Building a Global Mainframe Talent Pipeline: Broadcom’s Investment in Customer Success

It may come as a surprise that the narrative of a vast mainframe skills gap is…false. More precisely, it’s outdated.

The Futurum Group says that sourcing mainframe skills “is no harder than finding cybersecurity or AI talent.” So, how difficult is it to hire cybersecurity and AI talent?

According to data from the Center for Security and Emerging Technology, graduates of AI-related undergraduate and master’s degrees—which include computer science and cybersecurity—have increased by 120% since 2011. Over the past decade, college graduates with STEM degrees have increased faster than graduates with general degrees.

The 2024 Global Mainframe Skills Report shows a 65% growth in mainframe workers over the past five years. Additionally, over 90% of employers plan to hire new mainframe professionals in the next two years.

Over 90% of employers plan to hire new mainframe professionals in the next two years

An upswing of new talent to bolster the future of the mainframe workforce is no accident. Individually and collectively, global businesses have pushed for new talent, provided training, and upskilled those in the field.

Broadcom Vitality Program

Broadcom’s Vitality Program uniquely develops talent by ushering individuals new to the mainframe into a proven 12-month learning experience. According to Hunter Johnson, product marketer overseeing the company’s ‘Beyond Code’ marketing initiatives, “The Vitality program is a learning experience designed to attract individuals of all backgrounds, including those with little to no mainframe or IT experience. For those who want to start a career in mainframe and are ready for a new challenge – or, for organizations desiring skills enhancement for their existing staff — it’s a proven way to gain invaluable experience.”

“The Vitality Program is a learning experience designed to attract individuals of all backgrounds, including those with little to no mainframe or IT experience.”
– Hunter Johnson, Product Marketing Engineer, Beyond Code, Broadcom 

The training is not particularly unique; organizations often hire college graduates and teach them mainframe skills. The Vitality Program’s distinguishing feature is the approach to learning, which embeds trainees on-site with customers, embedding mentorship from Broadcom and the customer.

Part One: Foundational Training

Broadcom’s Vitality Program consists of two parts: foundational training and onsite residency.

For the first six months, trainees embark on a foundational learning journey. This consists of seven weeks of Mainframe Foundations and five weeks of System Programmer Foundations.

Next, learners focus on Broadcom-specific training in various areas such as IDMS, ACF2, Datacom, Top Secret, Endevor, OPS MVS, and more. The curriculum is hands-on and requires commitment, determination, and quick learning. The first module alone is 280 hours.

Trainees hail from various backgrounds, including veterans, teachers, nurses, and even veterinary technicians, but they share key traits. “We look for certain characteristics, like relentless grit and determination to learn new concepts,” Johnson said. “Mainframe training isn’t easy, and we seek learners excited by the challenge.”

Broadcom fully embraces the responsibility of the financial investment—covering training and, in many cases, housing, moving, and other expenses. This removes barriers that might prohibit applicants from exploring a mainframe career. 

Part Two: Onsite Residency

After six months of foundational and Broadcom product training, trainees are placed at a customer site to apply their burgeoning skills. But Broadcom doesn’t toss new mainframers into the deep end alone. A dedicated Broadcom mentor is assigned to each resident, and regular touchpoints are provided along the way. Trainees learn in the real world, and clients gain skillsets directly relevant to the Broadcom products installed in their environments. 

Johnson compared it to a medical residency: “Learners are trained on our products and gain mainframe skills–and then get hands-on experience and mentorship in a production environment.”

Customers are equally committed to trainee success and assign a mentor for knowledge and support in the specific environment and processes. At the end of this period, many learners are offered permanent roles, seamlessly transitioning from trainee to mainframe professional as they continue their journeys. 

The one-two punch of learning and then applying knowledge addresses the common conundrum of needing experience to get a job but not being able to get a job without experience.

Fostering a Global Mainframe Workforce

The Vitality Program started in 2019 in North America. Its success and widespread demand led Broadcom to replicate it across multiple geographies. Today, residents are being hired, trained, and placed in North America, EMEA, and Australia residencies.

Broadcom customers also send employees for foundational training across multiple countries, including India, Japan, South Africa, Thailand, Israel, and Brazil. The Vitality Program’s international reach ensures diversity, reflecting the global nature of mainframe operations.

Results

It sounds great, but is it working? All indicators point to yes. The Program’s popularity has grown in five years, and there is no shortage of qualified applicants. The careful selection process ensures only the most committed learners join, allowing Broadcom to maintain high standards in talent development.

42% of participating customers have hired more than one resident and request additional residents.

But Wait, There’s More: Upskilling

Broadcom has another arrow in its quiver for developing a global pipeline of mainframe talent. The Vitality Program is not just for newcomers; organizations can send their existing mainframe professionals through Vitality foundational training to freshen their skills. 

Broadcom customers recognize the value of immersive foundational training, noting an annual average increase of 359% of customers’ employees who complete the training program. With this training, employees gain the skills to shift focus, try new responsibilities, and grow their mainframe experience.

For example, Banrisul Bank, the largest bank in southern Brazil, retrained 17 associates last year through the Vitality Program foundational training. Banrisul Bank reports enhanced capabilities and knowledge continuity within its mainframe teams. 

Offering targeted skills training to existing employees and clients builds workforce resiliency. Rather than scrambling, Broadcom and its customers are partnering to have talent waiting in the wings. 

Maybe It’s You

For companies hesitating to prioritize training up employees or investing in a mainframe workforce, Donna Amaral, Vitality Program Leader at Broadcom, offers this: “Let’s shift the thought process from ‘skills gap’ to a ‘skills opportunity.’”

She notes that every industry faces talent shortages at times. The difference is predicated on organizational action – recognizing a need, preparing for the future, and taking action. “If you’re committed to the mainframe platform, there’s no shortage of talent—you can build it,” Amaral explains.

“If you’re committed to the mainframe platform, there’s no shortage of talent—you can build it.”
– Donna Amaral, Vitality Program Leader, Broadcom

Building a Talented Future

Broadcom’s Vitality Program exemplifies what can happen when an industry proactively addresses its talent pipeline. Instead of bemoaning a skills shortage, the company invests in people, offers real-world experiences, and creates a global network of new mainframe professionals.This means fewer talent crises and smoother transitions as veteran and mid-career experts step aside. For learners, it’s a path into a field with demonstrated growth potential. Ultimately, the Vitality Program success story shows that with the right approach, the mainframe community can ensure its technology—and its people—thrive for decades.

Learn more about the Broadcom Vitality Program.