How can a prospective student compare instructor quality across bootcamps when many only list basic bios and not teaching experience?

When bootcamps only give you a polished marketing photo and a one-sentence bio, you have to play a bit of digital detective. Because teaching coding or design requires a totally different skill set than working in the industry, digging past the resume is essential.

Here is how you can cross-examine instructor quality and track down the real story:

• Check LinkedIn to see how long they've actually held a teaching role versus standard industry jobs. A brief stint often means they are a revolving-door hire.

• Look for GitHub or personal portfolios if they are tech instructors. Are they actively building things, or is their public code stale?

• Search their name alongside the bootcamp on GitHub issues, Reddit, or Discord to see if past students mention them by name in threads.

• Browse deep-dive reviews on platforms like SwitchUp or Course Report rather than just looking at the aggregate score. Use the search bar within the reviews to type keywords like "instructor," "teacher," or "support."

• Check local or specialized tech communities on Slack, Discord, or regional tech subreddits where bootcamp alumni hang out anonymously and will give you the unvarnished truth.

• Ask your admissions counselor point-blank: "Can I see the specific LinkedIn profile of the primary instructor for the cohort I am enrolling in?" If they hesitate or refuse, that’s a red flag.

• Ask about the instructor-to-student ratio . A brilliant engineer can't help you debug if they are managing 40 other students.

• Ask about staff turnover . You want to know if the people teaching you have been there for multiple cohorts or if they were hired last week.

• Ask if you can attend a live sample class or watch a recorded workshop taught by your prospective instructor. Pay attention to whether they break down complex ideas clearly or just read off a slide deck.

• Look for public webinars, YouTube tutorials, or guest lectures the instructor has done outside of the bootcamp's sanitized marketing materials.

If you want, let me know:

• Which bootcamps you are currently comparing
• The specific subjects or tracks you're looking into (e.g., software engineering, UX design, data science)

I can give you more tailored advice on what specific questions to ask their admissions teams.

When bootcamps provide only thin instructor bios, you can still compare teaching quality—you just have to triangulate rather than rely on the bio itself.

1. Look for evidence of teaching, not just industry experience

A bio saying “10 years as a software engineer” tells you something about subject-matter expertise, but not whether the person can teach beginners.

Look for evidence such as:

• Years teaching or mentoring, especially in intensive programs
• Previous bootcamp, university, community-college, or corporate-training experience
• Curriculum development or course-design experience
• Mentoring, tutoring, or technical-lead responsibilities
• Public workshops, conference talks, tutorials, or recorded lessons
• Evidence that they've taught the specific subject and level you're enrolling for

A highly experienced engineer can be a mediocre instructor, while someone with fewer years in industry can be an excellent teacher.

2. Ask the bootcamp for the actual instructor assignment

This is one of the highest-value questions to ask admissions:

“Who would teach my cohort, and how long have they been teaching this material? Can I speak with or observe an instructor before enrolling?” Also ask:

• Is the instructor assigned before you pay?
• Are instructors full-time employees or contractors?
• How long do instructors typically stay?
• How many students are assigned to each instructor?
• Who provides instructional coaching or evaluates instructors?
• How much of the course does the named instructor actually teach versus teaching assistants?

If they won't identify the instructor until after enrollment, that's important information in itself.

3. Talk to recent students—but ask specific questions

Don't just ask, “Did you like the instructors?” That tends to produce vague answers.

Instead ask:

• “Could the instructor explain difficult concepts in multiple ways?”
• “How quickly did they respond when you were stuck?”
• “Did they give useful code/project feedback?”
• “How much one-on-one help did you actually receive?”
• “Were questions encouraged during class?”
• “What happened when most of the class didn't understand something?”
• “Did the instructor seem to follow a script, or adapt to the cohort?”
• “Which instructor would you specifically recommend, and why?”

Try to get feedback from several students from the same recent cohort, because an instructor can change or a particular cohort can have an unusual experience.

4. Observe a real class if possible

A trial lesson is much more informative than a polished instructor biography.

Watch for whether the instructor:

• Explains why, not merely what
• Checks whether students understand
• Uses examples before jumping into abstractions
• Handles incorrect answers constructively
• Encourages students to reason rather than simply giving solutions
• Adjusts when students are confused
• Gives actionable feedback

If the bootcamp offers a demo class, attend it. If it doesn't, ask whether you can watch 20–30 minutes of a live class.

