Qwasar Silicon Valley

The US has an enormous need for tech talent, as reflected by the 200K applications annually for H1B visas for software engineers. No program in the US currently trains to Silicon Valley standards for this role at low cost and at scale. Using a proprietary, data-driven and science-backed learning platform, we train learners of all ages and backgrounds to become software engineers at standards demanded by Tier 1 tech companies. We offer 4 programs covering major software areas that last 9-24 months and can be done remotely as well as full-time or part-time. The cost structure is over 10x lower than a CS degree and programs are 4x faster. With 20 years of experience in this area, alumni at most major tech companies, we know how to train people at scale into tech jobs. We're designed to scale and can thus reduce the wealth gap and increase diversity in tech.

Most jobs in software engineering, data science, or AI/ML require a technical portfolio, technical interview skills, 1-3 years of work experience, and significant software development experience. Even Computer Science graduates from Stanford don’t meet these criteria. Tech companies complain there isn’t enough talent and apply for over 200K H1B visas for software engineers annually. One of Amazon’s top criteria for its HQ2 was a supply of technical talent. On November 3, 2020, there were 80K software engineer jobs available.

Getting a CS degree in the US is expensive and 99% of degrees don’t give students what they need to get a job as a software engineer. In 2019, ~30% of CS graduates (64K of them) gained employment after graduating, which is abysmal given the talent demand in this area. They lack the portfolio, the hard/soft skills, the hands-on experience, and the technical interview skills. There lacks opportunities for learners to access skills-based, high quality training in software that aligns to industry needs, scales, and is remote.

We create real career pathways into tech by using hands-on, skills-based and mastery-based training that provides significant software development experience, technical skills at Silicon Valley standards, technical interview training, and a technical portfolio.

We offer training programs in full stack development, software engineering, and data science that train learners to Silicon Valley standards. Learners develop a strong technical portfolio, practice 40+ technical interviews, gain strong and deep technical skills, and gain software development experience. This is what employers demand for entry-level jobs and this 4-part combination works successfully as a career on-ramp.

Programs are part-time or full-time and last 9-24 months depending on time commitments and previous technical experience. Programs are entirely remote due to the pandemic and are comprised of virtual meetings on the cohort meeting days (Tuesdays and Thursdays or Saturdays for part-time programs, Monday to Friday for full-time programs).

Our programs use the Qwasar technology platform that enables learners to manage their learning and projects, code, conduct peer code reviews, communicate, and generally progress through the program. The proprietary platform has autocorrection systems, algorithms, automatic code quality evaluators, and other features that enable learners to own their learning while maintaining a low cost per student and creating a strong learning community. Program curricula consist of a series of projects of increasing difficulty that reflect real-world projects. All programs and the platform are backed by learning science, behavioural science, and more.

Our programs serve veterans, career switchers, CS graduates, community college students/graduates, and anyone interested in becoming a software engineer who cannot afford a degree. Currently, our focus is on people aged 20-35 with some previous coding exposure or knowledge who are looking for affordable and robust pathways into the tech world. Most are in cities across the US. Previous cohorts have been particularly diverse with 30-40% women and 30-40% African American. Many work - hence our part-time programs. Daily meetings and monitoring system ensure learners don’t get stuck on a project. Live coding sessions are available to help learners understand concepts they’re stuck on. Both naturally provide significant feedback opportunities. Developing a community and asking what people learn each week also provides feedback combined with learning data that enables us to adjust the programs and our platform to improve the learning experience. We test theories about learner motivation and commitment, and these provide further feedback opportunities to help us adjust and adapt to find optimal solutions for our learners. Without a doubt, the hands-on, skills-based, and competency-based approach fuels coding confidence, technical skills, proof of capability, and interview confidence that are vital to success and lacking from other programs.

Our programs are affordable, high-quality, skills-based training programs with pathways directly into jobs in software. Programs are broken down into tracks; learners can even continue their learning with additional tracks after program completion. Our programs are real opportunities for people to launch or pivot into high-paying careers while building long-term skills.

