Put Your Career Front and Center: Meet Our Upgraded UX Design Immersive

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We’ve evolved our career-changing bootcamp to help get you hired in 2020.

Now more than ever, companies are recognizing the value of user-centered design. According to InVision, 92% of the mature design organizations can draw a straight line from the efforts of their design team to their company’s revenue. 

That’s why we’ve given our User Experience Design Immersive program a full revamp, evolving our tried-and-true curriculum to meet 2020 hiring priorities.

Keeping our programs tightly linked to market demand is at the core of our mission. It’s part of our commitment to ensuring our graduates can secure great jobs using their new skills — and it’s why more than 16,000 Immersive grads in six countries have trusted us to help them launch high-growth careers.

To stay ahead of rapidly changing industry needs, we do our research, working closely with employers, practitioners, and students to make impactful updates that help grads launch new careers. We dive into questions including: 

  • What roles are employers looking to hire? 
  • What skills and tools are required on the job?? 
  • What are broader trends across the industry? 
  • And, most importantly, how can we synthesize all of this to ensure our students have the most relevant, in-demand skills they need to succeed? 

Armed with this knowledge, we invested in expanding this full-time, three-month program in a few significant ways — including the introduction of a new Remote format.

What’s New

1. Two additional weeks of expert-led instruction.

Developed with guidance from our User Experience Design Standards Board — a group of design executives from companies like Tigerspike and WarnerMedia — our upgraded UX bootcamp curriculum is primed for industry relevance.

The now 12-week course now dedicates a full week to user interface and visual design topics, enabling students to build high-fidelity prototypes by Week 4. In addition to touching on hot topics like service design, design operations, and design leadership, we’ve also curated the best material from our global network to provide an expanded library of elective lessons.

2. Sharpened focus on real-world collaboration. 

You can take a crash course in UX to learn the foundations, but what makes new designers employable is how they work with developers, product managers, and business stakeholders to drive impact with design. 

Our upgraded UXDI program offers more opportunities to experience on-the-job realities, including UX/UI handoffs, team presentations, and design critiques. Prepare to work cross-functionally by learning Agile methodologies. Then put them into practice, teaming up with classmates to research and prototype a professional client project in a three-week sprint.

3. A sixth passion project.

Throughout this Immersive, students gain hands-on experience with each step in the UX process, compiling a portfolio that showcases fluency in research synthesis, information architecture, user flows, wireframes, and more.  

For their final solo piece, they have the opportunity to distinguish themselves as designers (and job candidates) by choosing one skill area within the UX discipline to hone — for example user research, visual design, or interaction design. Start in the classroom with expert guidance and polish it post-course to demonstrate continuing growth.

4. Online and in-person Immersive options.

For career-changers who don’t live near a GA campus, have a busy travel schedule, or just want to skip the commute, we’re expanding access to UXDI with a new Remote format.

Offered throughout the United States,* the Remote learning experience mirrors GA’s on-campus offerings but allows you to learn from the comfort of home. Connect with expert instructors, guest speakers, and classmates in our interactive classroom setup, powered by 

Zoom and Slack.

You’ll still get access to the expert instruction, learning resources, and support network that GA is known for. Work individually with your career coach to understand your local job market, find opportunities, and connect with the local UX community.

* Remote courses are not available to non-U.S. or New York state residents at this time.

What Hasn’t Changed

Our proven approach to developing industry-relevant curriculum remains the same: We partner with top employers and practitioners in the field to ensure our offerings are tailored to meet today’s needs. A-list companies like Apple, Google, and Fitbit have all hired UXDI grads.

As with all Immersive course participants, UXDI students receive dedicated support from expert career coaches from their first day of class to their first day on the job. Diving deep into personal brand building, design interview prep, exclusive networking events, portfolio development, job search roadmaps, and more, we’re there at every step of the job hunt with guidance to keep grads motivated and accountable.
Read all about UXDI and its new features and dive deeper by checking out the syllabus here. If you have any questions, feel free to get in touch with us at admissions@ga.co.

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How is The Workforce Changing?

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Putting The Future of Work In a Global Context

Six countries’ skill-building programs and policy initiatives in the age of automation.

Today’s workforce and the workforce of tomorrow is not just changing. It’s undergoing a seismic shift that, according to the McKinsey Global Institute, “is happening ten times faster and at 300 times the scale, or roughly 3,000 times the impact” compared to the Industrial Revolution.

The reality is that professionals grapple with a volatile economy where the shelf-life of skills is shrinking, hybrid jobs are increasing, and fears about automation’s disruptive impact on the job market make headlines every week. In the U.S., despite surging stocks and historic GDP growth, people’s incomes and wages haven’t kept up and income inequality continues to accelerate.

Around the globe, governments and employers alike recognize that areas such as AI and automation are quickly reshaping the global workforce. And the gap between the skills workers have and the skills companies need is growing wider as workers struggle to keep pace with emerging technologies in fast-growing industries.

In my role at General Assembly, I get the opportunity to speak with U.S. policymakers and analysts who grapple with employment and workforce development issues, and formulate solutions to ensure Americans can succeed in the new world of work. In these conversations, examples of education and workforce investment models spearheaded in other cities and countries often come up, and how we might repurpose them. Global training providers like GA are also partnering with organizations to craft upskilling and reskilling programs that arm professionals with cutting-edge skills, and also generate creative sources for talent in an increasingly competitive market.

We know technology is rapidly changing and transforming the global workforce. What’s less clear is how this transformation will take place — and what policymakers, learning and development providers, and business leaders should be doing to prepare for the future in the labor force.

Navigating the Future of Work Through a Global Lens

In our new white paper, which we developed in collaboration with Whiteboard Advisors and features a foreword from former Acting U.S. Secretary of Labor Seth Harris, we uncover a lot of useful insights about how the U.S. and other industrialized nations are navigating these employment and workforce issues. Our study examines the experience and policy initiatives of six countries — Australia, Denmark, France, Germany, Singapore, and Switzerland — and their strategies to improve upskilling, economic mobility, and employability in an evolving, and, at times, turbulent marketplace.

While the U.S. economy and labor market have unique characteristics with a diverse workforce, we discovered there are lessons to be learned from other developed economies pursuing workforce development programs and initiatives.

For example, we examine Australia’s Vocational Education and Training (VET) program, which provides government support toward helping people pursue non-college skills training. Or, consider Germany’s Dual Training System, where companies partner with publicly-funded vocational schools to provide job training.