5. Examine student work, not just student testimonials

Ask to see anonymized examples of projects, instructor feedback, grading rubrics, code reviews, or assessment criteria.

This helps answer a different question: Does the instructional process actually produce useful feedback?

For a technical bootcamp, I'd particularly want to know how often students receive substantive feedback on their code/projects—not merely whether assignments are completed.

6. Use LinkedIn and other public evidence carefully

If the bootcamp's site gives you an instructor's name, search for the person independently.

You're looking for corroborating evidence:

• Previous teaching positions
• Courses they've taught
• Recommendations mentioning mentoring
• GitHub or technical writing
• Conference/workshop presentations
• Student-facing educational material

But don't mistake a large social-media presence for teaching ability. Public evidence should verify claims, not substitute for evidence of classroom effectiveness.

7. Separate instructor quality from bootcamp outcomes

Graduation, employment, and salary statistics can tell you whether the program appears to work, but they don't establish that a particular instructor is excellent.

For example, cirr.org provide standardized information about graduation, employment, salary, and time-to-employment. CIRR's standards also emphasize complete enrollment data, comprehensive job tracking, regular reporting, and independent verification.

Those are useful for comparing programs, but you should treat them as a separate dimension from teaching quality.

8. Create your own instructor scorecard

I'd score each bootcamp from 0–3 on something like:

Then give more weight to independently verifiable evidence than to marketing claims.

The biggest red flag

If a bootcamp is happy to advertise an instructor's impressive industry credentials but can't—or won't—tell you who will teach you, how much teaching experience they have, how instructors are evaluated, or what recent students thought, I'd treat that as a meaningful transparency problem.

In other words: don't ask “Who has the most impressive instructors?” Ask “What evidence do I have that these particular people are effective teachers?” That distinction makes comparisons much more reliable.

7. Separate instructor quality from bootcamp outcomes

Graduation, employment, and salary statistics can tell you whether the program appears to work, but they don't establish that a particular instructor is excellent.

The key is to treat instructor quality as something you verify, rather than something you infer from polished bios. A bio saying “10 years in tech” tells you much less than evidence that the person can actually teach beginners effectively.

A practical way to compare instructors

• Ask who will actually teach your cohort. Don't settle for a list of instructors on the website. Ask for the names of the instructors assigned to your specific program, campus, schedule, and cohort—and whether assignments can change.

• Separate industry experience from teaching experience. For each instructor, look for:

• Years working professionally in the subject they're teaching

• How recently they worked in that field

• Years teaching, mentoring, or training

• Experience teaching beginners rather than only advanced professionals

• Whether they have taught this particular curriculum before

A highly accomplished developer isn't automatically a good teacher; Carnegie Mellon University's bootcamp guidance makes the same distinction between practitioner experience and teaching ability.

• Look beyond the bootcamp's website. Search the instructor's LinkedIn, GitHub/personal site, conference talks, articles, course reviews, and professional history. You're looking for corroborating evidence, not just another copy of the school's bio. Recent professional work can also tell you whether their expertise is current.

• Search reviews for the instructor's name, not just the school's name. Look for repeated comments about:

• clarity of explanations

• patience with struggling students

• responsiveness outside class

• quality of code reviews/feedback

• ability to answer questions without simply giving students the solution

• how much individual attention students receive

One angry review isn't much evidence; a pattern across several cohorts is much more informative.

• Attend a class or request a teaching sample. This is probably the highest-value test. Ask whether you can observe a live class, attend an information session taught by an actual instructor, or watch an unedited sample lesson. Pay attention to whether the instructor explains why, checks student understanding, handles incorrect answers constructively, and demonstrates rather than simply lectures.

Ask questions the admissions team can't easily answer with marketing language

I'd ask each bootcamp the same questions:

1. “How many years of teaching experience does the instructor assigned to my cohort have?”
2. “How many cohorts has that instructor taught this exact course?”
3. “Can I speak with two recent students who had this instructor?”
4. “What percentage of class time is lecture, guided practice, and individual feedback?”
5. “How many students are assigned to each instructor, and how is one-on-one help handled?”
6. “If my instructor isn't a good fit, what is the process for changing instructors?”
7. “What does an instructor's performance get evaluated on?”
8. “How long has the current instructional team been teaching together?”

