14 new developers start in cohort H26 - meet the class

14 new developers join our Autumn 2026 cohort – meet the class

More than 1,500 applicants. Over 200 moved forward to testing. Nearly 50 were invited to in-depth interviews. In the end, 14 candidates were offered a place in our autumn cohort – less than one percent of everyone who applied.

They come from five Norwegian universities, have different academic backgrounds and will move on to nine different companies. What they have in common is a strong academic foundation, excellent analytical skills and a genuine willingness to learn.

This is our Autumn 2026 cohort.

14 places from more than 1,500 applicants

We have never had more applicants for a Loop Academy cohort.

From more than 1,500 applications, over 200 candidates were selected to move forward and complete assessments of analytical ability and problem-solving skills. From there, nearly 50 were invited to in-depth interviews before the final 14 places were offered.

That means less than one percent of all applicants made it into the cohort.

Our selection process is not only about grades or who knows the most code today. We look for people with the ability and motivation to learn quickly, solve complex problems and develop in a professional technology environment.

All 14 have completed higher education, and every candidate performs among the top 15–20% in Norway in assessments of analytical ability and problem-solving.

That sets the bar pretty high.

One class – 14 different paths

On paper, 14 people are starting in the same cohort. In practice, they are starting 14 different journeys.

The candidates will move on to nine different companies, across 14 individual assignments. That means we can build the training around where each candidate is actually going to work after the academy period.

Some will join environments focused on .NET and modern web development. Others will work with Java, cloud, data, C++, embedded systems or more low-level technology. The roles, technology stacks and expectations vary significantly from company to company.

So the training should not be identical either.

Individual learning paths from day one

Every candidate has an individual learning path tailored to both their academic background and the needs of the company they are joining.

The goal is simple: when the candidate starts their assignment, they should be as well prepared and productive as it is realistic to expect from a graduate developer.

That means building on the knowledge they already have, while prioritising the technologies, tools and ways of working they will actually meet in their future team.

We believe that makes a lot more sense than giving 14 different people exactly the same training and hoping it fits afterwards.

More than technical skills

The next few months will obviously involve a lot of coding. But they are also about making the transition from university to working life.

How do you work effectively in a development team? How do you handle code reviews and feedback? When should you try to solve a problem yourself, and when should you ask for help? How do you communicate with product owners, senior developers and other disciplines?

These are difficult skills to learn through lectures alone, but they have a major impact on how quickly a graduate developer becomes a real contributor to a team.

Now the important part begins

We are proud to have selected 14 candidates from such a strong pool of applicants.

But selection is only the beginning.

Over the next few months, they will be challenged, learn a huge amount in a short period of time and prepare for 14 different roles across nine different companies. After that comes the part that really matters: applying what they have learned in real development teams, on real products and with real responsibility.

14 developers. 14 individual learning paths. Nine companies. And less than one percent of applicants earned a place.

Now the work begins.

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