Transcripts Including Tag: IT

Description: Careers :: Information Technology

These are the transcripts that include the tag IT.

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015: Justin Root of Good Justin - Root of Good You know my my 15 year old knowledge of those was you go to the financial aid office and get a book and look through it. I'm sure today there's just a ton of sites out there where you can search and I've seen them I just can't come up off my head. But I'm sure there's Internet sites out there. You just find places that they list all these scholarships and then you know if your parents worked in finance or scholarships if you're if you work for a local credit union or bank at a local credit union they have scholarships. Your local city may ask our ships your high school may have some. Your county may have some that the universities themselves have just tons and tons of scholarships. Make sure your name is in the hat. Where are those scholarships. Talk to people in your in your department. You know if you're in the engineering department civil engineering mechanical engineering whatever participate in those professional societies. That's the way I got several scholarships was the the Transportation Engineering Society at my college. They had you know that was one of those they had they had five scholarships and only four people applied to them. So I got two scholarships one year to $2000 just for fill out a form. And it's surprising how much money is out there and how little people actually care to go after it. But but it's out there especially in the engineering the engineering tech fields. Seems like there's floating in money.
015: Justin Root of Good Justin - Root of Good I don't know. I mean I I think so I think it makes sense to plan for it and put you know plan on it as as a reality. It takes so long to make these big societal shifts away from you know bricks and mortar classrooms and a four year degree to us as bachelors or you know get a master's after that. I think that's that's what employers are still looking for. For the most part and I know some you know some are elite tech employers might go based on qualifications or tests or challenges and say you know do this and then who ever solves this in the most elite manner. You get a job offer. I think those kind of jobs are very few and far between especially right out of you know at the entry level position. So I think I think that college degree is still a magical piece of paper that gets you into the door of a whole lot of employers that will pay you somewhere between 40 and 60000 per year starting out. So so to try to go through life without a college degree it's certainly possible but you really have to hustle to do it. So I mean my plan now you know looking out six seven years out for my own kids is 100 percent. You know encourage them to go to college assuming it makes sense for where they're at. You know scholastically academically and assuming college is not way more expensive than it is today right now.
023: Career Hacking ESI Part 1 ESI Money So you start at 50. You have an extra 1.4 million. And this is just the difference in the earnings. This doesn't include Hey what if I took that difference and I invested it and it grew and compound it over 10 15 20 years. It doesn't include any of that. This is just a salary difference. You know it adds up to big money. So there are some ways that you can do that. Obviously a lot of people and the FI community do the first option which is they select a major or a job field where the salaries tend to be higher. So business, engineering, computer technology, medicine you know you're going to go into any of those fields you're going to make you're going to start at more than $35000 a year for sure. Probably you start more than $50000 so you're going to start at a pretty good level. Second thing let's say you don't pick one of those you want to negotiate the best starting salary that you possibly can. So when when a company offers you a job that's just the first offer you now have an opportunity to go you know I love everything you're doing. I think I can really contribute here. But instead of 35 I'm looking more like 37 38 and you work on that because what's going to happen is your future raises are all going to be based off that initial starting number. So you want that starting number to be as high as it possibly can be. And then the third thing is you're going to add on an extra degree. That's what I did. So I had an undergraduate degree that looked like I was going to earn. I graduated back in the stone age right. So back in the mid-80s. So I was going to make about 18 to $20000 with my undergraduate degree and I was like No I don't want to do that. I want to make more money. So I took two years. I got an MBA. I didn't pay anything for it because I got a staff assistantship or the college basically paid for my tuition in exchange for me working every weekend and I ended up with a $40000 starting salary so I basically doubled my salary in two years. So that's another way that a big leap can be made to get a starting salary higher than what you might expect otherwise.
