter syndrome feeling.
10:11
And realize that it's there for
the moment, but
10:16
it's not gonna be there forever.
10:19
Track it, if you don't already do so,
start a journal,
10:20
track who was there,
what was going on, when did it happen.
10:24
Then you start to see a pattern
of when these things happen.
10:28
Therefore, if you do have that pattern,
you can plan and
10:31
do some coping actions to help
you manage the imposter syndrome.
10:34
I'll share three things related to coping,
number one, I have a comfort object.
10:38
I have a little squeezy bottle that I
squeeze when I'm getting these feelings or
10:43
just when I'm fidgeting.
10:48
Other people have mantras that
they recite to themselves, or
10:50
they have Post-it Notes
with positive affirmations.
10:53
And the last thing I'll share is
a group of people that you trust,
10:56
you can text or email and tell them.
11:01
Just the act of sharing that you're
feeling like you're going down the rabbit
11:03
hole, super helpful to
unload that off you.
11:07
And then sometimes you get this really
good experience of what they've gone
11:09
through and maybe help you.
11:14
And then when you do this, this is a lot
of work, there's no kidding with that.
11:16
So reward yourself, treat yourself
to that special dessert or drink or
11:22
favorite meal when you do this,
this is a lot of work.
11:26
And as you'll see, I would also recommend
that you start creating a brag book or
11:30
a list of accomplishments.
11:34
And in general, I think this is
a good practice, on the daily and
11:36
weekly we do some really good things.
11:40
Jot them down so that when it comes
to performance reviews or you wanna
11:43
make that job switch, you have all this
information here at your fingertips.
11:47
Now I'll go into some thinking and
speaking changing.
11:53
So instead of thinking,
I should not let anyone down, say,
11:58
I'd like to help out as much as I can.
12:02
And instead of saying, I actually have
a question, say, I have a question.
12:05
Less is more, and
it comes off more confident.
12:08
And instead of thinking or saying, I'm
no expert, but I think we should do X so
12:11
that Y, there's no need to caveat
yourself as an expert or not.
12:16
You're only making a comment or
asking a question.
12:20
Just say, we should do X so
that Y, period.
12:23
And then start shifting from,
I am not good at this, and
12:27
start saying more I feel statements,
I feel like I'm not good at this.
12:30
So keeping with the mindset
that it's only temporary,
12:33
it's not going to be there forever.
12:36
So you're in tech,
now what, well, congrats.
12:41
To me, I like to think there is no finish
line, so you keep learning, keep growing.
12:43
Number one, I recommend that you
specialize in your strength.
12:48
So we talk about the T shape,
getting a specialty, whether it's UI/UX,
12:52
architecture, whatever you
decide is your specialty or
12:57
what you graduated from bootcamp in.
13:00
Company-wide opportunities are important,
don't just do that in your team or
13:03
in your department.
13:07
Go outside your team, network with
other departments, volunteer for
13:08
presentations or lunch-and-learn sessions.
13:13
If your name is out there tied with
your accomplishments, that's gonna
13:16
bode well come performance review time or
if you wanna make that job switch.
13:20
Just keep that in mind, get your name out
there, it's gonna be very valuable later.
13:25
Two, become proficient in other areas, so
13:30
now we're talking about this part
of the T where you go in there,
13:34
for example,
Jen started in JavaScript and front end.
13:40
And where you want to move on and
make sure that you're specializing
13:45
in your strength but
also be proficient across other ones.
13:51
She's now taking a course in data
structures and algorithms where she's
13:56
going to learn some of the stuff that
she didn't pick up in her bootcamp.
14:01
And then keep learning.
14:05
In my experience, every company that I've
been at has had training budgets of 1 to
14:07
$2,000 per person per year.
14:11
So whether it's books, conferences,
summits, take advantage of them.
14:13
And at this time,
get a formal mentor in your company.
14:18
It doesn't necessarily have to be
in your work hierarchy, but someone
14:20
that knows the landscape and knows how to
navigate it, and/or a board of advisors.
14:24
This came in really handy to me earlier
this year in terms of how to navigate that
14:28
job change, salary, options, and
things like that, it's very helpful.
14:33
I hope that helps you, so
I highly recommend that.
14:37
Lastly, doing my part, so I think I look
like most of you, I did it, you can do it.
14:40
Today the population in Chicago
is 60% people of color,
14:45
30% black, 30% Latinx.
