How to Land a Developer Job in 3 Months Without a Computer Science Degree

What do hiring managers really look for in a junior developer? Imagine landing your first tech job just a few months after learning to code – without a fancy degree or years of experience.

It sounds almost too good to be true, but I’ve seen it happen over and over. In fact, I was in your shoes not long ago, and today I run a coding bootcamp that’s helped 100+ people transition into tech careers.

We’ve partnered with over 50 companies (including big names like Grab and OCBC Bank) to place our graduates.

I even had the surreal honor of our school being named one of the Top 10 Most Innovative Coding Centres in Malaysia , with features on Astro, BFM Radio and The Edge showcasing our work.

But let’s be real – none of those accolades matter unless we deliver results for you, the aspiring developer.

Hi, I’m Deric, the founder of Sigma School. Just a few years ago, I quit my job and spent 6 months obsessively learning to code. It wasn’t easy – I struggled a lot, felt lost at times, and my study schedule would’ve made any 40-hour workweek seem light.

But by the end, something clicked. I found myself helping friends with CS degrees on their coding assignments and even landed a couple of small software projects as a self-taught newbie.

That experience opened my eyes: you don’t need a computer science degree to solve real problems. What you do need is the right approach and mindset.

Fast forward to today – I haven’t actually become a full-time software engineer at a big company. Instead, I used my coding skills to build businesses. I’ve hired junior developers, worked with senior engineers, and even built an AI-driven hiring platform.

So I’ve seen both sides: I’ve been the anxious beginner and the guy across the table interviewing candidates. In this talk, I want to share everything I’ve learned about what hiring managers truly value in junior developers.

We’ll break it down from first principles (as my hero Naval Ravikant would approve), sprinkle in some real-world stories, and give you a game plan for your first 6-12 months in tech.

By the end, you’ll know how to impress any hiring manager and accelerate your coding career – all while staying humble, curious, and true to yourself.

Think Like a Hiring Manager (First Principles)

Before we list out qualities, let’s put ourselves in the hiring manager’s shoes. Why do companies hire juniors at all? From a first-principles perspective, a company has a problem to solve or a product to build.

They’re bringing you in to solve problems and deliver value. Simple, right? But here’s the catch: as a junior dev, you’re raw. You might not be immediately productive on day one. In fact, the team will invest time to train you, mentor you, and get you up to speed.

That investment is huge – sometimes months of your teammates’ effort to bring you from newbie to contributing member. So what’s on a hiring manager’s mind is: “Is this person worth the investment? Will they grow and eventually pay it back by being an awesome contributor?”

Think about it: the manager isn’t just looking at your coding skills; they’re imagining the future. They’re as scared of you quitting early as you are of getting fired – because if you leave after 6 months, they’ve lost all that training effort.

A VP of Engineering friend told me their goal is 100% retention; every junior who leaves too soon feels like a personal loss.

So, they want someone who will stick around, continuously learn, and become valuable over time. Keep this in mind: hiring is ultimately an exercise in risk management.

The manager is asking: “Does this candidate have the skills and attitude to eventually solve our problems? And can I bet on them to grow rather than give up?”

When you approach it this way, it demystifies the process. It’s not about trick questions or making you jump through hoops for fun.

It’s about finding signals that you’ll be a good long-term investment for the team. With that perspective, let’s break down the specific traits and skills that signal “hire me, I’ll make your life easier” to a potential employer.

Five Things You Should Focus On as a New Developer

Hiring managers might have different detailed preferences, but almost all of them look for some combination of the following five qualities in a junior developer. These are the areas you should focus on in your first 6-12 months learning and working in tech:

Solid Fundamentals & Problem-Solving

Can you think through a problem methodically? This is the core of software development. No matter which language or framework you use, you need a foundation in how coding works (data structures, basic algorithms, how web apps operate, etc).

Managers often use coding tests or whiteboard challenges not to see if you memorized some obscure algorithm, but to observe your problem-solving process. For example, at our company we sometimes give an assignment that we know you won’t fully complete in the time given.

We’re more interested in how you approach it: Do you break the problem into smaller pieces? Do you ask clarifying questions? Do you stay calm and methodically debug when you hit a snag?

If you get stuck, do you show the ability to Google or use documentation? One experienced VP said “the biggest difference between a senior and junior developer is that the senior knows how to quickly look up things they don’t know.”

In other words, it’s fine not to know everything – but you should demonstrate that you can figure things out. You can start building this skill early: when learning, focus on understanding why code works, not just copying and pasting solutions.

Embrace small coding challenges and practice thinking out loud as if explaining your solution. This trains you to be comfortable with problem-solving, which is exactly what employers need.

Remember, at the end of the day a junior dev who can solve a bug or implement a simple feature reliably is worth their weight in gold to a team.

