Sorry, this turned out not to be a simple yes/no. I thought I would explain, as a hiring manager, what goes through my head:
> 28 years old with a Finance Degree from a non-Ivy league school
Don't care.
> Spent the last two years living overseas teaching English
Ok, no background in programming for a living, but this is a junior role, so keep reading...
> and learning to code
Ah, so is this learning to code because the economy sucks and I heard coding is lucrative, or learning to code because I discovered programming and realized it's what I was born to do..
> Fairly well versed in html, css, javascript, and PHP
This, and the word "junior" are the part that jumps out and all I really care about. I put very little value in resumes, they are dead documents and I'm trying to hire living people. If I'm hiring a coder, I need to see them in person, and I need to see them code. The resume is only useful so I can pick out a few things to set the initial direction of the conversation. If you came in for an interview, we'd grill you on the stuff you claim to know well. I don't expect you to be an expert in building large scale client-side applications, but if that's the job, I need to make sure you have the fundamentals down, and that you "think like a software engineer". Look at it from my point of view: I'm taking a chance on someone who might grow with the opportunity and contribute value to the business, or might bring the whole team down with sloppiness, laziness, or just mediocrity and a sense of indifference. So I'm trying to answer some questions:
* Do you care about the craft of software engineering, beyond just slapping stuff together?
* What is your approach to code quality? Maintainability? Testability? Documentation?
* Are you a fast learner? Can you hit the ground running with someone else's code base?
* Are you self-motivated? Can you finish a project and ship it? Can I trust you to work without being micromanaged?
* Do you know how and when to ask for help or more information?
* Can you work well as part of a team?
* Am I going to get more out of you than I put in? (Eventually)
Of course, I don't ask these questions directly, I'm looking for evidence, a little bit from your work history, but much more from the way you handle problem solving in the ridiculously inefficient, artificial, and constrained environment of a job interview. This is why it's so hard to hire the right people, and so hard for the right people to get hired. The best you can hope for is that everyone involved knows how the system sucks and has some techniques for dealing with it.