CodePath.org

Elevating Tech Excellence into the Future

aka CodePath   |   San Francisco, CA   |  http://www.codepath.org

Mission

CodePath.org's mission is to increase diversity in the technology sector by transforming computer science education for underrepresented minorities and underserved populations.

Notes from the nonprofit

Breaking into tech requires a number of factors: industry-relevant knowledge, connections, very specific hard and soft skills, and knowing how to navigate the job search and technical interviewing process. ​​Even the most well-funded, prestigious programs can have gaps – from microaggressions in the classroom to lack of personal support – that prevent an equitable and comprehensive education. These barriers are particularly detrimental to Black, Latinx, Indigenous, first-generation, and low-income students. CodePath was founded to change that. We believe tech excellence lies at the intersection of skill and opportunity, and is within reach for anyone, if given the resources and the chance. When CS students, CS college programs, and top tech employers come together, all can benefit – and create a new, more inclusive future of tech. Support from funders and sponsors allows us to offer CodePath courses and resources at no cost to students and colleges around the country.

Ruling year info

2018

Co-Founder & CEO

Michael Ellison

Main address

5214F Diamond Hts Blvd Unit #1154

San Francisco, CA 94131 USA

Show more contact info

EIN

81-5338932

NTEE code info

Student Services and Organizations (B80)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Blog

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

Systemic racism and structural inequity have trapped many people of color in low-wage jobs for generations. Technology is accelerating racial income inequality. Those with the right tech skills and access have generated obscene wealth, while those who haven’t had the opportunity to prepare for this reality are faced with joblessness and few options for economic mobility. At a time when tech companies most need talent, communities of color are not being sufficiently considered for these lucrative roles even if they hold computing degrees. In 2019, only 8%, or 588, Black computer science graduates became software engineers in an industry of 1.4M engineers. The vast majority of entry-level hires for software engineering roles at top tech companies come from their internship programs (e.g. 80% of entry-level hires for Intuit) which in turn predominantly source from the top 20 CS programs where there is little diversity.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

CodePath Technical Courses

CodePath offers several technical courses, in both remote and on-campus formats. Current topics include iOS, Android, Cybersecurity, Web Development, and Technical Interview Prep. The purpose of these courses is to equip students with technical skills and allow them to learn practical coding languages they would use on the job. Campus programs take place on university partner campuses across the country, with many university partners offering CodePath courses to students on a for-credit basis. Remote courses are open to college students across the country.

Population(s) Served
Indigenous peoples
People of African descent
People of Latin American descent
Low-income people
Students

CodePath’s Immersive Programs offer a variety of work-based learning opportunities to underrepresented CS students (Black, Latinx, Indigenous, low-income, first-in-family to attend college). One example, is a pre-internship program where students learn a topic such as full-stack web development while working with an employer partner. These hands-on immersive experiences combine a technical curriculum and 1-1 mentorship to make students job-ready. As part of the curriculum, students learn technical skills, engineering soft skills, and are assigned capstone projects. Students are paid to participate. Immersive programs are open to college students across the country, and may take place virtually or on-site at a company headquarters.

Population(s) Served
Indigenous peoples
People of African descent
People of Latin American descent
Low-income people
Students
Indigenous peoples
People of African descent
People of Latin American descent
Low-income people
Students

CodePath Career Services is students’ hub for the tools, connections, and guidance that will fully prepare them for a rewarding career in tech. Our Career Services works directly with students to secure internships and full-time roles. We provide: resume review feedback, resource guides, mentorship, clear instructions on how to apply for technical internships, virtual career fairs matching CodePath students with employer partners, and other events dedicated to helping students find employment opportunities. CodePath Career Services are open to all CodePath students.

