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from berlin to bucharest: scaling mid-level tech talent pipelines
Building job-ready, mid-level tech talent pipelines across multiple locations is a major challenge for global organisations. In fact, 90% of organisations worldwide face a tech talent shortage, which gets even more complicated at mid-level. With demand outstripping supply, creating clear pathways for underrepresented groups – including women – has never been more critical.
Financial services giant Deutsche Bank decided to tackle this challenge head on. To accelerate diverse, mid-level hiring, they partnered with Code First Girls, the world’s largest provider of skilled female tech talent, operating across over 130 countries.
Together, we launched a high-impact accelerator programme for female technologists with 1.5+ years of technical experience based in London and Berlin. After completing a 16-week training programme, 12 individuals successfully moved into Java engineering roles.
With results proven, the programme is now expanding to Bucharest, Romania, supporting the upskilling and hiring of Java and Python Engineers.
15
Learning opportunities delivered
7.9
Mid-level role readiness score post-course completion
100%
Of learners would recommend the course
Scroll 👇 to view the case study.
The Challenge
Scaling job-rEADY, MID-LEVEL TECH TALENT - GLOBALLY
As a bank at the cutting edge of technology and innovation, Deutsche Bank needed to hire top-tier mid-level engineers in both their London and Berlin offices.
But there was more to consider. Half of all women who enter the tech industry drop out by the age of 35. With nearly 80% of these women identifying stagnant career progression as the reason for their departure, Deutsche Bank refused to accept the status quo.
The Solution
1. A smarter, more inclusive hiring model
By partnering with Code First Girls, Deutsche Bank unlocked access to a large, diverse pool of experienced female technologists. These were candidates who were already working in tech, and were ready to accelerate into mid-level roles.
Through the partnership, Deutsche Bank sponsored candidates onto the Code First Girls’ advanced programme, the Mid-Level Accelerator. Delivered over 16 weeks, the programme combined live sessions with self-paced learning – designed to fit around work schedules and accessible from any location.
The impact was clear. By the end of the programme, candidate preparedness for mid-level roles increased by 32%.
2. Training linked to real job opportunities
Successful candidates progressed directly into Java Developer roles at Deutsche Bank in both London and Berlin offices. Code First Girls’ courses focus on practical, industry-relevant skills, enabling rapid deployment into live environments. This meant that nearly half of the learners applied their new skills almost immediately in their roles.
3. Expanding into Romania
With the model proven, Deutsche Bank is now doubling the programme’s reach, creating job opportunities for an additional 17 women in 2026. This includes in Java and Python Engineering roles.
A key part of this expansion is offering training and job opportunities to women based in Bucharest, Romania. You can find out more about DB global technology, Deutsche Bank’s vibrant European tech hub, here.
The Results
We spoke with George Parry, Talent Acquisition Director at Deutsche Bank, to hear more about the results of hiring women with CFG.
How did Code First Girls help you attract diverse talent?
Code First Girls gave us direct access to an experienced yet underrepresented pool of female technologists we don’t typically reach through traditional hiring routes. By combining targeted upskilling with clear, real roles, we attracted strong mid-level talent across locations improving gender diversity ratios.
How did Code First Girls help close the tech skills gap in your tech team?
The programme was closely aligned to the skills we need in our engineering teams, particularly at mid-level where demand is highest. Participants will join with stronger technical capability and confidence, enabling them to contribute quickly in live environments and reducing time-to-productivity.
What success stands out the most from working with Code First Girls?
The standout success is the potential to create a scalable, repeatable pipeline of diverse, mid-level engineering talent. By linking targeted upskilling directly to real roles, we expect to improve role readiness, reduce time-to-productivity, and strengthen gender representation at a critical level of the organisation.
Did you see any cost-effectiveness from using Code First Girls to hire?
While cost reduction wasn’t the main goal, the programme offered exclusive access to a limited talent pool that we would not normally engage with using traditional hiring channels. By investing in training and development upfront we can align technical skills to our long-term needs improving hire quality and retention, which ultimately is a cost benefit to our business.
Why Choose Code First Girls
Companies around the world trust Code First Girls to provide:
Practical, high-impact training – We give women the coding and data skills they need to hit the ground running and make an immediate impact.
Access to diverse talent – We connect companies with candidates from non-traditional backgrounds, bringing fresh ideas and new ways of thinking to your teams.
A supportive community – Our network of peers, mentors, and alumni gives women ongoing encouragement, advice, and connections to thrive in tech.
Programmes built for business outcomes – We align training with your goals, creating inclusive, resilient teams that drive innovation and results.
Why not find out for yourself? Speak to our experts here. 👇
