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Read the Harvard Business Review case study on TalentPath

Learn how you can help to solve the lack of diversity in tech at your company from Harvard Business Review's Case Study about Treehouse's TalentPath program.

 View the report

TalentPath can help you begin to build diverse talent pipelines into your tech company and retain diverse employees.  We work to get people in the door, then we work to make them successful.  We partner with community organizations that serve populations that are generally not represented in tech, whether that be socio-economic, gender, race, or sexual identity.

Create and retain a diverse team

There's no talent pipeline problem. You just need to know where to look

Like many companies, we wanted to create a diverse, balanced team to ensure success, but we found ourselves continuing to hire people who looked like us. We've spent the past two years testing and building out a supporting product for ourselves, and while we continue to learn, we invite you on this journey with us to begin to solve the Equity, Diversity, and Inclusion issues in Tech.

Real results

TalentPath is a results-driven program that helps you address the lack of diverse representation and builds opportunities for folks to get in the door to the Tech Industry.

Get the knowledge, tools, and support you need

Treehouse's TalentPath program will help you create a scalable, sustainable, retention-driven talent pipeline to support diverse growth in your organization.

Don't just listen to us ...

“We were impressed with their experience and we really loved the different way of thinking that they brought into our team.”

We're working with decision-makers, like Eric Muntz at Mailchimp, to connect and hire amazing talent right from their local community.  We want to work with you, too.

Working with 
decision-makers like you

Alex Mestas, Co-Founder
EasyKicks

How many apprentices do we need to commit to as a company?
Five is the minimum number of apprentices to which you need to commit. This is because there is a lot of machinery and effort that we have to put into place to train those apprentices specifically for you. Also, part of what we're doing is helping you systematize this process so that it's repeatable. 

If we had five apprentices start, how would we make sure that they were successful?
We collaborate with your team to deploy our thorough Apprenticeship Onboarding Playbook and run it with you. We meet with your apprentices, mentors and key stakeholders every week to help them through the process and support the team to success.

General Questions

How much does it cost?
Our program costs less than using a recruiter or relying on senior talent alone - and you can build a repeatable process that grows a diverse and balanced team.

Where do the apprentices come from?
We find the apprentices in your local community. We partner with national groups that have a presence in every major U.S. city, such as Boys & Girls Clubs of America and Dress for Success, a non-profit focusing on empowering women. We work together to find people from underrepresented groups in your area who also have the potential to become developers.

We also work with several other groups that are specific to individual cities. These organizations trust us to find the best places for their people to work.

Do you just supply software engineers? What other job roles do you provide for?

  • Full Stack JavaScript

  • Front End Development

  • UX Product Design

What if we don't want or need diversity, equity and inclusion training?
The organizations that we work with (Boys & Girls Clubs of America and Dress for Success) trust us to find safe and welcoming places for our apprentices to work. It's part of our promise to those organizations that we have given the apprentices the best start we can. We also find that retention is higher when you train your people in diversity, equity, and inclusion.

How long does the process take?
Around 11 months from signing the contract to us delivering your trained apprentices. However, during that time we spend time training you in diversity, equity and inclusion (to help with retention) and fostering relationships between the apprentices and the mentors at your company who will be directing them when they start work.

How long does the apprenticeship last?
The apprenticeship lasts 3 months. For the first 3 months your apprentice is paid hourly (this should be at the MIT living wage rate found here: livingwage.mit.edu). After the apprenticeship, the goal is to move successful apprentices into a salaried role which is the lowest developer role in your organization. Typically this is $55k+, but can depend on the hiring partner.

What is the success rate?
The percentage of apprentices that successfully transition from hourly pay to long-term roles is 80%+.

How do we retain our new apprentices once they arrive?
We help you recruit and train mentors from your current team, to guide your new apprentices. We are also on hand to help guide you through this process. We also recommend communicating to your whole company that you are investing in a new method of hiring that will help diversify your teams and make a better product for everyone. There will be weekly check-ins with our team to ensure your apprentices are doing what is required and progressing at the right pace.

How do I get started?
Click on the Get More Info button below, fill out an interest form, and we'll be in touch.

Build diverse talent pipelines into your tech company

Join us in beginning to solve the Equity, Diversity, and Inclusion issues in Tech.

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