Population(s) Served
Indigenous peoples
People of African descent
People of Latin American descent
Low-income people
Students

Where we work

Awards

Andreessen Horowitz Cultural Leadership Fund Recipient 2019

Andreessen Horowitz

External assessments

Evaluated via the Impact Genome Project (2019)

Affiliations & memberships

Jobs for the Future (JFF) Advisory Board 2022

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of computer literacy/skills/technology courses conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

Students, Indigenous peoples, Low-income people, People of African descent, People of Latin American descent

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

For-credit on-campus courses + non-credit on-campus courses + remote courses

Number of students showing interest in topics related to STEM

This metric is no longer tracked.
Totals By Year
Population(s) Served

Indigenous peoples, People of African descent, People of Latin American descent, Low-income people, Students

Type of Metric

Context - describing the issue we work on

Direction of Success

Increasing

Context Notes

Total applications for all CodePath course offerings

Number of clients who complete job skills training

This metric is no longer tracked.
Totals By Year
Population(s) Served

Indigenous peoples, People of Latin American descent, People of African descent, Low-income people, Students

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Total number of unique students who complete 1 or more CodePath courses

Number of job skills training courses/workshops conducted

This metric is no longer tracked.
Totals By Year
Population(s) Served

Indigenous peoples, People of African descent, People of Latin American descent, Low-income people, Students

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Number of Career Center workshops conducted (Note: Career coaching added in early 2021)

Number of clients placed in internships

This metric is no longer tracked.
Totals By Year
Population(s) Served

Indigenous peoples, People of African descent, People of Latin American descent, Low-income people, Students

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Number of students who secured internships after taking a CodePath course in the previous year Note: Most recent year metric may increase, as 2021 student outcomes are ongoing.

Number of clients satisfied with employment training services

This metric is no longer tracked.
Totals By Year
Population(s) Served

Indigenous peoples, People of African descent, People of Latin American descent, Low-income people, Students

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Students who report satisfaction with career coaching and Internship Connection Program. Notes: Career coaching added in 2021; will begin tracking NPS for all career services in 2022

Number of participants who gain employment

This metric is no longer tracked.
Totals By Year
Population(s) Served

Indigenous peoples, People of African descent, People of Latin American descent, Low-income people, Students

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context Notes

Number of students who secure full-time technical employment in competitive technical roles Note: Most recent year metric may increase, as 2021 student outcomes are ongoing.

Number of employer partners offering jobs to clients

This metric is no longer tracked.
Totals By Year
Population(s) Served

Indigenous peoples, People of African descent, People of Latin American descent, Low-income people, Students

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Context Notes

Number of employer partners

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

CODEPATH’S MISSION is to enable underrepresented computing students – regardless of the university they attend – to persevere in computer science (CS), land their first technical internship, and enter into a competitive tech role after graduation. CodePath brings together employers, students, and colleges to eliminate inequities in tech education, diversify the field, and provide underrepresented students with a path toward economic mobility and generational wealth.

Our PRIMARY TARGET POPULATION is Black, Latinx, and Indigenous computing college students because they are the most underrepresented in the field and have faced the most systemic barriers in education and the workforce. Reaching the majority of the 100K Black, Latinx, Indigenous computing students is a priority for our university expansion and student enrollment. By serving our primary target population, we are also able to reach others who face barriers to careers in tech: our SECONDARY TARGET POPULATION includes students from low-income backgrounds and first-generation college-going students. Our students are often graduates of Title I high schools, have no prior programming background, don’t know anyone in the tech industry, are commuting to college, working part-time jobs, and often helping take care of younger siblings.

CODEPATH’S LONG-TERM VISION is to make the industry’s most competitive technical roles reflect the diversity of the population. We teach students in-demand specialties like cybersecurity and match them for interviews with tech companies. CodePath has the power to create systems-wide, enduring change within higher education and the workforce.

To accomplish this, we are scaling our programming to serve 10,000 students annually by 2024. Anticipated outcomes include:
~65% of CodePath sophomores/juniors (who are CS majors) who enroll in at least one CodePath course secure an internship within one year of completing a CodePath course
- 65% of CodePath seniors (who are CS majors) who enroll in at least one CodePath course secured full-time employment within 6 months of college graduation
- 60% of students placed in tech jobs will be in CodePath’s target populations

CodePath has the power to create systems-wide, enduring change within higher education and the workforce. By building a two-sided marketplace with students on one side and employers on the other, CodePath creates equitable access to high-skill, high-trajectory technical jobs that create wealth for marginalized communities, and helps employers diversify their workforce to improve representation among those building the technologies that power our everyday lives.

