Make sure to double-check how many candidates are being hired during the recruitment process.
During my interview, I was told only five candidates would be hired; however, at the first meeting, there were six of us.
From the beginning, it felt like one person was meant to be let go, as I was placed under scrutiny from the first week.
This aligns with what the training staff suggested—that at least one person is usually dismissed before training ends, likely as a contingency plan to avoid being understaffed.
They look to let go people as early as possible to save cost on training. It’s difficult to assess someone’s performance within just two weeks, which suggests these decisions may be based more on impression than ability.
First impressions are extremely important. If you make a bad one, you’re likely to be singled out.
In our cohort, background checks by the placement company only began after the first person was let go—a month into training—raising suspicion that someone was always expected to be removed.
Some individuals who couldn’t complete even simple Python tasks still left a better impression by attending after-work social events with the instructor and were ultimately retained.
Despite the job title, this is very much a consulting role, where communication skills and the ability to sell services matter more than technical expertise.
If a client cancels or delays, the company has little control, and you are left waiting. In my case, the start date was delayed by around three months.
The company lacks awareness of what’s happening on the client side and often provides inconsistent or seemingly fabricated excuses for delays. I strongly recommend speaking to multiple people, as I received conflicting explanations from everyone I asked.
The training environment can feel toxic. Trainers hold high expectations and often focus more on whether they personally like you or how you engage with them than on your actual ability.
I was specifically targeted by one trainer who recommended I be let go—even though others in the same meeting said they had no issues with me.
Be aware: you are constantly being evaluated, even during training. Don’t be misled by claims that the process is relaxed or informal.
Although they say you're not expected to work outside of regular hours they imply otherwise. One instructor made it clear that, especially when a project is due, you're expected to complete it by any means—regardless of the time required. If you choose not to work outside of regular hours, you can be certain that others are—due to the environment that’s been fostered.
If you choose not to work outside of regular hours, you can be certain that others are—something several people have raised concerns about. The environment encourages this behaviour, and there’s a clear pressure to follow suit if you don’t want to risk being let go.
The training is basic and poorly managed. Trainers often disappear for meetings, leaving us unsupervised. Once, we spent an entire week on OverTheWire exercises with cameras expected to remain on the whole time.
The environment is unprofessional at times, with people vaping in meetings.
Check reviews for the Software Institute. They have tried to rebrand, possibly due to negative feedback, but internally, not much seems to have changed.
The holidays numbers and pay is controlled by NetBuilder not client and you do not get employee benefits from the client site.
There is no benefit and you are required to use your own holidays during Christmas period when client site is likely closed.
Final advice:
Avoid accepting a London-based job unless you already live there. The financial risk and uncertainty—especially if you’re considering signing a tenancy—are too high.
Maintain a positive impression with trainers; if they don’t like you, they may assign you tasks designed to justify letting you go.