We want to pilot very low-cost programs or stipends, and partner with companies through workforce development agencies. We’ve already spoken with San Diego and would be interested in a pilot with them as well as Hampton Roads and Dallas, focusing on specific populations as a function of geographic region.

Full-time staff: 4, soon to be 7

Part-time staff: 2

Contractors: 3 (all sales)

We hire based on skills, experience, and the willingness to learn. We don't ask for degrees but look for applicants who have directly applicable skills, transferable skills, or significant experience that indicates an ability to perform job duties.

We also have a strong focus on learning: that what matters is individual and organisational growth and that life-long learning is so important to being an employee and a human in the 21st-century.

Culture is key to our team, and our beliefs in learning reflect that. We're a black-led and woman-led company training technical talent and such leadership we see as a responsibility and honour to inspire more women and minorities into technical roles and leadership positions.

Our solution is accessible, skill-based, and rooted in learning science. Apart from our technology platform that is one of the most innovative in software training in the world, our programs use innovative learning models and designs that are scientifically proven to develop 21st-century skills and technical skills. CS degrees use traditional knowledge transmission methods, as do coding bootcamps (neither of which scale or are truly accessible). Neither use technology to remove bottlenecks to scaling, and neither use learning models that are designed to produce or develop the skills required to be a successful software engineer, let alone 21st-century skills. We use an innovative model that combines exposure, learning by doing, practice, and cognitive growth by expanding a learner's zone of proximal development. This model is infused into our platform and into our curriculum. It results in a learner-centric, skills-focused program rather than a knowledge-transmission, mass-delivery system.

Competitors are expensive because they still depend on knowledge transmission and thus labor. We do not and achieve staff to student ratios of 1:100 where competitors are 1:7 or 1:10.

More importantly, when learners don't have a single source of truth, they have to learn to be resourceful, to structure and breakdown their problems, to be persistent, and to think like an engineer - vital soft skills in software engineering. Competitors such as Lambda School, Holberton, General Assembly, and other bootcamps don't train to Silicon Valley standards, cover such skills, or offer a technical interview preparation program that's rooted in training and practice.

We use a proprietary platform that enables program administration, learner management, data collection, communication, account management and all activities, projects, exercises, role play, and peer code reviews for learners. We have an integrated development environment (IDE), chat system, git system, and curriculum system naturally integrated as part of our platform.

Learners complete, manage, and access their projects and their coding terminal through our platform, while also completing peer code reviews, submitting projects for review, and running autocorrection systems. The platform is an interface through which learners navigate their tracks, projects, and assignments.

We also use video conferencing software for daily meetings (approx. 30 min) as well as live coding sessions.

Algorithms live behind our autocorrection systems, our automatic code quality evaluator, our built-in terminal commands (specific to Qwasar), and our peer code review matching system.

Scripts and automation fuel bots that send notifications as well as our points economy in our platform. Learners spend and earn points as they complete peer reviews or submit projects for review.

While our platform is the technology on which we depend, we also use a proprietary learning algorithm or technology - the actual process and order of learning. The combination of projects, exercises, and role play, combined with their specific order, their difficulty, and their simplicity/complexity are vital to the success of our programs.

Our platform also collects a lot of data: time spent coding, time spent chatting, time on each project, track progression, etc. This helps with learner tracking and learning optimisation.

Our platform and programs are already being implemented in California on a small scale, in Canada at a national level, and in Kazakhstan at a national level with over 500 learners.

We have an 80% retention rate and a 95% employment rate for our cohorts thus far as we continue to expand and grow our programs.

Additionally, we implemented a similar model at 42 Silicon Valley, 42 Paris, and Epitec, all widely respected innovative IT training schools (mostly non-profits). These three combined trained over 25K engineers fro a wide variety of backgrounds. 42 Silicon Valley alumni are currently employed as software engineers at almost all major Tier 1 tech companies. 50% of Tesla's interns for their autopilot team were from 42 Silicon Valley in 2018.