As American politicians, educators, and business leaders, we must ask ourselves: How can the startling impact of these innovative approaches be applied within a U.S. context and environment? It’s a question industry stakeholders and experts have posed to the General Assembly with increased frequency since we were acquired by The Adecco Group in April 2018. As the largest human capital solutions company in the world, The Adecco Group is an active participant in the highly successful Swiss apprenticeship model, a government-led initiative that provides young Swiss professionals paid apprenticeships designed in partnership with Swiss companies, and that’s recognized around the world as a paradigm for work-based learning.

Putting the Future of Work in a Global Context offers a high-level analysis of these and other examples of skill- and employability-building initiatives in industrialized nations, as well as a few observations:

  • Nobody has it figured out. Even when there are highly sophisticated programs in place that combine the best of the public, private, and social sectors, these programs haven’t always had the desired impact. For example, France’s Personal Training Account (“Compte personnel de formation” or the CPF) enables private and public sector employees to track work hours, which turn into credits for vocational and professional training schemes. On paper, access to training dollars with no strings attached seems like a surefire way to ensure French citizens can consistently upskill and reskill. However, just 6% of French workers took advantage of the training, despite the reality that 64% of that population would like to retrain in different fields or career paths.
  • Exportability is great in theory but tough in practice. Most of these programs are inextricably linked to the highly specific dynamics among labor market actors — companies, unions, and education and training providers — within each country, making it hard to replicate the best ideas elsewhere. Denmark’s “Flexicurity” model has some incredibly compelling features. Workers have greater security through generous government-funded unemployment benefits and education, retraining, and job training opportunities that help them return quickly to the labor market after they lose a job. Employers also win thanks to flexible contracts that allow them to hire and fire at will without incurring excessive costs for dismissing employees. As a result, litigation due to dismissals is rare. It would be difficult to imagine this program functioning in a large, heterogeneous country like the United States, which lacks the same tight alignment between government, employers, and trade unions.
  • There are still many good ideas worth exploring further. That’s not to say there isn’t massive potential in these models, which can inform U.S. domestic education and workforce policy. Given the breadth and variety of American industry, it would be hard to imagine the level of coordination and cohesion, which has made the Vocational and Professional Education and Training System (VPET) such a success story in Switzerland, working stateside. With that said, many of the guiding principles — stackable credentials, designated learning pathways, and funded apprenticeships — could be replicated in the U.S. It’s already happening: the Swiss-American Chamber of Commerce, along with Accenture, delivered an in-depth report in 2017 that demonstrated how various Swiss companies have adapted the VET program, some for more than 10 years, for their U.S. operations.

Today’s increasingly global workplace demands a more nuanced, comprehensive understanding of the different ways governments and industries are addressing and responding to economic mega trends. Our hope is that this paper can begin a conversation about the lessons, ideas, and insights that other countries have to share with U.S. policymakers, employers, and practitioners on how to respond to and anticipate the future of work and education.

Introducing On Demand Learning Paths: First-Class Skill Building Anytime, Anywhere

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With an online community of over 20,000 and growing, we’re helping you take control of when and where you acquire the skills that boost job performance and accelerate your career. 

Introducing our On Demand learning paths — self-led, online programs that enable individuals to easily access bite-sized lessons, downloadable study guides, expert feedback, industry-backed assessments, and much more. With On Demand, learners build in-demand skills in digital marketing, data analysis, user experience (UX) design, and digital mindsets, while learning at their own pace on GA’s device-friendly platform. 

On Demand was designed based on valuable student feedback, and combines the best features from our former Circuit courses — including 1:1 mentor sessions and foundational concepts that drive today’s most influential industries — with skill-building benefits that set learners up for success. We also worked with leading companies and experts to identify the most practical skills needed for highly coveted roles, while providing a seamless online experience for the modern-day learner.

Here’s a breakdown of what’s included in On Demand, and what you can expect when exploring the programs’ dynamic learning paths.

GROW YOUR SKILL SET IN TOP FIELDS ON THE GO 

  1. Accessible on any device, 24/7.
    With On Demand, dive into refreshed content updated with the latest industry research and available on our interactive myGA learning platform. From informative expert-led videos to interactive flashcards to knowledge checks that reinforce key concepts, myGA is user-intuitive and accessible across desktop computers and mobile devices.

  2. Completely self-paced with 12-month access to online content. Build tech skills when you want, where you want over the course of an entire year. Whether you’re a busy professional or lifelong learner who’s constantly on the move, On Demand allows you to access lessons on any device at any time based on your unique schedule. Moreover, you can complete the program within two to three months of starting your learning path, or take as much time as you need to revisit content throughout your access period.

  3. Five 1:1 sessions with expert mentors.
    You don’t have to go it alone. GA’s expert mentors can provide personalized guidance to help you tackle challenging lessons, gather feedback, and keep track of learning goals. For example, meet with industry practitioners to talk through tough concepts, help refine an idea for your portfolio-ready project, or get advice about industry-related topics and trends. Schedule 30-minute private video sessions with an expert mentor at any point throughout the program and at a time that’s most convenient for you.

  4. Free industry-backed skills assessment.
    Developed in partnership with GA’s Standards Boards, the skills assessments included in our On Demand programs enable you to evaluate your skills in the key areas that are required to succeed in fast-growing industries. Discover how your scores stack up against other test takers, identify areas for improvement, and pinpoint proficiencies in core areas.

  5. Full tuition credit toward a part-time or Immersive course.
    On Demand is designed to give you foundational skills in high-growth fields. If you’re looking to take your skill set to the next level, pave the path to a promotion, or prepare for a career change, you can apply the full cost of your On Demand program toward one of GA’s transformative Immersive or flexible part time courses in an equivalent topic.

  6. Team management capabilities for employers.
    Companies looking to train their teams with our On Demand learning path get access to the platform’s unique team management dashboard. Within team management, managers can allocate or reassign licenses to team members, and monitor employee progress in the program. Additional functionality, including the ability to view team members’ assessment scores and learning path progress, is planned for release at the end of 2019.  

BUILD SKILLS IN TODAY’S TOP FIELDS

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Data Analysis On Demand
Make data-driven decisions by applying core techniques like Excel, SQL, and data visualization on the job. Gain skills — including cleaning data, framing questions, visualizing data, and communicating insights — that help solve real business problems.

Digital Marketing On Demand
Craft and launch comprehensive multi-channel brand, acquisition, and retention campaigns that drive effective marketing for the digital age. Explore marketing fundamentals, including segmentation, customer insight, CRM, analytics, and automation. 

