Turning Legacy Computing Skills Into a Job

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For many companies, especially those in the financial and insurance industries, legacy computing is a fact of life. Whereas other businesses may run the most current technology in their data centers, these firms have so much historical data in place, along with such a significant amount of money invested in their systems, they’re all but forced to keep the big iron running even as they add newer technology to handle current tasks.

“Mountains of COBOL code, 30-year-old mainframes and long waits for process changes that take months to implement are the reality for a surprisingly large part of the IT industry,” storage and cloud consultant Jim O’Reilly wrote in TechTarget.

“Legacy data center gear is slow and expensive to run and maintain,” O’Reilly added. “And many legacy programming languages are dead; COBOL programming language is no longer taught in schools, and most programmers want nothing to do with it.”

It’s not just job seekers who shy away from talking about COBOL skills. A number of recruiters don’t like getting involved in searches for mainframe jobs. Often, they say, employers aren’t realistic about the job’s qualifications—tech pros with three to five years of COBOL experience are exceedingly rare, for instance—and they see little long-term advantage to participating in what can be a long and painful process.

The Upside

Despite all that, the fact remains that jobs involving legacy systems do open up, and they can offer you a way into a highly regarded employer. JPMorgan Chase, UnitedHealth Group and Northrop Grumman, for example, all have a need for COBOL skills.

This puts the pressure on employers to be flexible when they’re trying to fill a legacy position, said Luke Cantella, principal account manager for recruiter WinterWyman in Waltham, Mass. “Tech pros like the latest and greatest,” he observed. “It’s hard to ask people to go back to something that’s not so great.”

That means the company has to clearly think through what it’s offering and present job seekers with a clear upside. In some cases, candidates may even be able to negotiate a position that offers them leadership opportunities sooner than might otherwise have been possible. For example, they may have the chance to help plan the migration to a new platform as part of their role.

Thinking It Through

So what do you do if you’re approached with a legacy opportunity? Before you dismiss it out of hand, it might be worth asking yourself a few questions:

  • Will managers outline a clear career path for you? Sure, their immediate priority is to plug the hole in their legacy systems, but have they given thought to where your next opportunity will be, and how long it will take for you to get there? (It’s a red flag if they haven’t.)
  • Is the company committed to updating its systems, and will you be a part of that effort? How much of your time will be allotted to working on the migration, as opposed to simply maintaining the old technology?
  • Does the company use available tools—such as those from Compuware and Micro Focus—that can integrate legacy solutions with more contemporary distributed application IDEs and APIs? Is it looking at ways to use the likes of Java and C++ on the mainframe? (Shops that do aren’t stuck in the past.)

However they do it, employers have to give tech pros “a really good reason” to take a job focused on older technology, said Cantella: “Employers might have to craft legacy with other responsibilities,” such as transitioning to new systems and training in new skills along the way.

Image Credit: Everett Collection/Shutterstock.com

Comments

2 Responses to “Turning Legacy Computing Skills Into a Job”

December 28, 2015 at 1:21 pm, Harold Carruthers said:

Has anyone noticed the core of “arguments” or “reasons” for new tools, new methods and the future always seems to be justified in the failure of the past? Where predictability and business value were built for the past 40 plus years no longer seems relevant? To propose that business value of new tools and new methods is based in the available labor force is simply not measurable. Whats new and sexy today will be old and tired tomorrow. With limited expertise in those old tools the companies will see the error in new and sexy as they abandoned proven value added tools and methods. Having been one that proudly wrote defamed COBOL, Assembler, Fortran, Autocoder, Easycoder and even a little B280 code since 1972 on machines as small as an IBM 360-30 I can say with authority that business value drove tools and processes. Business leaders understood defaulting to new and sexy was not the best decision to drive business value. Not being resistant to change I suggest that ALL tools and ALL methods have their place. Personally, I think iterative to be the most productive method to provide business value value. Notice there was no mention of a language as it is pointless to do so. In basketball there is a saying the you win or lose based on the 3 pointer. Meaning if you shoot them and its an off day, you lose. A well executed dunk always revs up the crowd and scores.

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December 31, 2015 at 10:02 am, OLd Guy said:

I am a legacy programmer. I have a stable job doing new development on Cobol. Recently our company hired a group of Java developers to write a new system and It was a disaster. This was not a conversion but a whole different system.Legacy systems are still hear for a reason. Third generation languages are still relevant for a reason. I’m glad they no longer teach Cobol in school. That means my skills will become gold as I reach retirement.

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