Our learning model and technology are not yet widely implemented in the US, though the need for skills-based training and programs that are specifically and scientifically designed to develop skills is overwhelming. Here are some academic papers that support project- and problem-based learning:

https://www.tandfonline.com/do...

https://www.pblworks.org/sites...

https://ieeexplore.ieee.org/ab...

https://www.tandfonline.com/do...

https://books.google.com/books...

https://journals.sagepub.com/d...

https://link.springer.com/chap...

https://hal.archives-ouvertes....

https://www.sciencedirect.com/...

https://link.springer.com/chap...

The Qwasar platform uses cloud-based technologies, data analysis, and eventually, AI and machine learning algorithms to optimise learning, facilitate recruitment, and integrate more science on learning, project-based learning, problem-solving skill development, gamification in learning, behavioural science, and neuroscience. We're on a path to develop a next generation platform inspired by academic research and gaming.

Tech talent is largely a pipeline problem in the US: there aren't enough people coming into the pipeline and making it out of the pipeline at the other end, that "end" being a position where people have the skills required for entry-level (or higher) jobs in software such that they actually get jobs. The major factors affecting this pipeline are cost of education (which are tied to learning model design and cost of labor), scalability of existing education/solutions (tied to bottlenecks in knowledge transmission, i.e professors or instructors), skills developed through existing programs, and the technical level to which people are training.

Because we have changed the learning model design, reduced the cost of labor by 10x, and removed the bottleneck of professors and instructors, we not only increase access to education due to significantly reduced cost, we can also scale such that immediately, more learners can get into the pipeline and go through it.

Looking at the pipeline itself, the process of production of talent at Qwasar is different, thus the outcomes are different. Because our programs are designed to develop 21st-century skills, technical skills at Silicon Valley standards, a technical portfolio, and interviewing skills, that is what learners come out with.

Since our program curricula are designed as a function of job market demands and job descriptions, there is immediately alignment between program graduates and job requirements. This currently does not exist in the US.

Looking at current data on access to education, who goes into tech, and the demand for CS degrees/courses in the US, many minority, low income, or non-technical populations are excluded from even accessing current education options due to cost, duration, and program requirements. Since we have reduced the total cost per learner for a program to $2400 (could be lower with grants and subsidies), access to careers and tech jobs has changed due to the cost, design, and structure of our programs.

Current students at Qwasar support the above logic, as do the alumni from our previous programs at 42 Silicon Valley. (42 has closed but alumni profiles available here: https://www.42.us.org/campus-l...)

Our mission is to train millions for the digital economy and to make that training accessible. Our platform and learning model are both designed to scale, and it is our intention to do so.

Currently we are pursuing a direct-to-consumer model in the US. We plan to grow this over the next 5 years, scaling to 10K learners or more. Already, we have learners who have gained jobs, who are interviewing at tech companies and startups, and who don't know where they would be without our program not just because it is affordable, but also because they have the portfolio, the confidence, and the skills needed to apply for the jobs they want to get into in software.

We are also developing partnerships with non-profits, companies, and colleges interested in our programs/platform. We plan to increase such partnerships through regional expansion and working with workforce development boards, especially those who have identified tech talent as a need for their city and region.

In 2022 and beyond, we want to focus on specific populations, developing programs for them and eventually creating scholarships or sponsored programs in partnership with companies and non-profits. For example, we'd like to focus on veterans and have had interest already from a non-profit focused on veterans in California who offer tech training programs.

Finally, we want to expand into corporate training to fuel upskilling and reskilling programs and initiatives, ultimately helping people transition from jobs that are being automated into the jobs behind that automation.

We can successfully train 5K-10K people annually to become developers/engineers at high standards - we know how to scale such programs as we've done so before.