User Experience Design On Demand
Create digital products that solve user problems and address business demands. Dive into UX design fundamentals, including user research, prototyping, personas, affinity mapping, and wireframing.

Digital Foundations On Demand
Digital Foundations focuses on increasing digital literacy and advancing teams across organizations. Become well-versed in key topics that drive today’s digital economy, including Agile methodology, customer centricity, growth activation, and data-driven decision-making.

Coming Soon: HTML & CSS On Demand
Build professional, responsive websites using modern HTML and CSS. Advance your skills with forms and responsive email templates, while applying UX design best practices.

Coming Soon: JavaScript On Demand
Create rich, interactive websites with the world’s most popular programming language. Learn new JavaScript ES6 features, code more efficiently with jQuery, and pull data from APIs.

HOW DO I KNOW IF ON DEMAND IS FOR ME?

Looking to learn and apply your new skills quickly, or equip your teams with foundational tools that have an immediate impact on the job? On Demand’s premium, self-led content, accessible and mobile-friendly platform, dedicated mentor support, and industry-leading skills assessments are available to help you get up to speed, and meet your career and business goals without making a huge financial or time commitment. There are no prerequisites — all you need is a thirst for learning! Also, look out for HTML & CSS On Demand and JavaScript On Demand, which are scheduled for release in early 2020. 

Request a program guide to get started. For upskilling teams, request a demo to explore our full suite of corporate training programs. Prefer to speak to someone directly? Contact our Admissions team at onlineadmissions@generalassemb.ly.

6 Challenges for Female Business Leaders

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The business world is no longer just a man’s world. According to 2017 data from the National Association of Women Business Owners (NAWBO), over 11 million U.S. firms are currently owned and operated by women, contributing over 1.7 trillion dollars to the U.S. economy.

Though these numbers speak volumes to the power and determination of the female spirit, they do not tell the whole story. Women-owned firms are still the minority, and women continue to face unequal pay, sexism, and gender barriers in the workplace. From finding professional mentors to achieving work/life balance, overcoming these obstacles can seem daunting — especially in technical and chief executive roles where the representation of women is far lower than men.

As a woman entrepreneur, business leader, and the CEO and founder of the travel company Acanela Expeditions, I am incredibly passionate about female empowerment in the business arena. Throughout my journey, I have faced several roadblocks throughout my career and have worked hard to develop successful strategies to transform these hurdles into opportunities.

Below, I want to share six common challenges women business leaders face. Hopefully, you will find these tips useful for overcoming each, and feel more empowered to take charge of and thrive in your career.

1.
Challenge: Most of the people in the room are men.
Opportunity: As a woman, I stand out but I’m also more likely to be remembered.

One of the uncomfortable realities of being a women entrepreneur is walking into a business meeting and realizing that you’re one of the few women (if not the only woman) in the room. The pressure of being the only one can be overwhelming. In fact, studies show that individuals who are “onlies” (e.g. the only woman, the only LGBTQ person, the only person of color, etc.) are subject to a higher percentage of bias and discrimination from members of the majority group, whether intentional or not. No wonder it’s so tempting for us to step back and try to blend in with the crowd!

While the temptation to stick out less is strong, most successful female leaders agree that staying true to yourself and playing to your strengths are key to rising above preconceived notions of how women should appear and act at work.

Instead of conforming to the widely held belief of what a leader looks like or should be, I have discovered that it is important to have confidence in myself and the skill sets that brought me to where I am today. “Sticking out” can actually be a positive attribute, giving you the chance to spotlight the unique skills and outlook you bring to the table. So instead of shrinking back, step forward and make a lasting impression by being both seen and heard.

2.
CHALLENGEIt’s hard to build a support network in a “boys club” world.
Opportunity: Seek both men and women as connections and mentors who will help you along your career journey.

It’s no secret that a lack of mentors and advisors can stunt one’s professional growth. After all, in the business world, it’s not always what you know, but who you know.

Yet, a 2017 study by the NAWBO states that over 48% of women in business report finding it difficult to build a healthy support network in male-dominated fields. Despite this challenge, women have an amazing opportunity to collaborate and build strong support networks.

For example, women-oriented networking groups and events, such as the American Express OPEN CEO Bootcamp and the International Association of Women, are indicative of a growing number of networks and professional spaces that focus on supporting and elevating women professionals. Consider becoming involved with networking groups, professional associations, and other organizations that feature and promote successful women leaders. This gives you the opportunity to not only learn from the experiences of seasoned professionals, but also enables you to make and build connections with potential mentors who can offer support and advice later in your career.

It’s important to note that professional support and mentorship for women does not have to come exclusively from women. On the contrary, I have found incredible value in seeking counsel from men who have shared their connections, advice, expertise, and support — all of which helped catapult me into my current role as CEO.

3.
Challenge: It’s increasingly difficult to balance work with my personal life.
Opportunity: Create a healthy work-life blend.

As a female business executive, I have been asked the question time and time again, “Can women really have it all? There are several flaws inherent to this question (not least of which is the fact that my husband and male coworkers never get asked this).

The truth is that both men and women business leaders are challenged with balancing their career and personal life. However, I’ve found that changing the terminology from “work-life balance” to “work-life blend” helped me ease the juggling act of work and family time. Running your own business takes significant time and effort. However, it can also allow more flexibility and control over your schedule.

As the head of Acanela Expeditions, my work bleeds into my personal life and vice versa. Rather than being a separate part of my life, work is a genuine and integral part of it. This doesn’t mean that I’m simply “on” and working all the time. Instead, I’ve intentionally set strategic, as well as realistic career and personal goals that work together to create a healthy lifestyle for me and my family.

4.
Challenge: I lack access to funding.
Opportunity: Identify funding sources that target women-led fundraising initiatives.

According to a Forbes article published in December 2017, female entrepreneurs receive less than 3% of venture capital funds. Though that number is skewed due to the lack of women in business and corporate leadership positions, studies consistently show women founders as less likely to win adequate funding.

As an entrepreneur, this challenge creates an opportunity for you to engage in education and support networks dedicated to helping women-led businesses. Organizations like the Female Founders Alliance, Astia, and Golden Seeds offer coaching workshops to guide early-stage entrepreneurs through the fundraising process and help connect them to potential donors.

5.
Challenge: I constantly encounter the stereotype that “women are more emotional and less decisive than men.”
Opportunity: Women bring diverse physical, mental, and emotional experiences to the conversation.