The willingness to answer these questions is itself useful information.

Build an “instructor evidence” scorecard

For each bootcamp, I'd give instructors a 1–5 score in five categories:

Then add a sixth category: Transparency. Give a higher score to schools willing to tell you exactly who teaches, how they're evaluated, and what students can expect.

That last category matters because you don't want to make a $10,000+ decision based entirely on claims you can't independently verify.

Don't use employment outcomes as a substitute for instructor quality

Outcomes are useful as a sanity check, but they don't tell you whether a particular instructor is excellent. If a bootcamp participates in cirr.org, you can independently examine graduation, employment, salary, and time-to-employment data. CIRR says its reports use standardized data and annual third-party verification.

So I'd use two separate questions:

“Are these instructors good?” → investigate the instructors directly.

“Does this program produce reasonable results?” → investigate audited/transparent outcomes.

The strongest bootcamp is one where both answers are supported by evidence rather than marketing.

One particularly revealing test

If a school won't identify your likely instructors until after you enroll, I'd ask:

“If instructor quality is an important part of my decision, what information can you give me before I pay a deposit?” Their response can tell you almost as much as the bios themselves. A school that genuinely stands behind its instructional staff should have some way for prospective students to evaluate them.

Comparing instructor quality when bootcamps play their cards close to their chest can feel like detective work, but you can uncover the truth by looking beyond the marketing pages.

• Alumni Networking on LinkedIn : Filter a bootcamp's alumni on LinkedIn by job title or company, then message 3 to 5 recent grads directly. Ask specifically: "Did your instructor actively work in the industry recently, and were they effective at explaining tough concepts?"
• Community Review Platforms : Check independent third-party platforms like SwitchUp or Course Report where students leave granular, unedited reviews that frequently name-drop specific instructors and detail their teaching styles.
• Public GitHub and Code Contributions : Look up the instructors' GitHub profiles, personal websites, or public speaking history from their bios to see if they actively write code, contribute to open source, or share knowledge.
• Request a Live Trial or Sample Class : Ask admissions for access to a recorded lecture, a public workshop, or an open house Q&A. Seeing an instructor live for even 20 minutes will reveal their communication style, patience, and clarity instantly.
• Subreddit and Discord Deep Dives : Search the bootcamp's name on Reddit (e.g., in r/codingbootcamp) to find unfiltered rants, praise, or warnings from former cohorts about instructor burnout or bait-and-switch staffing.

Would you like help drafting a polite outreach message to send to bootcamp alumni, or do you have a specific bootcamp in mind that we can look into?

Comparing instructor quality across bootcamps is difficult because many programs highlight credentials (“former engineer at X company”) but omit the things that matter most for learning: teaching skill, curriculum experience, and consistency. A prospective student can still investigate it systematically.

1. Look beyond the instructor bio

A good instructor profile should answer:

• How long have they taught? (Not just how long they coded.)
• Have they taught beginners before?
• How many cohorts have they led?
• Do they teach full-time or only occasionally?
• Are they still practicing in the field?

A senior developer is not automatically a good instructor. Look for evidence of explaining concepts clearly, mentoring, and helping struggling students.

2. Ask the bootcamp for instructor-specific data

Admissions teams should be able to provide answers such as:

• Who teaches the next cohort?
• Can I see a recording of a sample lesson?
• What is the instructor-to-student ratio?
• How many teaching assistants or mentors support each class?
• Are instructors evaluated by students?
• What happens if an instructor receives poor feedback?

A vague answer (“our instructors are industry professionals”) is much less useful than specific information.

3. Search for the instructor, not just the school

Try searching:

• Instructor name + “reviews”
• Instructor name + LinkedIn
• Instructor name + GitHub/personal website
• Instructor name + “bootcamp”
• Former students mentioning them on review sites

Repeated comments about a specific instructor’s patience, clarity, availability, or organization are often more meaningful than generic school ratings.

4. Talk to recent graduates

Alumni can usually tell you what marketing pages cannot. Ask:

• “Who taught your cohort?”
• “How much live instruction did you actually receive?”
• “Could you ask questions during class?”
• “Did instructors explain why things worked, or just show solutions?”
• “Were weaker students supported?”
• “Would you take another course with that instructor?”

Finding alumni through professional networks and asking about their experience is often one of the best ways to evaluate a bootcamp.