However, some of our challenges relate to regional and national ecosystems and developing relationships and partnerships from learner acquisition all the way through to recruitment by employers and into upskilling at companies. Our learners will be more successful when they have had previous exposure to some basic principles of computer programming, and there are already an enormous number of players, non-profits, and programs in this space. We want to connect with them.

Secondly, our learners will be more successful when there are companies who willingly recruit from Qwasar: that both recruiters and engineering directors/managers understand the level to which our programs train.

In order to successfully help learners from communities across the US train into software jobs, we need help to identify and execute:

- cultural adjustments

- management costs for pilots

- program support for minority populations to help them succeed well

- advice on local communities and program adjustments

- advice and help to support learners from low-income backgrounds who need additional support to focus on their studies, including financial support/stipends

We need help connecting with NPOs already working in this area who are already in key communities so that they can implement programs from Qwasar rather than have us implement programs directly.

Finally, we need help measuring and calculating impact (social and economic) as well as marketing, press, and general exposure.

In terms of ecosystems, we plan to start in California, then expand regionally based on key areas in need of tech talent. Working with workforce development boards has already led to key introductions and opportunities, so we plan to continue this approach.

We'll be inviting recruiters and engineering managers to participate in demo days, recruitment opportunities/job fairs, and to present or interview with us so that they gain exposure to the Qwasar community and quality of talent. We will also develop a partner program specific for companies interested in continually recruiting from Qwasar (1 already signed up).

Similarly, we want to connect with companies who have internships in software as well as specific D&I programs/initiatives who are willing to hire non-traditional talent. This has worked well in the past.

To address program adjustments, changes, structures, and to identify what works best for minority and low-income populations, we plan to study existing programs and their approaches, work directly with specific NPOs in this area for program pilots, test programs in a specific region and working closely with learners to identify what's working and what's not, then making adjustments and continuing to expand. We want to bring on some advisors in this area in particular as well.

In terms of financial barriers, we will continue to grow our programs organically, increasing revenue, and are considering a second round of funding. There are also grants that we'd like to apply to that would help with financing pilots and programs for specific populations.

1. why a student was not offered a job following a technical interview at a company

2. what specific skills were program graduates missing from their resume or technical portfolio that excluded them from the pool of consideration for a given job?

3. % of success/fail for each interview a program graduate undergoes

4. technical interview performance data (requires recording all interviews them processing video and audio, then conducting data analysis on each video)

As a team, we founded and built 42 Silicon Valley, an innovative software training campus and non-profit in California. Before that, Kwame and Gaetan built 42 in Paris, an internationally renowned and award-winning innovative IT school. Prior to that, both worked at and grew campuses at Epitech, France's leading private IT school.

Kwame and Gaetan have an extensive background in innovative education models, applied learning science, and software engineering. Kwame has ten years of industry experience while Gaetan co-founded an AI startup that was acquired by SAP in 2018. They have 10+ years of experience in implementing and managing training programs using innovative learning models combined with technology, partnerships, and industry relations.

Kwame's family is from Togo in Africa. He was the only black graduate in his class at university (degree in IT), and he is on a mission to change diversity in tech globally.

Following studies in entrepreneurship, business, and innovation, as well as 7+ years in the education industry, Jennifer is on a mission to make eduction accessible, culturally relevant, and to change who becomes an entrepreneur, removing skills-based and financial barriers.

We've worked together as a team for years and have successfully grown programs in the US to over 1000 learners. In order to scale and reach millions, we know we must work with partners, local ecosystems and communities, and corporate companies. Our experience uniquely positions us to grow our programs successfully across the US while specifically designing and adjusting program structures to suit target populations.

We're partnered with Claris, an Apple subsidiary, to train more Claris developers. Claris is a platform used to develop, deliver, and maintain apps, namely for small to medium-sized businesses. We partnered to create a specific training program that combines training in computer programming with training on the Claris Platform as well as paid internships with companies who use the Claris Platform. We plan to grow the program to bring thousands into the Claris developer community and to fuel tech talent demands of companies using the Claris Platform.

