Three loops across the cohort lifecycle
Pre-cohort RIASEC plus Skills Audit reduces no-show 30-50 percent. Week-three Burnout Risk catches the ghosting drop-out before it happens. Post-cohort outcomes data feeds back to admissions. Free for cohorts.
JobCannon for Coding Bootcamp Cohort Success deploys three assessment loops across the cohort lifecycle. Loop 1 is pre-cohort fit screening: RIASEC plus Skills Audit plus Big Five before deposit produces a fit score and trajectory prediction; bootcamps adopting it report 30-50 percent reduction in pre-cohort no-show. Loop 2 is week-three intervention: a 10-minute Burnout Risk plus Values check is pushed at end of week three; cohort lead sees a quiet flag listing students whose engagement signals predict drop-out before week six. Loop 3 is post-cohort outcomes mapping: six months after cohort end, alumni placement data feeds back to assessment baseline; over four to six cohorts the platform identifies the trait clusters that predict placement at your specific bootcamp, sharpening admissions models. Works for full-stack, data-science, UX, product, growth-marketing bootcamps. Complements technical screens (CodeSubmit, Codility) — those test skill, this tests fit and trajectory. Optional ISA underwriting signal for bootcamps with income-share agreements; adopters report 1-3 percentage point default-rate reductions in first cohort using the data. Free for cohorts; cohort dashboard $199/mo Business tier or partnership for multi-cohort operators.
Pre, mid, post — each with a measurable outcome.
Asynchronous, mobile-friendly, total time per loop under 25 minutes.
For a bootcamp with 200 students per year
Student-facing assessments and Career Guide stay free. Cohort outcomes dashboard on the Business tier ($199/mo flat) or scoped under a partnership for multi-cohort operators.
Try it with a micro-team
For independent coaches and therapists
For startups, teams and HR
For agencies, L&D and scale-ups
For 200+ person companies
All plans currently activated manually via the contact form — we review each request within 24 hours and provision access the same day. Self-serve checkout coming once we've heard from the first wave of teams.
Tell us your cohort size, your placement target, and your admissions process. We respond with a pilot plan within one business day.
Bootcamps lose 5-15 percent of enrolled students before week one — paid deposits, then no-show. The cause is almost never financial; it is wrong-fit self-selection that surfaces between deposit and start. A 25-minute RIASEC plus Skills Audit before the deposit window converts wrong-fit applicants into no-shows before they pay, not after, which protects deposit revenue and frees the seat for the waitlist. Bootcamps adopting the loop report 30-50 percent reduction in pre-cohort no-show. The friction is small: one assessment session, automated, mobile-friendly, no human required to score.
Week three is the bootcamp danger zone. Students realised in week two that the pace is harder than the marketing implied, and now they are deciding whether to push through or quietly disappear. The platform pushes a 10-minute Burnout Risk plus Values check at end of week three, scored automatically, with a quiet flag visible to the cohort lead — not the student. The lead sees a list of students whose engagement signals predict drop-out before week six and books a 1:1. Catching three of those students saves more revenue than the entire annual platform cost.
Six months after cohort end, alumni who placed into roles at $60K-plus are tagged "successful". The platform analyses their assessment baseline — what RIASEC code, what Big Five trait pattern, what Skills Audit score — and identifies which clusters predicted placement at your specific bootcamp. Admissions sees an updated ideal-applicant profile each cohort. Over four to six cohorts the model converges. It is not a hard filter; it is a directional signal that improves admissions hit-rate from gut to data-informed without losing the human read.
Yes. The assessment battery is generic — RIASEC and Big Five do not care if the destination is engineer, designer, analyst, or PM. The Career Guide maps to all common bootcamp destinations across 2,536 careers. UX bootcamps add Multiple Intelligences and Visual-Spatial assessments; data bootcamps lean on IQ and Skills Audit; product bootcamps emphasise EQ and Conflict Styles for stakeholder management. Growth-marketing bootcamps add a Critical Thinking screen.
Complementary, not competitive. CodeSubmit and Codility test technical skill — can the applicant solve a coding problem in 30 minutes. JobCannon tests fit and trajectory — does the applicant have the temperament, motivation, and skill base to push through twelve weeks of new material. Most adopting bootcamps run a coding test for technical baseline and JobCannon for fit and trajectory, which catches both technical and motivational mismatches. Either signal alone is incomplete.
Some bootcamps with ISAs use JobCannon assessment data as one signal in their underwriting model — alongside academic background and coding pre-test. We do not provide a credit score or formal underwriting opinion; we provide validated psychometric and skills data the underwriting team can incorporate. Bootcamps that did this report a 1-3 percentage point reduction in default rate in the first cohort using the data. That is small in percentage terms and large in dollar terms for a bootcamp with hundreds of ISAs in flight.