You’ve probably heard the common stereotype that women are “emotional thinkers” and, therefore, less competent business leaders than men. While some women may think differently than men as a result of their personal and professional experiences, I haven’t found it to be a flaw in business. If anything, it’s an advantage.

In today’s hypercompetitive marketplace, gender diversity is good business. Women bring unique perspectives, ideas, and experiences to the table that enrich conversations and lead to better company decisions. It often takes great boldness to make our voices heard, but it is essential, for we have a lot of important opinions and ideas to share with the world.

Harmful stereotypes argue that women are less decisive than men and thus have a difficult time making tough business decisions. However, while I tend to be a more relationally-oriented decision maker, I’ve discovered this characteristic to be helpful in advancing my company. I’d also argue that my relationships with colleagues have enhanced not just my leadership abilities, but also the overall health of my company.

Listening to and involving team members in important conversations has enabled me to make more logical, reasonable, and healthier decisions that steer the company forward. Ultimately, respecting my employees and their opinions has helped me become a more well-rounded and successful business leader.

6.
Challenge: Expectations are often set lower for women.
Opportunity: Then shouldn’t it be easier to exceed them?

Earning the same level of respect and recognition as male colleagues can be a difficult and frustrating experience for women. Senior-level roles in businesses remain dominated by men, and internal biases are alive and well in the workplace.

While this reality has frustrated me greatly, I’ve realized that it has also given me the motivation to not only reach those expectations, but to also surpass them. Don’t be discouraged by low opinions and stereotypes. As we continue to surprise and exceed expectations, we break through one glass ceiling at a time.

Overall, the truth is: Yes, women continue to face unfair gender biases in the workplace. However, when viewed from an empowered perspective, these obstacles can serve to strengthen and elevate women leaders in diverse spaces. Meeting these challenges head on presents an incredible opportunity to make a positive impact on your situation and those of future generations. We live in a unique time in history, one in which we have the power and opportunity to band together to break down longstanding barriers, and realize our biggest dreams and career aspirations.  

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Acanela Expeditions is a US-based travel agency that specializes in experiences, people and culture. Kylie Chenn founded Acanela Expeditions in 2015 after spending a semester in Europe. While abroad, she met incredibly talented individuals, or artisans, with stories that deserve to be shared. She created Acanela Expeditions to provide others with the opportunity to meet and learn from these artisans personally. Acanela Expeditions has nearly 100 tours worldwide and continues to explore unique countries to add to their offered locations. For more information, visit www.acanela.com.

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By investing in opportunity, General Assembly helps people all over the world leverage technology to achieve their career goals. Our See Her Excel scholarship reflects our commitment to champion gender diversity and inclusion at all levels, and elevate women in software engineering and data science so they can thrive in the world’s fastest growing industries. Learn more about how GA supports women in tech at ga.co/she.

Harnessing the Power of Data for Disaster Relief

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Data is the engine driving today’s digital world. From major companies to government agencies to nonprofits, business leaders are hunting for talent that can help them collect, sort, and analyze vast amounts of data — including geodata — to tackle the world’s biggest challenges.

In the case of emergency management, disaster preparedness, response, and recovery, this means using data to expertly identify, manage, and mitigate the risks of destructive hurricanes, intense droughts, raging wildfires, and other severe weather and climate events. And the pressure to make smarter data-driven investments in disaster response planning and education isn’t going away anytime soon — since 1980, the U.S. has suffered 246 weather and climate disasters that topped over $1 billion in losses according to the National Centers for Environmental Information.

Employing creative approaches for tackling these pressing issues is a big reason why New Light Technologies (NLT), a leading company in the geospatial data science space, joined forces with General Assembly’s (GA) Data Science Immersive (DSI) course, a hands-on intensive program that fosters job-ready data scientists. Global Lead Data Science Instructor at GA, Matt Brems, and Chief Scientist and Senior Consultant at NLT, Ran Goldblatt, recognized a unique opportunity to test drive collaboration between DSI students and NLT’s consulting work for the Federal Emergency Management Agency (FEMA) and the World Bank.

The goal for DSI students: build data solutions that address real-world emergency preparedness and disaster response problems using leading data science tools and programming languages that drive visual, statistical, and data analyses. The partnership has so far produced three successful cohorts with nearly 60 groups of students across campuses in Atlanta, Austin, Boston, Chicago, Denver, New York City, San Francisco, Los Angeles, Seattle, and Washington, D.C., who learn and work together through GA’s Connected Classroom experience.

Taking on Big Problems With Smart Data

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DSI students present at NLT’s Washington, D.C. office.

“GA is a pioneering institution for data science, so many of its goals coincide with ours. It’s what also made this partnership a unique fit. When real-world problems are brought to an educational setting with students who are energized and eager to solve concrete problems, smart ideas emerge,” says Goldblatt.

Over the past decade, NLT has supported the ongoing operation, management, and modernization of information systems infrastructure for FEMA, providing the agency with support for disaster response planning and decision-making. The World Bank, another NLT client, faces similar obstacles in its efforts to provide funding for emergency prevention and preparedness.

These large-scale issues served as the basis for the problem statements NLT presented to DSI students, who were challenged to use their newfound skills — from developing data algorithms and analytical workflows to employing visualization and reporting tools — to deliver meaningful, real-time insights that FEMA, the World Bank, and similar organizations could deploy to help communities impacted by disasters. Working in groups, students dived into problems that focused on a wide range of scenarios, including:

  • Using tools such as Google Street View to retrieve pre-disaster photos of structures, allowing emergency responders to easily compare pre- and post-disaster aerial views of damaged properties.
  • Optimizing evacuation routes for search and rescue missions using real-time traffic information.
  • Creating damage estimates by pulling property values from real estate websites like Zillow.
  • Extracting drone data to estimate the quality of building rooftops in Saint Lucia.

“It’s clear these students are really dedicated and eager to leverage what they learned to create solutions that can help people. With DSI, they don’t just walk away with an academic paper or fancy presentation. They’re able to demonstrate they’ve developed an application that, with additional development, could possibly become operational,” says Goldblatt.

Students who participated in the engagements received the opportunity to present their work — using their knowledge in artificial intelligence and machine learning to solve important, tangible problems — to an audience that included high-ranking officials from FEMA, the World Bank, and the United States Agency for International Development (USAID). The students’ projects, which are open source, are also publicly available to organizations looking to adapt, scale, and implement these applications for geospatial and disaster response operations.

“In the span of nine weeks, our students grew from learning basic Python to being able to address specific problems in the realm of emergency preparedness and disaster response,” says Brems. “Their ability to apply what they learned so quickly speaks to how well-qualified GA students and graduates are.”

