What to expect from our graduates
CodeWeekend graduates have done weeks to months of live instruction with active mentorship. They’ve shipped real projects to production. They’ve written and reviewed code, worked in cohort with the kind of structured collaboration that mirrors a real engineering team, and they’ve cleared a deliberately selective application process.
What they typically have:
- Strong fundamentals — they understand modern web development at the level it’s actually used in industry, not at the level of a generic online course.
- Real project work — learners build portfolio pieces during the program, including a capstone presented at Demo Day.
- Communication skills — they’ve been operating in cohort for the length of the program. They know how to ask a good question. They know how to explain what they tried.
- A growth orientation — by definition. They got here through a lot of work.
What they typically don’t have:
- Years of production debugging experience. They’ll learn this on the job — that’s normal for any junior or mid-level role.
- Deep familiarity with one specific framework you’ve standardized on. Plan for a 4–6 week ramp on framework specifics. The fundamentals transfer; the API surface area takes time.
How the introduction works
If you’re hiring junior or mid-level developers and would like to be introduced to current CodeWeekend graduates:
- Tell us who you’re looking for. Role, location/remote, languages or frameworks, level. Email us using the link below.
- We send candidate intros within ~10 business days. Each intro is a one-pager with their resume, two of their best projects, and a one-paragraph “why this candidate” note from us.
- You take it from there. We don’t take placement fees. We don’t take a cut of salary. The introductions are free; we just want our graduates working at good companies.
What we ask of hiring partners
- Pay fairly. Our graduates are not interns and not unpaid laborers. Junior developer market rates apply.
- Tell us when you hire. It helps us track our placement outcomes and tells us which graduates are doing well.
- Be open to giving feedback if a candidate doesn’t make it. Even if you don’t hire someone, a paragraph of “here’s what would have made me say yes” goes back to the candidate (anonymized) and helps them grow.
Get started
Email hiring@codeweekend.net with what you’re looking for. A short note is fine — we’ll come back with questions.