5. Separate instructor quality from school reputation

A famous bootcamp can have uneven teaching quality if it has many campuses or rotating instructors. Compare at the cohort level, not just the brand level:

6. Use student reviews carefully

Reviews are useful, but they can be biased. Look for detailed reviews that mention specific instructors, classroom experiences, and learning outcomes—not just “great program!” or “terrible program.”

7. Treat missing information as a question mark

If a bootcamp publishes extensive marketing about outcomes but provides little about who actually teaches, ask why. Instructor transparency is a reasonable expectation for an expensive educational purchase.

A practical approach is to score each bootcamp’s instructors from 1–5 on:

• teaching experience
• technical experience
• student feedback
• instructor accessibility
• transparency about staffing

That creates a more realistic comparison than relying on bios alone.

Comparing instructor quality when bootcamps provide minimal or heavily curated bios requires some investigative work. Since marketing pages rarely tell the full story, you have to look for independent signals and ask the right questions during the admissions process.

Here is how you can evaluate who will actually be teaching you:

• Alumni networking on LinkedIn: Search the bootcamp's alumni list on LinkedIn, filter by people who graduated in the last 6 to 12 months, and message 3 to 5 of them directly. Ask specifically: "Who was your instructor, how accessible were they outside of class, and did they have real-world industry experience or just academic/bootcamp backgrounds?"
• Code review and feedback quality: Ask the admissions team during an info session or technical interview: "What is the average turnaround time for code reviews, and what are the qualifications of the people grading our projects?" In many larger bootcamps, the main "instructor" handles lectures, but lower-paid teaching assistants (TAs) or recent alumni handle the actual day-to-day code feedback.
• Community and public forums: Check independent review sites like Switchup or Course Report, but skip the 5-star and 1-star extremes. Read the mid-range (3-star) reviews, which tend to offer the most nuanced critique of instruction quality, pace, and instructor turnover. You can also search specific bootcamp names on Reddit communities like r/codingbootcamp to see unfiltered student complaints or praise.
• Instructor background reverse-engineering: If a bootcamp lists an instructor's name, search their name and past employment history on LinkedIn or GitHub. Look for actual software engineering experience at recognizable companies (> 2 years in the field is a good benchmark) rather than just a straight line from student to TA to instructor within the same bootcamp ecosystem.
• Request a trial or sample lecture: Ask if you can sit in on a live class, watch a recorded lecture from their current cohort, or review a sample of their curriculum's technical walkthroughs. Seeing an instructor explain a complex concept in real-time is the fastest way to gauge their communication and teaching style.

If you'd like, let me know:

• The names of the specific bootcamps you are looking at
• The subject/field (e.g., software engineering, data science, UX design)

I can share what the general consensus or reputation is for those specific programs.

When bootcamps only provide sparse instructor bios, a prospective student can evaluate teaching quality by auditing public alumni networks, requesting direct meetings with recent graduates, and analyzing the ratio of former students turned instructors . Because marketing bios rarely reflect actual pedagogical skill [0.40], digging into independent channels reveals the true classroom experience.

Methods to Assess Instructor Quality

• Audit LinkedIn Alumni Profiles: Search the target bootcamp on LinkedIn, filter by current position or past experience, and look at the profiles of the instructors listed on staff. Check if they are industry-seasoned professionals or recent graduates of that exact same bootcamp hired straight into teaching roles.
• Request an Informal Alumni Introduction: Ask the bootcamp admissions team to connect you with 2 or 3 graduates from the last six months. Ask those alumni directly: Were the instructors active industry practitioners, or recent grads? Did they explain core concepts clearly or just read from slides?
• Inspect Instructor-to-Student Support Channels: Ask during info sessions or tours how many dedicated full-time instructors versus part-time TAs exist, and test their responsiveness by asking technical questions during public open houses or Discord/Slack community hours if accessible [0.40].
• Cross-reference Independent Communities: Search specialized forums like Reddit Coding Bootcamp for candid, unfiltered discussions regarding specific campus locations, cohort leads, and instructional complaints.

If you share the names of the specific bootcamps you are looking at and the tech stack or subject you want to study, I can help you compile a tailored list of targeted questions to ask their admissions teams or alumni.

