Delaware boosters have long heralded its geographic strengths: Wilmington does feature both urban walkability and plush suburbs, direct train access to D.C., Philadelphia and New York, and a short drive to lingering rural farmland and well-liked beach towns. “They know they can be free agents, so they’re seeing what else is out there for them,” Burton said. That’s influenced what the bootcamp teaches. A steady increase of Zip Code Wilmington alumni have taken remote positions. One reason why Delaware could be such a sudden national leader in remote work could be that mid-career and senior professionals at these and other big firms have found they like working from home. CapitalOne, which has an office downtown, pushed back its opening to November, and some Barclaycard staff have remained office-bound. JPMorgan Chase, which operates a 3,000-person tech center in Wilmington, is leading the way its CEO Jamie Dimon has said he’s “done” with virtual meetings. Meanwhile the finance industry has been most keen on employees returning to the office. Northern Delaware has a large financial services industry, with special focus on the credit card sector and many of the software and security jobs that come with it. LinkedIn dubbed Wilmington “a remote work haven.” Among small cities, that was the third highest rate in the country. This summer, better than one in three Wilmington jobseekers sought remote work. Founded in tiny Delaware’s largest city in 2015, it is one of the country’s longest-running location-specific coding programs. “Being in person is a lot more fun,” said Desa Burton, the executive director of Zip Code Wilmington. All bootcamps were thrust into online learning, and junior hires had far less hands-on mentorship opportunities. The pandemic has shuffled the model for many. They primarily produced entry-level apprentices, many of whom were hired by large companies. Many offered flexible hours and experimented with pricing models, including the rise of income sharing agreements. With a few notable exceptions, the coding bootcamp had largely been an in-person, cohort-based model putting career changers through a 12-week or few-month curriculum informed by direct industry feedback. Soon after, many began addressing a second one: a lack of diversity among the technical workforce. Sign up here to get the next one this Friday.Ĭoding bootcamps started in 2011 to solve one problem: a shortage of technical talent. Below is the latest edition we published. Written by Technically Media CEO Chris Wink, Technical.ly’s Culture Builder newsletter features tips on growing powerful teams and dynamic workplaces.

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