024R: The Friday Roundup Ken - (voicemail contributor) Hi guys. This is Ken I put together some bullet points on hacking the Es p p E s p p means employee stock purchase plan and it's a program that a lot of large publicly traded companies have created as an added benefit to their employees. A lot of employees do not know about this benefit. It's a good way to get a guaranteed average return of 10 to 15 percent on extra after tax money. We all know the cardinal rule of not passing on free money such as minimum retirement contributions that get matched by your employer and tax free contributions to retirement or health care spending accounts that reduce your taxable income. The ESPP is another little known benefit where your employer is giving you free money. That's a little hard for me to find the specific benefits offered by the big companies online but from what I was able to dig up on the Internet some of the biggest and best employers such as Big retail and big tech for on average a 10 to 15 percent discount on their stock to qualifying employees. The holding investment and selling period for your stock averages between three and six months. This is the time you have to hold the stock before you can sell the stock. The average maximum from what I could find online is around $20000 per calendar year. You can either put in orders of lump sums or use paycheck deductions you have to call your H.R. or retirement department to find out more. In my scenario that I've put together here first up I leave a voicemail to the stock department at my company before 12:00 a.m. to put in my order for stock to purchase that day's closing price. I quickly mailed them a check for that amount. It was a 90 day holding period that I have to wait till I can do whatever I want with that stock. I sell the stock and transfer the money into my bank account. And lastly if my maximum yearly contribution is $25000 per year then I can come close to this by rolling eight thousand dollars through the process three times or $6000. Four times it's flexible. And so far I have beaten the 10 percent mark. Thank you Jonathan and Brad for your service to the FI community and let me know what you think.
044: Brandon Pearce Into the Wind Brandon Pearce Yeah I can give a really quick version just by saying that back in 2003 I was working in a call center doing Internet tech support dial up Internet tech support and teaching piano lessons on the side and going to college and the weekends and life was busy. And I was studying computer programming. I'd been programming since I was a kid but I decided that's kind of the career path I wanted to go down. But as I started looking at what was going on around me like my father in law lost his job in the I.T. world and I just saw that there's no such thing as job security. When you work for somebody else and that really hit me and I realized that I wanted to have more control over my financial future for my family. And so I started developing this program to help me keep track of my piano students. It's called Music teachers helper. I didn't call it that then it was just something for me. But I thought about the possibility of turning that into a business and seeing if we could make that into anything that could support us financially. And so I put a lot of thought and effort and time and energy into creating that. And over several years it slowly grew into something that was able to support us allowed me to quit my job. And since then we've been traveling the world now for eight years been to 36 countries as a family and just trying to live life fully now.
074: Ryan Carson Ryan Carson So we are 100 percent online which means we can be massively affordable so we have a product called the tech degree which is an online bootcamp. So it takes about nine months. You learn one hour a day. Usually you know when your kids are sleeping or on your lunch break because we're all busy and we all have jobs. And it it only costs 200 bucks a month. So instead of you know that 10 to 15 to 20 thousand dollars of a boot camp or the 50 to 100 thousand dollars of a computer science degree you can get through our tech degree in nine months for about 1800 bucks. you pay monthly. You can pause. You can cancel. there's no contract. I think it's the future of education and I'm so excited that people are using it to change their lives and reskill. I love it.
074: Ryan Carson Ryan Carson You bet. And I'll go even higher and talk about apprenticeship and in just in any tech job period and then I'll zoom into to code a little bit so here's what's happening. You know I'm 40 now. Anyone that's coming up in tech or already has a job in tech actually got that job by building things; building projects, you know learning marketing, learning sales, and then they build projects and then I got a job and then got a raise and then you know moved to another company and then got another raise. So we've actually all built our skills like trades people, because the skills change so often you can't learn them in a four year degree because they go out of date too fast. So what's happening is that people are entering the industry by building basic projects and this is where we'll talk about coding so in our tech degree you build 12 projects that are real world projects that you can then actually take to an employer and say Look what I built not not where I went to school or or not where I'm from but look what I built. And this is exactly like a carpenter or an electrician or a florist who can say hey look I built this deck you know I built this house. I created these flower arrangements. People don't care where you learned how to do that. They just look at what you did. And if you're a nice person. So a apprentiship works perfectly for that and the specific way that we're creating apprenticeships now is through a program that we're going to launch on Monday. It will be live by the time this podcast comes out. It's called Talent path and talent path is a specific apprenticeship program for tech and it's really straightforward. We partner with the boys and girls club and the Boys and Girls Club gives the good news. Hey there are amazing jobs in tech for you. Tech companies want to invest in you. All you have to do is put up your hand and try coding and if you like it then you go into the program. And then on the other end we have an employer MailChimp just installed telepath. And at the end of this nine month journey MailChimp hires them as apprentices. They get mentors for three months through that apprenticeship. There's a very specific apprenticeship playbook so that that's successful because you can't just throw someone into a company and hope they survive. At the end of that three months then they graduate to a salaried position of at least fifty five thousand dollars a year. That's without a college degree. That's without any experience and this is possible today. Now regardless of if you know it's treehouse or towel path or coding I want everyone listening to start to consider the idea that every job they or their kids want to get in the future is actually some sort of technical trade skill. You know it's learning a tool. it's learning a method. it's building a project. and you're going to learn that probably online for a massively affordable price versus going to college. and then you're going to apply for jobs and show your projects and that's how you're going to get in, without student debt. So I'm really excited about this idea of apprenticeships coming back because it's how humans got jobs for thousands and thousands of years until we started all going to college.