Given our transformative outcomes, the significant unmet demand from students, universities, and employers, and the COVID-19 crisis as a catalyst for change, we have a unique opportunity to drive systems change in computing education and employer hiring. In the next three years, CodePath will double our program impact, prove a sustainable economic model, and increase our evidence of effectiveness.

DOUBLING PROGRAM IMPACT: We already have a working playbook on how to grow the number of students we train and place. This playbook will allow us to grow from 50 to 90 universities by 2024. The universities on our target list graduate 47% of computing students within our target population. We will expand our playbook by expanding our direct work programs to enable our job placement capacity to grow with students’ served. We will grow our students trained from 2,600+ in 2020 to 10,000 by 2024, enabling us to launch the tech careers of 3,700 students in 2024 by maintaining our current placement outcomes.

PROVING A SUSTAINABLE ECONOMIC MODEL: Scaling revenues from employer partners represents our largest opportunity for mission-aligned economic sustainability. Companies contract with us to recruit interns through our career fairs; we have an opportunity to scale these annual contract values. In the next three years, we aim to grow from 50 to 325 companies to meet the number of employment partners to place our students with jobs and increase our revenue per student from $270 in 2020 to $520 in 2024 by launching a new recruiting + training product with an average annual contract value of $180k. The new product will put us on track to subsidize 50% of our direct program costs in 3 and 100% of direct program costs in 5 years.

INVESTING IN EVIDENCE OF EFFECTIVENESS: Our theory of change captures the effectiveness of our interventions with promising indicators of impact, but we must launch an experimental study to determine CodePath’s causal impact on employment and prove the efficacy of our model. The study will help us better understand how our impact can translate to a wide range of students and universities. This evidence-based work is critical to deepening our understanding of our impact and scaling student outcomes with confidence.

Over the next 20 years, 3 million new software engineers will enter the tech industry. In order to reflect the diversity of the population, 1 million Black/Latinx/Indigenous students must be launched into competitive technical careers, unlocking over $1.5 trillion in wealth creation.

By focusing on university expansion, strengthening internal measurement and evaluation capacity, and proving a sustainable economic model, we will achieve a viable pathway to impact towards this ambitious vision.

We believe in the life-changing power of tech careers because it is the lived experience of our founders: Michael Ellison, Nathan Esquenazi and Tim Lee. They have a successful history founding tech startups: a first startup at age 14 that partnered with Apple; a startup that was Google Venture’s first seed investment; Women Who Code; and Segment, a Y-Combinator backed startup that was acquired for $3.2B. A career in tech can propel a family out of poverty and into wealth in a single generation. With their Silicon Valley insider knowledge, the founders wanted to create pathways into fulfilling tech careers for leaders that look like them: Black, Latinx, and from low-income backgrounds.

Students are failing in computing majors because of a lack of confidence and belonging, a lack of relevant technical skills, and a lack of access to work opportunities. CodePath’s program model addresses those gaps of confidence, skills, and access through our classes, career center, and peer/mentor community. We already have promising outcomes, which we detail in the next section.

Our PROGRAM ROADMAP is anchored on the experience of historically marginalized communities. The roadmap guides students through a sequence of courses and career milestones that first builds their sense of confidence and belonging in tech, then teaches specialized industry skills, and concludes with technical interviewing courses and a virtual career fair that connects them directly to internships and full-time offers.

To ensure students are well-prepared for this journey, all of our COURSEWORK has been built by senior engineers from the world’s leading technology companies. With a clear roadmap in-hand, students can choose to take one CodePath class, or they can take them all, according to their personalized needs and track.

Through our CAREER CENTER, students gain industry access to thousands of software engineers through 1:1 mentoring, technical interview practice, resume support, and targeted career advising. Students also learn about job opportunities and recruiting events with our employer partners. We longitudinally track employment outcomes – i.e. internships, types of roles – for all students who have taken a CodePath class.

The other component of our scalability is our CUSTOM LEARNING MANAGEMENT PLATFORM. Students access up-to-date curriculum through the platform, which manages attendance, submissions, grading, and assignment questions. This saves professors dozens of hours each semester and gives us visibility into each classroom, which is crucial for ongoing data collection, monitoring classroom quality, and ensuring consistent implementation.