Here’s a closer look at some of those projects, the lessons learned, and students’ reflections on how GA’s collaboration with NLT impacted their DSI experience.

Leveraging Social Media to Map Disasters

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The NLT engagements feature student work that uses social media to identify “hot spots” for disaster relief.

During disasters, one of the biggest challenges for disaster relief organizations is not only mapping and alerting users about the severity of disasters but also pinpointing hot spots where people require assistance. While responders employ satellite and aerial imagery, ground surveys, and other hazard data to assess and identify affected areas, communities on the ground often turn to social media platforms to broadcast distress calls and share status updates.

Cameron Bronstein, a former botany and ecology major from New York, worked with group members to build a model that analyzes and classifies social media posts to determine where people need assistance during and after natural disasters. The group collected tweets related to Hurricane Harvey of 2017 and Hurricane Michael of 2018, which inflicted billions of dollars of damage in the Caribbean and Southern U.S., as test cases for their proof-of-concept model.

“Since our group lacked premium access to social media APIs, we sourced previously collected and labeled text-based data,” says Bronstein. “This involved analyzing and classifying several years of text language — including data sets that contained tweets, and transcribed phone calls and voice messages from disaster relief organizations.”

Contemplating on what he enjoyed most while working on the NLT engagement, Bronstein states, “Though this project was ambitious and open to interpretation, overall, it was a good experience and introduction to the type of consulting work I could end up doing in the future.”

Quantifying the Economic Impact of Natural Disasters

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Students use interactive data visualization tools to compile and display their findings.

Prior to enrolling in General Assembly’s DSI course in Washington D.C., Ashley White learned early in her career as a management consultant how to use data to analyze and assess difficult client problems. “What was central to all of my experiences was utilizing the power of data to make informed strategic decisions,” states White.

It was White’s interest in using data for social impact that led her to enroll in DSI where she could be exposed to real-world applications of data science principles and best practices. Her DSI group’s task: developing a model for quantifying the economic impact of natural disasters on the labor market. The group selected Houston, Texas as its test case for defining and identifying reliable data sources to measure the economic impact of natural disasters such as Hurricane Harvey.

As they tackled their problem statement, the group focused on NLT’s intended goal, while effectively breaking their workflow into smaller, more manageable pieces. “As we worked through the data, we discovered it was hard to identify meaningful long-term trends. As scholarly research shows, most cities are pretty resilient post-disaster, and the labor market bounces back quickly as the city recovers,” says White.

The team compiled their results using the analytics and data visualization tool Tableau, incorporating compelling visuals and story taglines into a streamlined, dynamic interface. For version control, White and her group used GitHub to manage and store their findings, and share recommendations on how NLT could use the group’s methodology to scale their analysis for other geographic locations. In addition to the group’s key findings on employment fluctuations post-disaster, the team concluded that while natural disasters are growing in severity, aggregate trends around unemployment and similar data are becoming less predictable.

Cultivating Data Science Talent in Future Engagements

Due to the success of the partnership’s three engagements, GA and NLT have taken steps to formalize future iterations of their collaboration with each new DSI cohort. Additionally, mutually beneficial partnerships with leading organizations such as NLT present a unique opportunity to uncover innovative approaches for managing and understanding the numerous ways data science can support technological systems and platforms. It’s also granted aspiring data scientists real-world experience and visibility with key decision-makers who are at the forefront of emergency and disaster management.

“This is only the beginning of a more comprehensive collaboration with General Assembly,” states Goldblatt. “By leveraging GA’s innovative data science curriculum and developing training programs for capacity building that can be adopted by NLT clients, we hope to provide students with essential skills that prepare them for the emerging, yet competitive, geospatial data job market. Moreover, students get the opportunity to better understand how theory, data, and algorithms translate to actual tools, as well as create solutions that can potentially save lives.”

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New Light Technologies, Inc. (NLT) provides comprehensive information technology solutions for clients in government, commercial, and non-profit sectors. NLT specializes in DevOps enterprise-scale systems integration, development, management, and staffing and offers a unique range of capabilities from Infrastructure Modernization and Cloud Computing to Big Data Analytics, Geospatial Information Systems, and the Development of Software and Web-based Visualization Platforms.

In today’s rapidly evolving technological world, successfully developing and deploying digital geospatial software technologies and integrating disparate data across large complex enterprises with diverse user requirements is a challenge. Our innovative solutions for real-time integrated analytics lead the way in developing highly scalable virtualized geospatial microservices solutions. Visit our website to find out more and contact us at https://NewLightTechnologies.com.

Announcing Our New Course for Software Engineers

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Allow us to reintroduce ourselves.

We’re excited to announce that our flagship program just got a full upgrade for 2019: Web Development Immersive (WDI) is now Software Engineering Immersive.

Keeping our programs tightly linked to market demand is at the core of General Assembly’s mission. It’s part of our commitment to ensuring our graduates can secure great jobs and build meaningful careers using their new skills.

To keep ahead of rapidly changing industry needs, we do our research, working closely with employers, practitioners, and students to make impactful updates that help grads launch new careers. We dive into questions including:

  • What roles are employers looking to hire?
  • What types of jobs do our graduates get, and with what titles?
  • What are broader trends across the industry?
  • And, most importantly, how can we synthesize all of this to ensure our students have the most relevant, in-demand skills they need to succeed?

Since 2012, more than 8000 adults have taken WDI — a rigorous full-time, three-month program with dedicated job support. More recently, we’ve invested in expanding our offering in a few significant ways, leading us to shift our emphasis to software engineering.

What’s New

  1. We added a deep computer science focus.

In the simplest terms, we’re arming our students with the theory behind how computers and applications work. We’ve added 30 hours of in-class and online instruction in computer science concepts. This new content equips students with the ability to describe the “why” behind what they’re doing as they create algorithms, data structures, and design patterns — skills already fundamental to the learning experience in WDI. The ability to understand and demonstrate the “why” is critical for succeeding in technical interviews, and our hands-on approach gets them ready through mock interview questions and challenges.

  1. Spotlight on high-demand languages and frameworks.

As the skills and tools that drive web development evolve, companies have gone from wanting static webpages to needing sophisticated web applications that respond to client needs in real time. Knowing HTML, CSS, and basic JavaScript is no longer enough; roles now require a full suite of engineering skills in order to create complex, scalable web applications. Over the years, we’ve made countless upgrades to our curriculum, integrating high-demand languages and frameworks like Ruby on Rails, Python, Django, React, Angular, and Ember.

