Codesmith's newly posted AUDITED version of their CIRR H1 2022 show discrepancies from their initial report published a month or two ago (... and a reminder about blindly trusting CIRR)

Thanks for sharing thoughts! Placement times range from 3 weeks to 18 months and counting. One of the main reasons we don't publish time to placement data right now is because people don't understand what Formation "is" yet and we don't want people to look at numbers that would compare us to a bootcamp or even our competitors, like Interview Kickstart, Outco, Pathrise, Coachable, Scaler (all of which don't publish much data). Your program is truly unique to you, the person who is still here after 18 months has done hundreds of sessions, almost a thousand tasks, a few dozen mock interviews, and keeps chugging along. Some people even do contracts and part time jobs and ramp down Formation and then ramp back up again when the contract ends (I can't comment on specific people, but it might contribute to the people who have been here longer). I completely agree that someone looking at Formation being able to estimate about how long it will take them is very important for them to understand what kind of commitment they are getting into, but unless you can find people who have almost the same background and circumstances and goals you do at a similar time, any numbers you get might mislead you into thinking it's shorter or longer than it is. If you want the time to placement numbers to judge us by and not for the above purpose, then I think you are also missing the point as well. Formation isn't a school, isn't a fixed program, isn't something graded by salaries or placement times. All of the questions we internally benchmark our quality on are net promoter metrics, how supported people feel, how valuable sessions are, how valuable Formation is to them qualitatively, people's satisfaction with Formation based on their expectations. We don't have a single internal goal that is based on salaries or placement times, so if we put them out there so people can judge us by those then it distract the company from what we think is important - which is the above qualitative metrics... we want people to value Formation and to feel great about their experience and focus all our energy on making changes if we miss the mark on something. The CIRR game forces Codesmith for example to juice placement numbers and salaries, it makes executives tell people to turn down great $100K junior offers even though it's not the right thing for the person, it might be why Codesmith's unaudited outcomes were higher than their audited ones, people make mistakes when the pressure is high to produce those CIRR numbers and the quality of the program is judged by them.