MY JOURNEY ON THE CFGDEGREE - Helena Blackmore

by Helena Blackmore, AMBASSADOR & CFGDEGREE STUDENT
cfgdegree amabassador Helena Blackmore

How did you first hear about Code First Girls?

 I first came across CFG courses when I was at University. At the time all the courses were in person and in the evening, so because I have a family, it wasn’t feasible for me to attend. Once the courses were online, I got involved and attended as much as I could.

What motivated you to apply for the CFGdegree?

 I was coming to the end of my PhD not wanting to stay in academia. I was really interested in Data science and data visualisation, so doing the CFGdegree in Data was a no brainer.

The job at the end of the Degree path was also really motivating.

 

What are you doing in your career now and where do you see yourself in 5 years time?

I am currently employed as a data engineer, but I am working on my data science skills. I would like to move into data science and work in Machine learning and AI in the next 5 years.

How did you find managing your work/life balance throughout the duration of the course?

 It was tough. What really helped was a break over the Easter and taking at least one weekend day off from learning.

Which CFGdegree pathway did you apply for, and why?

I am interested in Data science and data visualisation, so doing the CFGdegree in Data was a no brainer. 

What was the most challenging part of the CFGdegree for you personally?

The time commitment. I found that there was so much work to do. I thoroughly enjoyed each homework and assignment, but it all took so much more time than I expected.

Could you give one piece of advice for those looking to apply for the CFGdegree?

Go for it and give it all you have. It’s definitely worth the effort. 

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TECH HIRING IN PORTUGAL

TUI leveraged our program to hire Junior Software Developers from a cohort with 75% career switchers and 100% non-computer science backgrounds.

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HIRING TECH TALENT IN GERMANY

Commerce Tools used our programme to hire entry-level tech talent for Junior Software Engineering and Junior Site Reliability Engineering roles.

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ROLLS-ROYCE HIRING IN THE USA

Rolls-Royce exceeded hiring targets by 150%, bringing in software engineers, data ops managers, and scrum managers, with 83% from underrepresented ethnicities and 50% first-generation university attendees.

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OPPORTUNITIES IN TECH IN INDIA

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CLASSES TO CFGDEGREE: HIRING IN INDIA

Unilever leveraged our pipeline to place CFGdegree graduates in roles like Solutions Factory DevOps Specialist and Solutions Factory ML Ops Specialist.

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TECH TALENT PIPELINES IN SINGAPORE

The Economist’s program supported tech pipelines with 78% oversubscription, drawing a cohort of 84% beginner-level women, 69% from underrepresented ethnicities, and 44% career switchers.

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TRAINING TECH TALENT IN HILVERSUM

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TECH HIRING IN KRAKOW AND WARSAW

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FROM BEGINNER TO SKILLED IN HUNGARY

Morgan Stanley used our program to hire entry-level software engineers from a cohort with 99% underrepresented ethnicities and 85% career-focused participants.

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FINDING TECH TALENT IN poland

Goldman Sachs used our oversubscribed program to hire in Poland and the UK, drawing from a cohort with 63% career switchers and 44% first-generation university attendees.

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TECH TOPICS UNLOCKED IN SWITZERLAND

Credit Suisse enhanced its employer brand and hiring pipeline by training a cohort that was 81% new to tech, 63% from underrepresented ethnicities, and 61% career switchers.

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FINDING SOFTWARE ENGINEERS IN SPAIN

Skyscanner’s pipeline achieved a 4% year-over-year increase in women in tech roles, with 62% beginner-level participants and 85% career switchers.

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HIRING TECH TALENT IN SPAIN

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CLOSING THE TALENT GAP IN GERMANY

Capgemini’s pilot program closed Germany’s talent gap, placing 80+ graduates globally and generating job-ready candidates for junior infrastructure admin roles.

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UNLOCKING TECH TALENT IN POLAND

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ENTRY-LEVEL TALENT IN THE NETHERLANDS

Booking.com used our program to hire junior software engineers from a cohort with 94% underrepresented ethnicities and 50% career switchers.