Neurodiverse Hiring Program at Cummins: Discussing the company's dedicated neurodiverse hiring and inclusion program
with Dennis Heathfield, Jaime Nuñez, Radha MacCulloch
Level up Your Succession Planning Strategy by Hiring New Grads
Robyn Purvin, Evan Harris, Mallory Hynes
Do you have open tech positions, ranging from QAs and software engineers to customer success engineers? Hiring recent graduates could be the number one thing you do for your company’s future.
Join us as Bootcamp, a midsize startup, shares how new graduates can fill open roles quickly...
Do you have open tech positions, ranging from QAs and software engineers to customer success engineers? Hiring recent graduates could be the number one thing you do for your company’s future.
Join us as Bootcamp, a midsize startup, shares how new graduates can fill open roles quickly and efficiently — all while boosting inclusion and diversity efforts at your organization.
In this chat, you’ll learn:
- How to fill your open positions with recent graduates
- Tips to onboard and level up these new hires
- Why recruiting new graduates increases diversity and provides leadership opportunities for higher-level developers
Meet The Speakers
Robyn Purvin
Partnership Manager, Turing School of Software & Design
Robyn Purvin is the Partnership Manager at Turing School of Software & Design. Her background includes connecting folks to resources, career readiness, STEM programming, and a partnership with Turing School for the last three and a half years. Her job is to make hiring from the Turing School community as easy as possible.
Evan Harris
CTO, TermScout
Evan Harris is the CTO at TermScout with a decade of experience in machine learning, data science, and software development. His career has spanned multiple startup stages and industries, with a recent focus on leadership and early-stage startup strategy.
Mallory Hynes
Talent Acquisition Manager, Credera
Mallory Hynes is a Talent Acquisition Manager at Credera, a consulting firm focused on data, technologies, transformation, and strategy. She currently recruits for Software Engineering, Cloud Engineering and Security/Privacy. Her recruiting/HR experience began in 2014, and she's spent the last three-four years focused on tech recruiting. Mallory graduated from the University of Iowa with degrees in finance and management and is currently pursuing her MBA through Iowa. She enjoys yoga, running, hiking, skiing, reading, learning new things, and spending time with friends and family.
Q&A
Q&A guidelines-
What are the different needs of international graduates? What differences do you see in their demands, e.g. US graduates vs European graduates?
Posted on 2023-01-09 -
Do you recommend building relationships with specific schools or casting a wide net and remaining school agnostic? How can we provide equal opportunities for students from HBCUs or...
Posted on 2023-01-06 -
How can institutions of education (Pre-Kindergarten - 12th grades and postsecondary) attract, recruit, and retain educators at this time and in the future?
Posted on 2023-01-05 -
What kind of new grad training programs do you recommend to support this succession strategy?
Posted on 2023-01-04 -
What is your position on career fairs?
Posted on 2023-01-04 -
What are the best retention strategies for a mfg organization?
Posted on 2023-01-04 -
More effective way to reach potential candidates - social media? website, direct contact, search firms?
Posted on 2023-01-04 -
How do you propose to help new graduates who are seeking work?
Posted on 2023-01-04 -
What is most important to candidates right now?
Posted on 2023-01-04 -
Would love to hear them talk about the benefit of having all leveled of devs on a team, from senior to mid level to junior.
Posted on 2023-01-03
Ask a Question
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