  1. Free foundational prep course.

We know our courses are tough; it’s what makes them so effective at landing people jobs. However, we also believe that, with the right preparation, dedication, and support, anyone can make it. To help ensure that students are ready to hit the ground running on day one of class, we’re offering totally free training that covers the foundational elements of software engineering.

  1. $0 upfront tuition options.

We want students to be able to focus on what really matters: their education. To create more pathways into our classrooms, we’ve launched payment opportunities like our Catalyst program. This income share agreement empowers students to take our courses at no upfront cost and only begin paying back their tuition once they have secured a job. Learn more about our flexible financing options here.  

  1. Real-world development workflows.

To ensure our grads enter the workplace ready to perform, we now go beyond full-stack training by replicating real-world engineering scenarios. Our enhanced emphasis on version control, writing specifications, the product development life cycle, design patterns, code refactoring, unit tests, and managing dependencies rounds out the essential competencies for today’s software engineers.

What Hasn’t Changed

Our proven approach to developing industry-relevant curriculum remains the same: we partner with top employers and practitioners in the field to ensure our offerings are tailored to meet today’s needs. And, as with all Immersive course participants, SEI students receive dedicated support from expert career coaches from their first day of class to their first day on the job. Diving deep into personal brand building, technical interview prep, exclusive networking events, portfolio development, job search roadmaps, and more, we’re there at every step of the job hunt with guidance to keep grads motivated and accountable.

Read all about SEI, its new components, and frequently asked questions about the program here. If you have any questions, feel free to get in touch with us at admissions@ga.co.

Learn More

Using Standards to Align Talent and Employers

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In our rapidly changing world, one of the biggest challenges to continued economic growth is the skills gap, which is the difference between the skills employers are looking for, and the skills available among job-seekers. For individuals, the skills gap limits upward mobility and wage growth. For companies, it limits the ability to hire the teams needed to pursue commercial opportunities.

So what’s stopping the skills gap from being quickly solved? A core obstacle is that individuals don’t know what skills to learn given the lack of clear and consistent guidelines from employers and industries as a whole. When organizations are unsure about the skills they need, they often rely on pedigree (e.g., university degrees) or experience (e.g., previous job titles) in place of specifically stated competencies that drive new, digital functions.

This construct perpetuates the skills gap on both sides of the market. Employers constrain their own talent pipelines, as they only consider a fraction of candidates with skills that match their hiring needs. On the other hand, job-seekers underinvest in new skills, as they lack clear guidance on what qualifications are required to access new roles.

The skills gap continues to grow as more automation in the workplace intensifies the need for new skills across teams. A 2017 McKinsey Global Institute report cites that “in about 60 percent of occupations, at least one-third of the constituent activities could be automated.” To stay employable, individuals need to embrace a mindset of lifelong learning that enables them to upgrade their skills, and move into roles that support and complement new technologies.

These new patterns of learning need to be coupled with additional entry points to careers and objective skill requirements that facilitate workforce mobility. Similarly, the McKinsey report predicts that “8 to 9 percent of 2030 labor demand will be in new types of occupations that have not existed before.” Thus, we must ensure workers possess not only the tactical skills but also have mobility mechanisms in place to transition into these new jobs.

For mobility to scale, job-seekers need employers in a given field to align on a set of requirements that once met, provide access to employment opportunities. One example of this alignment has emerged from General Assembly’s Marketing Standards Board, a group of leaders across the consumer, technology, media, and academic sectors who are defining career paths and critical skills in marketing.

For the past year, the group has worked to provide transparency into the marketing profession. The Board started by creating a three-level framework that defines career paths in marketing. In tandem with these efforts, the board launched the Certified Marketer Level 1 (CM1) assessment, which aligns with the foundational level of the framework. The CM1 is recognized as a standard by a growing number of companies who use it to benchmark the skill levels of their teams. Benchmarking has also proven useful for employers who wish to define and diagnose critical skills across their organizations.

The CM1 is also being used as a standard in the hiring process. General Assembly brought together a group of over 30 companies, including Calvin Klein, L’Oreal, Pinterest, Priceline, and others to recognize the skills tested on the CM1 as a common set of requirements used in recruiting. Each company in this group agreed to interview high scorers on the assessment regardless of candidates’ background. This system of skills-based selection provides new career pathways for individuals who may otherwise be overlooked in a system dependent on pedigree and experience. Among job-seekers, we received tremendous interest in taking the CM1 as an entryway to guaranteed first-round interviews with these companies. Approximately 4000 individuals registered to take the CM1 in just a few weeks, and the top 10% of test-takers qualified for a guaranteed interview.

We were delighted but not surprised to see that top scorers came from diverse backgrounds — from college seniors entering the workforce, to career-switchers looking to get their foot in the door, to experienced marketers looking for a new challenge. Likewise, our previous research in The State of Skills: Digital Marketing 2018 report revealed that strong digital marketing talent can be found outside the marketing function, and from fields such as sales and technology. Moreover, this group of top scorers confirmed that experience doesn’t necessarily predict skills. Rather, giving all registrants the chance to demonstrate their skills using a clear set of skill requirements on the CM1 assessment can create access to new job opportunities.

As a result, our employer partners were able to expand the top of their recruiting funnels, and attract more qualified candidates. These employers are helping to address the skills gap in the industry by using a skills-based approach that increases the overall supply of qualified candidates considered for marketing jobs.

General Assembly’s mission has always been to provide transparent pathways to transformational careers. We’re thankful to the Marketing Standards Board and to the companies that have partnered with us to make strides in this direction. Together, we’re working to increase the transparency and openness of the workforce, broaden talent pools, and create more entry points for aspiring marketers around the world.

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GA’s Credentials team’s mission is to help people get recognized by employers for what they can do, no matter where they come from. To learn more and get involved, get in touch with us at credentials@ga.co. To learn more about the Marketing Standards Board and the CM1 assessment, visit https://generalassemb.ly/marketing-standards-board.

Getting Started with Sublime Text 3: 25 Tips, Tricks, and Shortcuts

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Sublime Text 3 (ST3) is the latest version of one of the most commonly used plain text editors by web developers, coders, and programmers. It’s available for Mac, Windows, and Linux, and free to download and use.

Make the most of ST3 with the 25 tips and tricks in this ultimate guide for web developers. Learn about must-have packages, useful keyboard shortcuts, and more.