074: Ryan Carson Ryan Carson So if you take a good old fashioned high quality company likeG.E. you're right they can't recruit talent away from Google. They can't win the talent war and they won't win the talent war so every time you know a computer scientist pops out of Stanford they immediately get gobbled up by Apple Facebook Amazon Google et cetera. So they can't get those folks. That's going to stop them. And then when they try to recruit new developers all those developers are being recruited by the sexy companies so they can't win that either. If they have any developers at the company now they're going to get recruited away by those companies. So they're going to get crushed. And every CTO andV.P. of engineering and I've talked to is terrified of this that deep down they know they can't win the talent war and what are they going to do about it. And so we come in and say hey you don't actually have to fight that battle at all. You actually have to go to a totally different battlefield and you can actually create your own talent. This is where apprenticeship comes in if you actually have a little bit longer of a timeline you know hey I'm going to create talent over a year instead of I need to hire someone. Today you actually can create a talent pipeline that sustainable. And here's how it works. You have apprentices come in they get mentored by yours by your senior level folks and those senior level folks actually stay a little bit longer because they're meeting their human need of helping another human right. So they have all this knowledge. They're really smart but they can't give that to anybody which is frustrating. But now they have someone they can mentor they have an apprentice and they can actually pass that knowledge on. So the average length of stay in a tech company now for developers ten point eight months believe or not. And so someone comes in a month one and they're gone by ten point eight. But this idea that person mentoring allows them to extend that stay they're probably going to I mean that's be conservative and say they stay an extra four months. Well that's a 40 percent uplift on retention. So that's a win. And the thing about cycles so that person is mentoring that Apprentice then that Apprentice eventually becomes a senior and then they mentor the next Apprentice and so they're pulling each other up the ladder and staying at the company longer. That's how companies that aren't going to win the talent war can continue to succeed. And it's just so much fun. That's basically what we help companies do.
074: Ryan Carson Ryan Carson You bet. So let's talk about carpentry. If you're trying to hire a carpenter what would you do. Well you would look at their work. So you know Carpenter a is brand new and they show you a little stool they built you know it's kind of rough. It's not quite straight it looks concerning. You know you're not going to sit on it. It's pretty clear this person isn't quite where I need him to be. And then you have a carpenter show you a house they built. It's pretty clear OK this person has skills do the job. Going hire you know the second Carpenter programming is very similar. So you basically show people your work as you mentioned all your work is on a site like git hub. Usually it's a site where you put your code in so you can actually see people's work. And it's really clear if they have enough knowledge to do the job and the work and then you just have to check their people skills. OK. Are they good at working with the team. They seem friendly they seem proactive. And that's pretty much it. You know as a technical school we have a very long list of very technical things and technical words that we know our students are going to learn when they come out of our tech degree and we can guarantee that they know them because all the projects are checked and graded and then we have a final proctored exam that you just can't pass unless you are at a certain level. So it's actually more straight forward than you think.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS Jonathan Mendonsa All right let me go on stage for you guys today on the show we're talking with J. from the fire drill podcast and it's criminal to try to shorten all this but let me just give you the short and sweet. TheT.L.D.R. J. has moved to three states in the past three years in the pursuit of financial independence. Career hacking like a pro taking your income from 33 K to well over 100K and then double that within five years through mercenary salary negotiation which she likes to say she won three out of four times. This is going to be an incredibly actionable episode. We're going to dive into how a female is able to graduate with a poly Sci degree and then somehow leverage that into the highly competitive tech world through the art of career hacking and to help me with this I have my co-host Brad. Here with me today how are you doing buddy.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS Jonathan Mendonsa Well talk us through your strategy here so your year graduating you know you're a senior in college you're graduating and you chose poly as a major but I know that right now you're working in tech industry so what's the thought process here are you going to or are you going to change the world through liberal arts. What's the plan.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS Jonathan Mendonsa So all of this is a factor and I think our audience listen this is a pretty good idea of what initially may have looked like a real setback going from 40 down to nine dollars an hour backup to 33. You know that's a jungle gym. Well some people would initially say I'm not really moving in the right direction there. But I think now as we start to see some of these accomplishments very quickly your perspective changes and you're like wow this is really starting to come together. But how do you go from where you are now to the tech industry what seek sequence of events gets us there.