We're also partnered with the Hidden Genius Project, a non-profit based in Oakland, CA. We offer scholarships to learners in their community who want to continue into software engineering following participation in their programs.

We're in advanced discussions with a set of community colleges and state universities in California to implement programs including specific funded opportunities for minority populations and lower income learners with support from Silicon Valley Community Foundation, the Black Caucus of California, and NextGen (NPO).

Other partnerships are in the works, and we intend to grow our partnerships across non-profits, companies, and workforce development boards.

Our programs are $100/month for our part-time programs and $200/month for our full-time programs. All programs require a minimum 3-month commitment. Programs are delivered remotely and learners get a login to the Qwasar platform after enrolling and attending program orientation.

We also license our platform and programs for $100/user/month and offer volume discounts for licenses > 500, 100, and 2500 users. There is also a campus setup fee of $5000-10,000 depending on size and location.

Program implementation services are also available, as well as specific training services (no on-site due to the pandemic). Program support is available for $10,000 per month.

We will also offer recruiter subscriptions for $200/month which will grant recruiters access to learner profiles, data about learners, their code and projects, and more.

We currently fund our work through sales and investment capital. Our income supports our program expenses, and we decided to take investment capital to grow our programs, improve our platform, and fuel company growth.

Based on projected revenue, we are not dependent upon multiple rounds of investment capital. Due to the nature of our ability to scale programs and the staff to student ratios we can achieve, growth in learner count (and thus monthly recurring revenue) enables us to grow and scale while maintaining profitability. Current projections show profitability by 2022 following our recent investment capital.

Pursuing larger licensing contracts internationally with governments as well as B2B corporate training opportunities will also fuel company profitability. Re-investing our profits into our company will enable ongoing growth and product investment.

We are also aware of many grants available for these kinds of programs, and we're interested in pursuing grants in partnership with non-profits who license our software. Many grants are available for program implementation, which would be done by non-profits while the curriculum would be provided by Qwasar.

We have generated revenue from direct to consumer programs, corporate training programs, and from licensing our software internationally. This totals ~$125K over the last 12 months.

Additionally, we have raised $600K from SOSV and Sukna Ventures.

Happy to share additional financials privately.

We're not currently raising funds. We will consider a future round in 2021.

Our estimated expenses for the next 12 months are $730,000 which reflects our recent raise, growing revenue, and planned program growth. These costs are a combination or product development, program development/management, learner acquisition, and sales activities as well as standard overhead such as accounting.

Again, happy to share more information privately.

We have two major interests: running a specific pilot and developing partnerships. Part of the challenge of reaching the entire US to doing so region by region, in a way that matches software engineering talent demand by creating more supply. Many workforce development boards have relationships with both companies in need of talent and those in their community already working to train talent. We're interested in working with workforce boards to run a pilot for their local populations while working in connection with employers in those specific regions to produce talent then place them into needed roles.

Part of the pilot for us is also being able to try and test different structures, requirements, and program design such that we can identify cultural adjustments, target population adjustments, and other success factors that will best benefit learners in each geographic area. Our curricula and platform are good, but we need help with identifying program implementation methods that are successful for target populations.

We would appreciate advisors who already have experience in program implementation for specific populations who can advise us and help us to design program measurements related to social and economic impact in the region.

distribution:

- D2C

- connection with interested non-profits, colleges

- connection with interested companies for recruitment

- pilot program impact measurement and calculation

advisors: workforce training, employer relations, future program development and curricula

press coverage, media, and marketing to gain exposure both for learners and for employers.

Deloitte

Bank of America

Genesys Works

San Diego workforce board

Dallas workforce board

IBM

non-profits in need of such a training program willing to implement

companies in need of and hiring software engineers and developers who are committed to diversity and inclusion and/or skills-based hiring.