1. User Preference Settings

By default, ST3 uses hard-tabs that are 4 characters long. This can result in hard-to-read code, as large tabular indents push your work to the right. I recommend all developers add this to their user settings (Sublime Text 3 => Preferences => Settings – User):

  {
    "draw_white_space": "all",
    "rulers": [80],
    "tab_size": 2,
    "translate_tabs_to_spaces": true
  }

This setting converts hard-tabs to spaces, makes indents only two characters long, puts a ruler at the 80 character mark (to remind you to keep your code concise), and adds white space markers. Here is a complete list of preference options if you wish to continue customizing your ST3 environment.
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How to Make a Career Change

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YOUR UNTAPPED PROFESSIONAL POTENTIAL

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by Ashley Rudolph and Tom Ogletree

How GA’s new income-share agreement program is removing barriers to education and career change.

Embarking on a career change is a major investment. To say it’s a tough endeavor is an understatement, as it usually requires time, money, and effort to bridge skills gaps and make inroads in a new field or profession.

At General Assembly, we’ve helped over 13,000 individuals with finding a job and launching new careers through our full-time Immersive programs in coding, data, and UX design. GA courses aren’t cheap, but they have a high return on investment and are specifically designed to prepare students to be successful and secure high-wage, high-potential roles as web developers, data scientists, and UX designers.

However, many students can’t financially afford this education out of pocket. About 40% of our full-time students use third-party funding sources — including loans, scholarships, GI Bill® benefits, and government programs — to attend GA. There are more seeking who would like to do the same, but half of those who apply for loans get turned down, and our pool of scholarship funding is not big enough to meet demand.

The fact of the matter is that many of our students already have debt from past education or credit cards that affects their ability to secure new financing. Today, the typical college student borrower graduates with an average of $22,000 in debt. A recent study revealed that over 30% of recent student borrowers are facing serious struggles with repaying debt loads. The combination of existing repayment obligations and the looming risk of default leaves many adults with extremely limited funds to devote to continuing education. It’s a frustrating cycle — individuals are stuck in low-paying jobs they don’t love, but they can’t afford the education that will fast-track them into a new line of work.

At GA, we never want a student’s financial struggles to stand in the way of their motivation to break into a new profession. In order to create more access to our rewarding programs, we sought out new ways for career-changers to financially fund their education.

One concept that caught our attention was income share agreements (ISAs), a model of income-based repayment that’s gaining traction among education and training providers. After nearly two years designing this program, we’re excited to launch Catalyst, GA’s ISA program. Since many people are curious about ISAs, we wanted to share some insight around why they’re a viable option for many students pursuing this program, regardless of their income, credit history, or background.

You can read about how and why we created the Catalyst program in more detail in our white paper, Untapped Potential.

How GA’s Catalyst ISA Program Works

The gist of the Catalyst program is this: Students can accomplish taking a full-time GA Immersive course in web development, data science, or UX design at no upfront cost. After they graduate and land a job earning at least $40,000 annually, they’ll start paying back 10% of their income over 48 monthly payments.

We chose this income share amount because it’s comparable to what students might pay for a loan, based on our typical starting salaries. According to PayScale, average starting salaries for web developers are $54,365 nationally, and data from Climb Credit, one of our loan partners, shows that GA graduates report median starting salaries of $60,000 after taking an Immersive course.

Payments are maxed out at 1.5 times the initial cost of tuition (currently about $15,000), meaning that higher earners may end up paying as much as $22,425 total, while lower earners will pay less. We’re working with Vemo Education, the largest provider of ISAs in the United States, to manage the program’s day-to-day operations and administration.

We think these terms benefit career-changers for several reasons:

  • Approval based on future potential. Many loan applicants get rejected because of low credit scores or other debt. Acceptance to Catalyst instead depends on students’ drive and readiness to thrive in the course and on the job.
  • Employment first, payments later. Students can devote their time and energy to excelling in class and job searching — without the looming stress of upcoming payments.
  • Career focus. ISAs and career support go hand in hand. GA’s Career Services team is dedicated to making sure students land a job in their field of study through one-on-one coaching, exclusive hiring events, networking opportunities, and more.
  • Flexible career pathways. The $40,000 minimum salary allows students to accept a lower-paying job they’re passionate about, cultivate a freelance business, or even start their own company without the pressure of loan repayments.
  • Life happens? Payments stop. Students can pause payments at any time if they stop working, whether due to unemployment or personal, family, or health-related reasons.

Our Approach to ISAs

We took a student-centric, research-based approach in deciding whether to introduce ISAs. It was essential to develop a model that does not put the burden only on the student, but also ensures that GA is incentivized to help participants meet their career goals. First and foremost, we wanted to introduce an option that would be attractive to all individuals, regardless of income, credit history, or background.

Data from the ISA industry at large informed our approach to designing the Catalyst program, but our own unique experience serving thousands of students defined our terms. Here are some of the considerations we made while exploring ISAs as a payment option:

  • Student feedback. We reached out to alumni to understand whether or not an ISA-type structure would be appealing to them. We learned what features resonated with our community and built them into our program. More than anything else, students valued not having to make payments while in school and during their job search.
  • Current payment performance data and trends. After analyzing data from past GA applicants and students, we knew that affordability was still a frequent barrier. Loans, government funding, and scholarships are increasingly popular options for our community, but we couldn’t meet demand due to obstacles like a small scholarship pool and applicants’ inability to secure loans.
  • A strong focus on career outcomes. It’s incredible what GA students can achieve after taking one of our full-time programs, regardless of their educational and professional backgrounds. We strongly believe that ISAs can’t work without outcomes-based programming, and GA’s Career Services team is solely focused on ensuring that students in our full-time courses have the tools and skill sets they need to land a job after they graduate. We track student progress, have a Big Four accounting firm audit our job-placement data, and share our outcomes reports publicly every year.
  • Likelihood of students’ success. Students’ actions prior to enrollment reliably indicate how they’ll perform in their course and job search. To ensure Catalyst participants are prepared, applicants must complete our admissions requirements, course pre-work, and a readiness assessment. Our data shows that good performance on the assessment is the best predictor of success in the program and the job search.
  • Commitment to transparency. ISAs are new and we know there’s still a lot to learn about the model, but we’re optimistic. Because of this, we’re pledging to define key success metrics and make them publicly available.

Thanks to funding from the investment firm Kennedy Lewis, we’re able to serve 5,000 students through the Catalyst program in the coming years. We chose to work with the company because of its alignment with our mission and the goals of the program. “The positive social impacts of ISAs are extensive because they align the quality of the education with the cost,” said David Chene, co-founder and managing partner at Kennedy Lewis. “ISAs avoid the debt trap associated with student loan debt as a student will never be asked to pay more than they can afford.”

