COLLEGE STUDENTS FACED SIGNIFICANT CHALLENGES IN FINDING INTERNSHIPS AND WORK PLACEMENTS.

A LACK OF EXPERIENCE AND LIMITED INTERACTION WITH EMPLOYERS MADE IT DIFFICULT FOR THEM TO BUILD A CAREER IN IT IMMEDIATELY AFTER GRADUATION

EMPLOYERS, ON THE OTHER HAND, OFTEN STRUGGLED TO CONNECT WITH YOUNG TALENTS FOR INTERNSHIP OR JOB OPPORTUNITIES

THE CAREER CENTER BECAME A BRIDGE BETWEEN STUDENTS AND COMPANIES.

IT HELPS STUDENTS ACQUIRE THE NECESSARY SKILLS FOR INTERVIEWS, PREPARES THEM FOR REAL-WORLD PROJECTS, AND ASSISTS IN CREATING ESSENTIAL DOCUMENTS LIKE CVS, COVER LETTERS, AND SOCIAL MEDIA PROFILES.

AS A RESULT, STUDENTS GAIN ACCESS TO INTERNSHIPS AND JOB OPPORTUNITIES, WHILE COMPANIES CONNECT WITH TALENTED YOUNG PROFESSIONALS READY TO START THEIR CAREERS IN IT.

OVER 60% OF STUDENTS SECURED INTERNSHIPS OR PLACEMENTS WITHIN THE FIRST SIX MONTHS OF THE CENTER’S LAUNCH

PARTNERSHIPS WITH LEADING IT COMPANIES EXPANDED THE POOL OF VACANCIES AND INCREASED THE COLLEGE’S VISIBILITY AMONG EMPLOYERS.

DUE TO HEAVY WORKLOADS, SPECIALISTS IN THE COMPANY LACKED THE TIME TO PROPERLY TRAIN INTERNS, OFTEN ADDRESSING THEIR QUERIES AS A SECONDARY PRIORITY.

THIS HINDERED THE ONBOARDING PROCESS, PARTICULARLY IN FAMILIARIZING INTERNS WITH COMPANY PROCESSES AND CULTURE.

THE INTERN SCHOOL STREAMLINED THE ONBOARDING PROCESS FOR NEW EMPLOYEES.

A TEAM OF MENTORS HANDLED IMMERSION INTO COMPANY PROCESSES AND CORPORATE CULTURE, WHILE TASK-SPECIFIC ONBOARDING WAS MANAGED BY TEAM LEADS.

DURING ONBOARDING, INTERNS WORKED ON REAL-WORLD PROJECT TASKS UNDER THE GUIDANCE OF MENTORS TO GAIN HANDS-ON EXPERIENCE. THE PROGRAM EMPHASIZED TOOLS, APPROACHES, COMMUNICATION MECHANISMS, AND THE COMPANY’S CULTURE.

INTERNS BECAME FULLY OPERATIONAL IN 1–1.5 MONTHS COMPARED TO THE PREVIOUS TIMELINE OF UP TO 6 MONTHS BEFORE THE SCHOOL WAS INTRODUCED.

JUNIOR DEVELOPERS OFTEN FACED CAREER GROWTH CHALLENGES, AS THEY HAD LIMITED EXPOSURE TO TASKS LIKE ARCHITECTURAL SOLUTION DEVELOPMENT, TEAM MANAGEMENT, AND PROJECT MANAGEMENT IN THEIR DAILY WORK.

IN COLLABORATION WITH A LEADING IT CORPORATION, WE TRAINED JUNIOR DEVELOPERS TO THINK LIKE CTOS.

THE PROGRAM INCLUDED ARCHITECTURAL SOLUTION DEVELOPMENT, TEAM AND PROJECT MANAGEMENT AND PRACTICAL SESSIONS WITH REAL-WORLD CHALLENGES.

PARTICIPANTS LEARNED TO MAKE STRATEGIC DECISIONS AND COLLABORATE EFFECTIVELY WITH COLLEAGUES.

THE COURSE FOCUSED ON BEST MANAGEMENT PRACTICES, COMMUNICATION METHODS, AND CORPORATE CULTURE. CLOUD TECHNOLOGIES WERE USED FOR BOTH TRAINING AND PROJECT IMPLEMENTATION.

PARTICIPANTS DEVELOPED CRITICAL SKILLS AND CONFIDENCE, ENABLING THEM TO ADAPT TO WORK MORE QUICKLY AND EFFECTIVELY CONTRIBUTE AS TEAM MEMBERS.

THE ACQUIRED SKILLS SUPPORTED THEIR PROFESSIONAL GROWTH AND ADVANCEMENT.

EMPLOYEES WITH LESS IN-DEMAND SPECIALTIES FACED DIFFICULTIES TRANSITIONING TO MORE RELEVANT FIELDS, NEGATIVELY IMPACTING THEIR CAREER GROWTH AND JOB SATISFACTION

AS PART OF A LARGE-SCALE EMPLOYEE RESKILLING PROJECT, WE DEVELOPED A PROGRAM FOCUSED ON TRAINING DATA ENGINEERS AND FRONTEND DEVELOPERS.

THE COURSE INCLUDED THEORETICAL SESSIONS AND PRACTICAL CASE STUDIES TAILORED TO REAL-WORLD CHALLENGES IN THE FINANCIAL TECHNOLOGY.

PARTICIPANTS LEARNED MODERN TOOLS AND APPROACHES FOR DATA PROCESSING AND MASTERED FRONTEND DEVELOPMENT WITH AN EMPHASIS ON USER EXPERIENCE.

THE PROGRAM ALSO EMPHASIZED TEAMWORK, EFFECTIVE COMMUNICATION METHODS, AND BEST DEVELOPMENT PRACTICES TO ENSURE A SMOOTH TRANSITION TO NEW ROLES.

GRADUATES SIGNIFICANTLY ENHANCED THEIR SKILLS AND CONFIDENCE, ENABLING THEM TO SUCCESSFULLY TRANSITION INTO NEW ROLES AND CONTRIBUTE TO PROJECTS

THE KNOWLEDGE GAINED FACILITATED THEIR PROFESSIONAL GROWTH AND INCREASED THEIR VALUE TO THE COMPANY.