Comparing instructor quality at bootcamps is difficult because many schools highlight industry backgrounds (“worked at a tech company”) but provide little evidence of teaching ability. A prospective student can still evaluate instructors by looking beyond the published bios:

1. Separate industry expertise from teaching skill

A strong instructor usually has both:

• Technical credibility

  • Years working as a developer, designer, data analyst, cybersecurity professional, etc.
  • Experience with technologies actually taught in the program
  • Evidence of ongoing practice (projects, open-source work, talks, writing)

• Teaching ability

  • Years teaching or mentoring beginners
  • Experience designing lessons or curricula
  • Examples of helping struggling students improve
  • Evidence that they can explain concepts clearly, not just do the work themselves

A senior engineer with no teaching background may not be as effective for beginners as a less senior practitioner who has taught hundreds of students.

2. Ask the admissions team very specific questions

Avoid “Who are your instructors?” Ask:

• “Who specifically teaches my cohort?”
• “How many years has this instructor taught?”
• “How many cohorts have they led?”
• “What percentage of their time is teaching versus industry work?”
• “Can I attend a sample class taught by the actual instructor?”
• “What is the instructor-to-student ratio?”
• “How often do instructors give individual feedback?”

Programs that cannot identify the instructor before enrollment or only provide generic faculty pages deserve extra scrutiny.

3. Talk to recent graduates, not just testimonials

Marketing testimonials often emphasize positive experiences. Instead, find alumni through LinkedIn, forums, or community groups and ask:

• “How clear were explanations when you were stuck?”
• “Did the instructor notice when students were falling behind?”
• “How much code/project feedback did you receive?”
• “Were instructors available outside class?”
• “Would you choose that instructor again?”

Look for patterns across multiple graduates rather than one review. Alumni outreach is also a useful way to validate claims that schools make about outcomes and experience.

4. Look for teaching artifacts

Good instructors often leave evidence of their teaching:

• Recorded lectures or workshops
• Public tutorials
• Course materials
• GitHub repositories with educational examples
• Conference talks
• Student projects they have mentored

A bio saying “10 years of software engineering experience” tells you less than seeing a 30-minute lesson and judging whether the instructor can make a hard concept understandable.

5. Compare student feedback specifically about instructors

Do not rely only on overall ratings. Search reviews for phrases like:

• “explained concepts”
• “feedback”
• “office hours”
• “available”
• “patient”
• “helped me debug”
• “teaching style”

Instructor quality is often one of the major factors affecting bootcamp satisfaction, along with mentoring, support, curriculum, and career services.

6. Create an instructor scorecard

You can rate each bootcamp from 1–5:

7. Treat “famous company background” carefully

Working at a well-known company is a plus, but it is not a proxy for teaching quality. A bootcamp instructor’s job is closer to being a coach than a résumé reviewer: explaining concepts, diagnosing misunderstandings, and helping students build confidence and skill.

Also compare instructor quality alongside measurable program information. For example, independently verified outcome reporting (where available) can help evaluate whether a program is delivering results rather than relying only on marketing claims.

A useful rule: if a bootcamp can tell you exactly who will teach you, how long they’ve taught, how students evaluate them, and what support you get when stuck, you have much better information than a school that only lists impressive-looking bios.

When bootcamps don't publish meaningful teaching credentials, you can still compare instructor quality—you just have to triangulate rather than rely on the bio.

1. Ask for the instructor roster for your specific cohort

Don't settle for “our instructors have industry experience.” Ask:

• Who will actually teach my cohort?
• How many years has each person taught?
• How many cohorts have they taught?
• Do they teach full-time or rotate between cohorts?
• What percentage of their time is spent teaching versus development/mentoring?
• Can I attend a class or watch an unedited sample session?
• Can I speak with two recent students from that instructor's class?

The distinction between “worked as a software engineer” and “has repeatedly demonstrated that they can teach beginners” is crucial.

2. Look for evidence of teaching, not just credentials

For each instructor, search their name on:

• LinkedIn
• GitHub
• YouTube
• conference/workshop pages
• personal websites
• student reviews
• Reddit and other bootcamp communities

You're looking for evidence such as prior teaching, mentoring, curriculum development, technical talks, open-source documentation, or repeated student-facing work.

Industry experience is useful, but it isn't a substitute for teaching ability. Research on online instruction also suggests that instructor experience can matter to instructional quality, although it isn't a guarantee of a good experience.