Willingness to Learn & Adapt (Growth Mindset)

No one expects a junior developer to know it all. In fact, many hiring managers prefer a candidate who admits when they don’t know something but is eager to learn, over someone who pretends to have all the answers.

Showing a growth mindset and coachability is key. In practical terms: be upfront about what you know and don’t know, and then demonstrate how quickly you can learn. I always tell our new students: don’t panic if you feel like an imposter.

Instead, let your potential employer know how you handle unfamiliar territory. You might say in an interview, “I haven’t used XYZ library yet, but I’ve learned similar technologies and I’m confident I could pick this up quickly.”

Better yet, give an example of a time you taught yourself something on the fly. Hiring managers love to hear things like, “I struggled to build a small React app at first, but I kept at it, read the docs, watched a tutorial, and in two weeks I built a little to-do app with it.”

That story says: this person can adapt and won’t give up when facing a challenge. In your first 6-12 months, make it a habit to continuously push into new territory – whether it’s a new programming language, a new feature, or a new tool like an AI code assistant.

Prove (to yourself and others) that you can learn rapidly and independently. Junior devs who show they’re hungry to learn will always catch a manager’s eye.

Real Projects & Initiative

Theory and practice are two very different beasts. One thing I learned from role models like Peter Levels (the one-man startup machine) is that building something real teaches you more than any textbook – and it impresses others.

When I’m hiring or mentoring, I always look for juniors who took initiative to build projects, even small ones. Whether it’s a simple personal website, a little game, or a tool that solves a personal problem, a project is proof that you can apply your skills. It also shows passion and drive.

You’re not just doing the bare minimum classwork; you’re going beyond. One of my early mentors told me, “makers make it” – meaning those who actually make things tend to succeed. Managers see a project and immediately know, “okay, this person can set goals and follow through.”

For example, one of our first bootcamp graduates was really interested in fitness, so he built a basic workout tracking app and put it on his GitHub. It wasn’t a complex app by any means, but in interviews employers lit up seeing it. It was tangible evidence of his skills and enthusiasm.

Taking initiative can also mean contributing to open source or writing a technical blog about your learning journey. These things aren’t required, but they set you apart. They provide social proof that you’re not just going through the motions – you genuinely care about coding.

If you’re in your first months of learning, set a goal to build at least one or two portfolio projects that you can proudly talk about. It could be as small as a neat to-do list app with a twist, or a script that automates part of your previous job.

The key is to have something you can demo. It’s the classic “show, don’t tell.” Instead of just saying “I know JavaScript,” you can say “I built this JavaScript app that helps my friends schedule our gym workouts.” That is music to a hiring manager’s ears.

Communication & Teamwork

This is a massively underrated skill among new developers. I get it – when you’re starting out, you’re focused on the technical skills: writing code, passing the interviews, building your GitHub profile.

But consider this: coding is usually a team sport. You won’t be hacking in a basement alone; you’ll be collaborating with product managers, designers, senior devs, maybe even clients.

So hiring managers look for people who can communicate clearly and positively. Can you explain your thought process? Do you ask questions when requirements are unclear?

Are you able to give and receive feedback politely? One famous quote by Basecamp’s founder Jason Fried is, “If you are trying to decide among a few people to fill a position, hire the best writer.”

Why? Because clear writing is a sign of clear thinking. Great communicators make great developers – they produce readable code, helpful documentation, and fewer misunderstandings in the team.

You don’t need to be Shakespeare, but do work on communicating your ideas. Something as simple as writing a decent README for your project or a short blog post about what you learned this week can demonstrate your communication chops.

In an interview, instead of giving one-word answers, try to talk through your approach as if you’re working with the interviewer to solve the problem. Show that you can collaborate.

Also, be humble and personable. Tech companies want team players – people who are confident in their abilities but also empathetic, willing to listen and learn from others.

A humble, eager attitude in a junior dev is like a breath of fresh air on a team. Personally, I enjoy boxing and one thing it’s taught me is the importance of staying calm and coachable even when you’re taking hits.

In a team setting, you will take a few metaphorical punches (code reviews can be tough!). If you can handle criticism, bounce back, and keep a positive vibe, managers will feel confident bringing you on board.

Reliability & Passion for the Mission

This one is a bit less tangible but incredibly important. Reliability means managers know they can count on you to do the right thing. Do you show up on time (or log in on time for remote work)?

Do you consistently put in effort, even when a task is tedious? Essentially, are you professional and dependable? Early in your career, building a reputation for reliability is huge.

It can be as simple as meeting the mini-deadlines you set for yourself, or communicating proactively if you can’t. For example, if you’re supposed to finish a feature by Friday and you realize you won’t, a reliable junior will speak up before Friday and say, “Hey, I’m running into some issues.

I might need until Tuesday to get this done. Is that okay?” This level of ownership is something hiring managers cherish. It shows integrity. Alongside reliability is a genuine interest in the work or mission.