14:50
But that's not represented in tech, and
less so in management and leadership.
14:53
If we look ahead 20 years,
in this country, in the year 2040,
14:57
people of color will be the majority.
15:01
So that's why I'd like to align
with initiatives like Code 2040,
15:03
whose vision and
purpose resonates with me.
15:07
And it's creating an innovation
economy where black and
15:09
Latinx people are contributing at all
levels, in all roles at a proportional
15:13
rate to their demographics in the US,
so it helped me.
15:17
You're already part of this journey,
it helped me diversify tech and
15:21
[INAUDIBLE] it up.
15:24
Thank you, and right now I guess
we'll open it up for questions.
15:25
I'll look here at my other device for
questions.
15:31
Okay, the first one,
I'm undertaking bootcamps,
15:37
I'm hoping to get a junior Web
developer role in the UK next year.
15:40
The idea of finding a junior role
seems daunting, any tips or advice?
15:45
I will be building a portfolio soon,
I have a great support system, I journal,
15:50
and the rest.
15:55
Is there anything else
I can do to prepare me?
15:55
How does one find a mentor, And
15:58
how many items should I
have in my portfolio?
16:04
How do you recommend
networking in COVID times?
16:07
All awesome questions.
16:09
Well, I think, starting from the back,
16:10
how do you recommend
networking in COVID times?
16:13
Everything is online now, even this
presentation right now, Treehouse.
16:16
Treehouse probably has the chat sessions,
there's networking sessions on the left,
16:21
I believe.
16:25
And also, I'm also reading, coordinating
with Liz from Treehouse on Slack.
16:26
I found Slack to be very rich in
terms of channels and expertise?
16:32
I'm currently on the Techqueria,
Slack, and that's where I met Liz,
16:35
that's how I connected
to this presentation.
16:40
So I think that's one, that's where I
would recommend to start networking.
16:44
In terms of the mentor,
I believe Jen shared with me that it was
16:49
her older brother that kinda
recognized that knack detail.
16:53
So really, especially in the beginning,
it could be anyone,
16:58
it could be a family member,
a trusted friend.
17:01
Also, on the Slack channels themselves,
there are people that
17:04
join a specific channel to be a mentor or
are looking for mentors.
17:09
So you can ask questions there, and
17:14
hopefully someone will
pick you up on that.
17:16
I found LinkedIn to be
also a very good resource.
17:20
Medium.com is the website that
I get daily digests from.
17:24
There's very good sections on there
in terms of not just tech but
17:27
a little bit on the networking as well.
17:31
Let's see, the other ones,
17:37
do you think post-COVID the UI/UX industry
will change to more remote roles?
17:39
I think so, I think so,
and that's interesting.
17:48
Who knows what's going to happen
next year with the vaccine,
17:52
etc., and then hopefully after
spring how things will look?
17:56
I think, to be honest, I think somethings
are here to stay in regards to COVID.
17:59
I think remote is going to be more
the norm rather than one day a week.
18:04
It might be most of
the time someone's remote.
18:09
And maybe there is a coordinated
schedule where people,
18:13
we all need to do all staff or
company meetings, things like that.
18:16
I think it'll be hybrid going forward,
those are my thoughts and
18:20
what I'm seeing and
percolating in my company.
18:24
As we begin to think how do we get
people back, first self-select and
18:28
then people eventually,
maybe it might be some hybrid model.
18:32
How well are your teams working
together in the remote world,
18:37
what softwares are you using?
18:42
Wow, yeah, I on-boarded,
this is new for me as well,
18:45
I on-boarded at the Federal Home Loan Bank
of Chicago during COVID.
18:50
So I haven't met my manager or
my teammates or peers yet.
18:56
So we use Teams, and
we use Teams to communicate.
19:02
And it's very good, it understands
how to do audio/visual well,
19:07
so I use the phone a lot to communicate.
19:12
I also use a screen if I need
to look at a presentation or
19:15
a spreadsheet being shared.
19:18
Teams, and, Yeah,
basically it's all Teams right now,
19:21
I mean, we wouldn't be communicating,
we wouldn't be doing well without Teams.
19:27
Outside, it would be Slack, but
I think most things are Zoom,
19:32
Teams, Slack, and it's pretty much online.
19:36
So you get proficient with that,
I think that's gonna be helpful,
19:40
even next year when we're out
of this post-COVID phase.
19:45
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