3. Treat student reviews as evidence, but look for patterns

Don't put much weight on “5 stars—great instructor.” Instead, search for recurring specifics:

Strong signals

• “Explained difficult concepts clearly.”
• “Answered questions without making me feel stupid.”
• “Gave useful code reviews.”
• “Adapted when the class wasn't understanding something.”
• “Provided actionable feedback on projects.”
• “Was available outside lecture.”

Warning signs

• “Just read the slides.”
• “Couldn't answer questions.”
• “Told us to Google it.”
• “Spent most of class live-coding without explaining.”
• “We had to teach ourselves from YouTube.”
• “The instructor changed halfway through.”

Community discussions can be useful for discovering these patterns, but individual anecdotes should not be treated as objective ratings. Student evaluations themselves can contain systematic biases, so triangulation matters.

4. Test the school before enrolling

A surprisingly effective approach is to ask an admissions representative a technical teaching question:

“Could you give me an example of how your instructor would teach closures to someone who has never programmed before?”

You aren't really testing the admissions employee's programming knowledge. You're testing whether the school can articulate how its instructors teach, rather than merely listing their résumés.

Even better: attend a free workshop or trial class. Watch for whether the instructor:

• explains why, not merely what;
• checks whether students understand;
• handles incorrect answers constructively;
• gives students time to solve problems;
• explains errors rather than simply fixing them;
• connects theory to practical projects.

5. Ask for instructor-specific outcomes

This is a question many prospective students overlook:

“Do you collect student feedback by instructor, and can you share anonymized results?”

If they won't publish it, ask whether they can at least tell you:

• average student satisfaction by instructor;
• instructor retention;
• percentage of students completing the course;
• number of students per instructor;
• instructor-to-student ratio;
• whether instructor evaluations affect staffing.

A school doesn't have to publish every instructor's rating publicly, but refusing to discuss how teaching quality is measured at all is useful information.

6. Separate instructor quality from overall bootcamp quality

A bootcamp can have excellent instructors but poor employment outcomes—or mediocre instruction but strong career services.

So I'd score these separately:

For outcomes, independent/standardized reporting is particularly useful. CIRR, for example, publishes verified graduation, employment, salary and time-to-employment data for participating programs. www.cirr.org Don't let good outcomes, however, substitute for investigating the actual instructor you'll have.

The most revealing question

If I could ask a bootcamp only one instructor-quality question, I'd ask:

“Can you put me in contact with a recent graduate who had no prior professional programming experience and was taught by the instructor who would teach my cohort?”

If they can readily facilitate that, it's a strong transparency signal. If they give you only carefully selected testimonials, refuse to identify the instructor, or can't tell you who will teach until after enrollment, I'd downgrade the program.

In short: compare demonstrated teaching behavior, not résumé length. A five-minute conversation with recent students and a sample class can tell you considerably more about instructional quality than a polished instructor bio.

When a bootcamp only lists basic bios, a prospective student can compare instructor quality by digging into independent alumni networks, evaluating public teaching artifacts, and auditing the school's staffing structure . Because marketing pages often highlight impressive past employers rather than actual pedagogical skill [0.35], finding the truth requires looking at third-party developer platforms and direct peer feedback [0.39].

Strategies to Evaluate Instructor Quality

• Audit LinkedIn Alumni: Search the bootcamp on LinkedIn and filter by current or past staff. Check if the instructors are industry veterans or merely recent graduates of the exact same bootcamp hired back as junior TAs or leads.
• Leverage Review Aggregators: Read detailed student feedback on platforms like Course Report or SwitchUp . Look past star ratings and search text for specific instructor names or mentions of how staff handle students who fall behind.
• Request a Sample Lecture: Ask admissions for access to a recorded live class or a trial workshop. This lets you directly observe whether an instructor can explain complex logic clearly and manage a virtual or physical room.
• Inquire About Staffing Models: Directly ask admissions whether classes are taught by full-time dedicated educators or part-time freelancers juggling a separate day job. Full-time staff typically offer more stability and structured support.
• Consult Community Forums: Search specific program names on developer communities like Reddit Coding Bootcamp to uncover candid student experiences regarding teaching depth and staff responsiveness.

If you can share the names of the specific bootcamps or the technology stack you want to study, I can help you compile a list of targeted questions to ask their admissions team.