You don’t have to declare undying love for the company, but you should show that you care about the product or the industry. Managers often ask “Why do you want to work here?” precisely to gauge this.

If you’ve done a little homework on the company and can speak to what excites you about their work, you set yourself apart from candidates who just want a job, any job.

One of my role models, Naval Ravikant, emphasizes “authentic enthusiasm” – being genuinely interested will carry you farther than just going through the motions.

I’ve observed this firsthand: we had a student who was passionate about education technology (one of my other startups is in HR/education tech).

She attended every optional workshop we offered about the industry context, not just coding. When it came time for placements, she clicked instantly with an ed-tech company because she spoke their language and cared about their mission.

She got hired over others with better technical skills because the team said, “She just gets what we’re trying to do here.” So, find that angle for yourself.

Even if you’re transitioning from another field, your unique background can become a strength. Maybe you were in finance – fintech companies might value that domain knowledge along with your coding.

Maybe you were a nurse learning to code – health tech startups will think that’s gold. Show that you are personally invested in the problems the company is solving.

It signals that you’re likely to stay, to be motivated, and to go the extra mile. And that is exactly what every hiring manager wants on their team.

Now, take a step back and look at those five focus areas. Notice something? None of them require you to be a genius or have 10 years of experience. You can start demonstrating all of these as a beginner:

• You build your fundamentals by studying smart and practicing (not just reading theory, but writing actual code).

• You show a learning mindset by continuously picking up new skills (and not being afraid to say “I need help” when you do).

• You create a project or two to prove your skills in action.

• You practice communication by writing about or discussing what you do.

• You display reliability and passion by being consistent and aligning with projects you care about.

This is exactly what I encourage in our bootcamp curriculum. For example, we emphasize pair programming and group projects to simulate real team work, because it forces you to communicate and collaborate.

We constantly update our curriculum with input from industry so you’re learning relevant skills, but also how to learn.

We even run an in-house apprenticeship, meaning by the time our students graduate, they’ve already worked on a real project in a small team setting.

That gives them concrete stories to tell in interviews that cover all five of these qualities.

You don’t need to attend our program to do this – but you do need to be intentional about developing these areas on your own if you’re self-studying.

The AI Era: Why This Advice Still Matters in 2025

It’s 2025, and AI is everywhere. You might be wondering, “With tools like ChatGPT that can write code, are companies even going to hire junior devs? And if they do, are they looking for something different now?”

These are fair questions. The landscape is changing – there’s no denying that. AI can certainly assist in coding and automate some tasks.

But let me reassure you: hiring managers still need human developers, perhaps now more than ever. In fact, what I’ve discussed so far becomes even more important in the AI era. Here’s why:

Critical thinking is king

AI can generate code, but it’s the developer’s job to decide what to build, how to integrate it, and why it’s needed. Junior devs who can understand the problem and use first principles to design a solution will shine.

You’ll likely be using AI as a tool – for example, to get suggestions or boilerplate code – but the final decision and responsibility lies with you. So your problem-solving and learning ability are crucial to navigate AI outputs and verify them.

Adaptability is vital

New AI frameworks, APIs, or tools come out seemingly every month. If you show you can learn quickly, you become future-proof.

Many companies are still figuring out how to integrate AI into their workflow. A junior dev who’s savvy with AI (say, knows how to use GitHub Copilot effectively or can write good prompts for a code generator) brings extra value.

So don’t shy away from AI – embrace it and add it to your learning list. Just remember it’s a supplement to your skills, not a replacement for understanding fundamentals.

Human collaboration remains non-automatable

Teams still need to communicate ideas, brainstorm solutions, and support each other. AI won’t attend your daily stand-up meeting for you or explain to the designer why a certain feature is technically challenging.

Those who can collaborate and communicate will remain indispensable. In fact, as technical grunt work becomes easier, the “human” skills – creativity, empathy, clear communication – become the differentiators.

Passion and drive stand out even more

With rapid changes, the people who truly care about coding and the product will naturally keep up with the latest tools and best practices. If you show that enthusiasm, you assure employers that you’ll help them stay current.

I often mention to our students that AI is not going to replace you; a developer who knows how to leverage AI might. So be that developer!

Show that you’re aware of new trends and are proactively learning them. It might be something you mention in an interview: “I’ve been experimenting with AI code generators to speed up my work on personal projects.” That’s a modern twist that tells the manager you’re forward-thinking and resourceful.

To sum it up: the core qualities hiring managers look for haven’t drastically changed in the AI era – if anything, the bar is slightly higher on things like adaptability and communication.

The good news is those are exactly the areas within your control to improve. You can’t change the fact that you’re new to the field, but you can control your attitude, your effort, and how you use the tools at your disposal. Do this, and 2025 will greet you with more opportunities than obstacles.