In summary, our classroom delivery model was designed for scale from the outset. We are fully confident that we will continue to reach our target populations and serve 10,000 students annually by 2024.

Our programs have grown exponentially since our launch in 2017 with promising results:

According to American Community Survey data, In 2018, only 8% of Black CS graduates and 16% of Hispanic graduates entered into tech jobs. We found in our student outcomes analysis that 59% of CodePath students who graduated in 2021 received technical employment within 6 months of college graduation, and Black CodePath alumni were 4x more likely to land competitive tech jobs than the aforementioned national averages. Across all of our outcome tracking, we’ve found CodePath students are between 3-5x more likely to enter into competitive tech roles than their CS graduating peers of the same gender and race.

More than 1,000 CodePath alumni have secured software engineering roles at 75+ companies, including Google, Meta, Amazon, Apple, and Microsoft. Our student outcomes are directly linked to employer outcomes. While we are contractually unable to share the historical recruiting ROI for Meta, we have achieved their standards for internal recruiting ROI every year, becoming a significant channel for entry-level talent, growing the pool of pre-interns and the referrals to their pipeline by 10x since 2018. Bloomberg cited CodePath as their #1 recruiting channel for entry-level software engineers. Partners like these give us confidence in our ability to deliver on our employer outcomes.

Universities want our courses as well. Top universities like Stanford and Berkeley already offer similar industry classes, including interview prep. Less resourced universities want to do the same – however, in the average university, there are only 3-4 professors available to teach the entire course catalog. CodePath’s offerings fill a gap for them.

CodePath has produced promising early outcomes based on our existing class and career center data. Next we are working with Boston College to perform more rigorous studies to illustrate a stronger causal link between our interventions and the observed student outcomes.

We know how to build the pathway – we have the team, plan, demand, and track record to secure partners and scale our work. Philanthropic investments will allow us to launch our plan and see a measurable difference in hiring practices at tech companies and diversity in entry-level tech jobs within three years. Expertise and catalytic funding from the industry and philanthropic sectors will be invaluable to navigate risk and to implement this pathway to scale. Together we can overhaul representational diversity in tech – fundamentally changing the industry for a more racially equitable society.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    CodePath centers the needs and success of Black, Indigenous, Latinx, low-income, and first-in-family-to-attend-college Computer Science students. We strategically partner with CS Departments at Colleges and Universities with the highest enrollment numbers for these groups.

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Case management notes, Suggestion box/email,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To share insights with funders, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    As we expand our student population, we are meeting students with more varied technical skill levels. Changes we are making in 2022 are building out our course catalog to offer courses that address the needs of all student levels: students who are new to Computer Science and dipping their toes in the water, CS majors who are looking to supplement their theory-based learning at school with hands-on, real-world skills and projects, and upperclassmen who need support landing their first technical internship. One example, in response student interest, we are going to offer a new course series: Intro to Web Development, Intermediate Web Development, and Advanced Web Development. Building out courses like these allows us to support all CS students in their career development as we scale.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    One of CodePath’s fundamental philosophies and shared values as a team is that STUDENTS COME FIRST. To ensure that our students’ voices are heard, we conduct surveys and monitor NPS scores for all programs. We also hire students leaders. Tech Fellows (TFs) are CS students who are trained by CodePath to support CodePath courses at their schools. Gurus have previously served as TFs and support recruitment and management of TFs. Our leadership team solicits input from student leaders. Many of our most creative program innovations are provided by students. For example, a group of student leaders built a homework bot in Slack to track requests and responses to student questions – a system that incentives and pays CodePath students to help their peers.

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive,

  • What challenges does the organization face when collecting feedback?

    It is difficult to find the ongoing funding to support feedback collection,

Financials

CodePath.org
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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CodePath.org

Board of directors
as of 06/17/2022
SOURCE: Self-reported by organization
Board chair

Michael Ellison

CodePath.org

Term: 2022 - 2025

Gabriel Aul

Meta

Vlad Fedorov

Formerly Meta

Kristen Titus

Cognizant Foundation

Michael Ellison

CodePath.org

Jules Walter

YouTube

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 5/18/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
Black/African American/African
Gender identity
Male, Not transgender (cisgender)
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 05/19/2022

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.