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS Brad Barrett So were you getting background info on financial services generally or was this really just like the tech aspects of that particular company in your profession.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS J - Millennial Boss There's definitely a more streamlined way. So I mentioned what helped me is that I had experience through the startup. Also I got my master's online. I paid for it through employer reimbursement which was a great perk of working where I worked but now I would do a totally differently after working in tech. There are hackathon. I actually just went to a hackathon hosted at Facebook last weekend and that can be a great way for someone who wants to get into tech to get tech experience. For example at a hackathon you you get go into teams and you work the whole weekend to build a project and let's say that you're someone that has a skill set in a certain area or you're just starting to learn like Python for example but you don't have mobile development skills if you go to a hackathon you can get the whole team there you can get someone who can do mobile stuff you can get someone who can do the UXO you can get a project manager who puts it all together and you can actually come up with a finished result that you can put on your resume and walk away from that experience with. And when I talk to the other people who were at the hackathon that's the reason they were doing it because they wanted experience to put in their resume and ultimately get into one of these companies.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS J - Millennial Boss Sure. And this is kind of a controversial topic in tech especially given the Google manifesto thing that was sent out. And I have a lot of formed opinions on it. Does being a woman in tech but there are opportunities for women for people who identify as LGBTQ for for people who are Asian or black or any other type of affinity group to sort of network and form up with other people who identify in that affinity group or are allies of that affinity group to get access to opportunities that they wouldn't otherwise have access to. Now whenever I say something like that usually one of my guy friends is like how come I can't have that. It's like well because you get that every other day like every other group is a men's group. OK. So let us do that as well. But you know if you are someone who can identify in one of those affinity groups this is a way that you can kind of break through some of the barriers that you may see for yourself in an industry like technology where it's very difficult to get ahead.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS J - Millennial Boss Well part of it. I didn't have that high salary for very long necessarily. I mean I got this great job and then this is all in a matter of just a few years so I had maybe had it for a year or something. I got the car so the car payment the car payment was three hundred eighty seven dollars a month but I determined that it cost me about 700 dollars technically when you consider how much I drove there when you consider registration fees and insurance and all that. So selling my car even though I took a huge hit on it when I sold it because having a car for 15 months I mean it depreciates like crazy. It just kind of stopped the bleed there and then we rented out our house. We tried to sell it but we ended up renting it out. And then we moved into a smaller apartment. I switched to a different job I was working at a financial services company and I started working at a tech company and with tech especially living in Silicon Valley. If you move to the Mecca of tech they will reward you very well financially there and I was ahead in Silicon Valley. Truthfully we didn't stay there very long because it just wasn't the right fit for us. It was extremely hard to move from Colorado which is the most amazing state on the planet. I mean we love living there to the heart of it all. In California I mean it was great from a tech perspective and a career perspective but you know squished into his little apartment we were paying something crazy like twenty six hundred dollars a month to live there. And it was very hard.
088: Career Hacking the Tech Industry with MILLENNIAL BOSS J - Millennial Boss The first thing. When I was looking for a job I wanted a job at a tech company that had flexibility. One thing that I've noticed from working at a more traditional Fortune 500 company to a tech company. The tech companies I worked at were a little bit more flexible so the hours while not every place is like this. It's not quite an 8 to 5 30 or 86 the same way the other companies will be. So what that means is if you want to come in at nine thirty one day because you want to go to the gym in the morning or at 2:00 you don't feel very productive at your desk you can pick up your computer and go to another part on campus and do work for an hour and a half. Nobody is watching you. And that was a huge thing for me. I didn't want to have the type of job where you know the person sitting next to you is judging you like where did you just go for the last hour or something like that. And I think people who are in jobs like that can totally relate it's just it just the worse we're all trying to do the best job we can at our day job and the extra pressure of feeling like you're being watched is something that I did not like. So what I've noticed is that some companies have a lot more flexibility with that. And as long as you're productive and you're your results driven and you get the job done then they will allow you to have some more flexibility with office presence at least.

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