We’ll learn a lot along the way and are committed to maintaining transparency with our students, our partners, and others interested in the future of ISAs for accelerated career training and work experience. We’ll share updates regularly as we learn, iterate, and improve so we can continue to create greater access to GA’s programs and empower students to pursue professions they love.

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Ashley Rudolph is GA’s Director of Consumer Operations and Financing, overseeing global campus operations, as well as General Assembly’s loan and income share agreement programs.

Tom Ogletree is Senior Director of Social Impact and External Affairs and manages GA’s communications, public affairs, and social impact initiatives.

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Since 2011, General Assembly has trained individuals and teams online and on campus through experiential education in the fields of coding, data, design, and business. We believe everyone should have access to leading-edge education that will transform their careers — and their lives. Learn more about our Catalyst ISA program and other financing options, and find out what we’re doing to break down barriers to employment, diversify the workforce, and close the skills gap.

A Beginner’s Guide to REACT

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If you’ve ever used HTML and CSS to build webpages from scratch, you know that it takes a lot of time and effort to make them look nice. Each page is handcrafted using these common front-end languages. However, if you hop on to a site like Facebook, users generate new content on the fly. There certainly isn’t a dedicated team of developers ready to update the page any time a person shares a photo or comments on a post. Instead, millions of users have the ability to post updates instantaneously.

This first became possible through tools like server-side rendering, older front-end frameworks like Backbone and AngularJS (i.e., versions 1.x), or jQuery. However, when it comes to large-scale websites and applications, these options present a couple of issues:

  • Their cumbersome code is hard for developers to maintain.
  • They aren’t always optimized for speed, which is especially problematic for users viewing on mobile devices.

Enter React, an increasingly popular front-end JavaScript library that enables developers to build fast, scalable webpages and user interfaces that can quickly adapt to continually changing data.

Why Developers Use React

According to the 2018 Stack Overflow Developer Survey, React is the framework most developers say they want to work with if they don’t already. There are plenty of reasons for this, but here are just a few:

  • Speed: React is fast! As more and more people visit webpages on a wide range of devices, fast performance is increasingly critical.
  • Reusable components: You can break down common elements (e.g., forms, buttons, or layouts) into a component, which you can reuse as you build out your app’s functionality, rather than code each new piece from scratch.
  • Easy collaboration: Independent components allow larger dev teams to split work without stepping on one another’s toes. For example, if you were working on a real estate listings site, you could have dedicated developers working on individual views of property listings, while another group tackles the view of all available listings and another works on the ratings system.
  • Highly scalable: Developers often prefer React for large-scale application because of the reusability and independence of the components.

A Brief History of React

A developer at Facebook created React in 2011 to help solve some particularly hard challenges with rebuilding the site’s advertising products, but the team quickly realized it could be useful in more areas. They first tested React’s capabilities on Facebook’s newsfeed to facilitate liking and commenting functions, as well as on Instagram’s website, then implemented it on a wider scale.

In 2013, React was released as an open-source framework so that other coders could take advantage of its speed and power to build out and optimize their own web and mobile applications. Devs at companies that use React love its ability to solve complex challenges, improve speed, and organize code in a way that’s easier for large teams to manage.

Today, React is one of the most popular ways to build pages or update old ones, with hundreds of top companies — including Instagram, Netflix, Dropbox, The New York Times, and many more — leveraging it for their websites. Now’s a great time to learn the framework, as there’s not enough talent to meet employer demand: According to the 2018 HackerRank Developer Skills Report, 33% of employers need developers who can use React — yet only 19% of developers say they have these skills.

Many new website features that seem simple to a user — like a notification system or infinite scrolling to view new custom content — can take months for a team to implement, so developers are there to continually develop, debug, and optimize. In fact, React has become so popular that the dedicated role of “React developer” as emerged for talent that works exclusively in the framework to modernize code and build new functionality. Whether you want to focus solely on React or use it to differentiate yourself from other front-end or software engineers, it’s a valuable skill to add to your toolkit!

How React Is Used to Build Webpages

Developers leverage React to create seamless user interactions. For example, when you search Netflix for a show you want to watch, you might see the results list narrow down with each letter you enter into the search field. These changes are immediate and you see a consistent user interface, which makes it easy to find what you’re looking for. But there’s a lot going on behind the scenes.

When you search for a movie (i.e., input data), your input goes to Netflix, and Netflix quickly returns matching results. This is because data for each category, movie, and show is loaded into a React component (you can think of this as a template or blueprint) that can be reused and updated based on the data.

The framework is based on the concept of components, both for viewing different data and for coding efficiency. Rather than reloading a whole webpage when a user interacts with it, the only components that change are those that need to be updated based on what the user wants to see or do on the page. Developers can also reuse components that have similar functionality throughout a site, saving them extra, repetitive work.

React is “agnostic” to other tools in your front end, which means developers can use it in tandem with other powerful front-end JavaScript frameworks and libraries like jQuery. Since React only handles how data is presented, developers often pair it with numerous back-end (i.e., data-handling) frameworks, such as Ruby on Rails, Express, Django, Drupal, and others.

React at General Assembly

In GA’s React Development course, you’ll learn not just how to create React apps, but how and why they work. You’ll use React to build a scalable, maintainable web application from scratch, and learn how to host it on Heroku to share with the world. You’ll also dive into APIs, JSX, React Router, and more. If you already know coding basics but need to double down on your JavaScript know-how, start with our part-time JavaScript Development course, on campus or online. Or, get started with a free livestream!

If you’re looking to launch a career in coding and are just beginning your journey, our full-time Software Engineering Immersive (SEI) course, on campus or remote, will take you from motivated beginner to job-ready in three months. In SEI, you’ll learn to create well-designed, high-impact webpages using both front- and back-end languages and frameworks, including React.

Ask a Question About Our Coding Programs

Meet Our Expert

Karolin Rafalski is a Web Development Immersive Remote instructor, which means you can take the course with her from nearly anywhere in the world that has internet. Karolin is a career-changer who spent over 10 years teaching at various colleges and took the Web Development Immersive course on the NYC campus in 2016. In her spare time, she enjoys biking, hiking, spending time with her cats and reading.

“React is one of the most in-demand front-end frameworks. Not only can it help you build faster and more robust websites — it’ll also make you a better developer.”

Karolin Rafalski, Software Engineeering Immersive Remote Instructor