Final Thoughts: Your Game Plan to Get Hired

We’ve covered a lot, so let’s quickly recap your game plan for the next 6-12 months, whether you’re just starting to learn coding or in your first junior dev role:

Master the Basics

Spend quality time on core concepts. Don’t just memorize code – understand it. If you’re learning web development, make sure you really get how a simple HTML/CSS/JS app works before jumping into fancy frameworks. This foundation will make you confident in interviews and on the job.

Build, Build, Build

Create at least one project you’re proud of. It could solve a real problem in your life or just be a fun experiment. Push it to GitHub. Iterate on it. This gives you a concrete story to discuss and shows initiative. As the saying goes, “makers make it,” so start making something today, however small.

Show Your Work (and Your Learning)

Keep a journal or blog, even if no one reads it at first. Documenting your journey not only improves your communication, it also becomes an asset. You might write a short article like “What I learned building my first React app” or share a post on LinkedIn about your career switch.

You’d be surprised – employers often check your online presence. Seeing a thoughtful post by you can leave a strong impression that you’re a reflective and clear-thinking individual.

Seek Feedback and Mentorship: Don’t learn in a silo

Join communities (on Discord, Reddit, Twitter, local meetups – whatever works for you). If you can, find a more experienced developer who can occasionally review your code or give advice.

At Sigma School, for instance, every student gets a mentor and a career coach, because that feedback loop is incredibly important.

If you’re on your own, consider posting snippets of your code on forums for feedback or contributing to open-source where senior devs might review your pull requests. It can be intimidating, but it accelerates your growth and shows hiring managers you can work with others.

Stay Humble and Hungry: This journey is challenging, no doubt

There will be moments when you feel like you know nothing (imp Impostor Syndrome is real), and moments when you solve a problem and feel like a genius.

Ride both waves with humility. Recognize where you need to improve and be open about it.

But also acknowledge your progress – celebrate the wins, no matter how small. This balanced mindset will keep you motivated and grounded.

And trust me, when a candidate has that humble confidence – “I know I’ve learned a lot, but I also know I have lots more to learn, and I’m excited about that” – it’s incredibly appealing to any employer.

Finally, remember that your career is a marathon, not a sprint. I love running, and one thing it’s taught me is the importance of pacing yourself.

You don’t have to learn everything in a day. Focus on consistent, sustainable progress. The fact that you’re watching or reading this tells me you’re serious about leveling up. Keep that curiosity alive.

Keep throwing yourself into uncomfortable situations where growth happens. That mindset alone sets you apart from the average applicant.

When I started building my companies back in 2020, I spent the first two years just figuring things out – exploring, failing, learning. By 2022-2023, I launched Sigma School officially and worked hard to stabilize it.

We’ve been running on a profitable model since 2024, and I even allowed myself a brief moment to chill when things got stable.

But you know what? I realized I’m still young and hungry for impact. So now I’m reinvesting in growth – building new products, hiring more talented people, taking bigger risks.

My goal is to scale our impact 10x, reaching RM100M/year in revenue and, more importantly, thousands of students. Why am I telling you this? Because your journey in tech can scale up in a similar way.

Maybe your first job will feel like “stabilizing” – you’re just happy to get that junior role and find your footing. But don’t stop there. Once you find your groove, keep pushing.

Aim higher, whether it’s mastering a new domain, taking on leadership of a small project, or mentoring the next batch of newbies.

The skills that get you your first job are the same that will carry you to bigger heights: problem-solving, learning continuously, communicating well, being reliable, and taking initiative.

If you focus on those fundamentals, you’ll not only land a job – you’ll thrive in your career for years to come. Hiring managers notice this potential.

They’re not just hiring you for what you can do today, but for what you can become in a year or five years.

I’ve seen a junior developer I hired go from barely contributing, to leading a project and then getting poached by a Singapore tech firm for $4.5K a month (a hefty salary for a young dev from our region).

He achieved that in large part because he was relentless about learning and improving. That could be you.

So, whether you’re teaching yourself through online resources or going through a bootcamp (like ours or any other), keep these principles at the forefront.

You absolutely can break into tech without a CS degree – many of our students have done it, many others around the world have done it, and you can do it too.

In this AI-powered, fast-changing 2025 tech landscape, opportunities are abundant for those who prepare and persevere.

Alright, I hope this was helpful and gave you a clear idea of what matters most to hiring managers (and how to develop those traits in yourself).

I’ve spoken from my personal experience and from the collective wisdom of some incredible mentors and role models.

At the end of the day, it boils down to this: be the kind of engineer you’d want on your own team. Do that, and the job offers will follow, I promise.

Thank you for spending your time with me here. Now, go out there and build something great – and don’t be surprised when that dream developer job comes knocking sooner than you think! 🚀