After perusing blogs, surveys, and insights – and attending SHARE- DC, it’s clear that several big trends are emerging about what’s shaping mainframe careers and training. Here’s what’s standing out—and why it matters right now.
1. Hands-On Learning Is the New Standard
The days of learning mainframe skills through theoretical courses or slide decks are fading. Programs like EMMA, which features an apprenticeship, create hands-on learning experiences that place learners in actual mainframe environments.
This new-again trend is about learning by doing—fixing, breaking, and rebuilding. And it makes sense; when someone lands in a mainframe role, they’re not just book-smart but battle-tested. This means new mainframers can feel confident and add value to an employer from day one.
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- EMMA Apprenticeship Program
- Broadcom’s Vitality Program
- Vertali’s New to Z (NTZ) Program
- PopUp Mainframe’s Virtual Mainframes as a Learning Tool
2. Upskilling Is How You Stay Relevant (and Employed)
Mainframe professionals know they must keep evolving. At the Planet Mainframe booth during SHARE Washington D.C., the top reason experienced mainframers attended was “to learn about all the new stuff.” You risk falling into the mainframe skills chasm if you’re not actively learning. And companies know that investing in people is the best way to future-proof their teams. Companies can’t just wait for talent to appear—they need to build it.
The news is good for those with skills – or interest in – mainframe, as 91% of companies plan to hire mainframe roles by 2026. That’s a lot of opportunities looking for talent
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- Getting to Git: Guiding Mainframers to Modern DevOps
- Do you need a trainer, a mentor, or a coach?
- Building Tomorrow’s Talent Today
3. Train Up Rather than Hire
Hiring new talent is slow, expensive, and risky—especially when trying to replace retiring experts. Companies can’t just wait for talent to appear—they need to build it. In the 2024 Kyndryl Mainframe Modernization survey, the top three sought-after skills are AI (43%), cybersecurity (45%), and mainframe-specific skills (41%). More broadly, the Arcati Mainframe Survey respondents stated that primary training needs are basic mainframe skills and advanced programming skills.
Organizations are making big investments in internal training (77%) to close skills gaps. It’s more efficient, keeps teams flexible and cohesive, and is cost-effective. Hiring from the outside can cost as much as six times more than building from within.
Upskilling offers more than a cost-effective numbers game. It fosters a sense of investment and belonging, key for long-term employee engagement.
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4. Mentorship and Community Keep the Mainframe World Turning
The mainframe world isn’t just about tech—it’s about people. The 2025 Arcati survey showed that 70% of mainframe pros have been in the game for over 20 years. That kind of longevity doesn’t just happen. It’s built on strong mentorship, support, and a community that sticks together. Vertali’s New to Z (NTZ) program is a perfect example—pairing new hires with mentors to guide them through the maze of mainframe knowledge.
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Mentorship provides more than answers to questions. A mentorship program is an intentional mindset focused on helping people grow, guiding them through challenges, and making sure the next generation isn’t starting from scratch.
Why Are These Trends Emerging Now?
Technology Speed means Continuous Learning—Mainframes aren’t static systems anymore. They’re evolving to integrate with hybrid cloud platforms, AI-driven solutions, and cybersecurity frameworks. This constant change has made traditional one-and-done training obsolete. To stay relevant, professionals must adopt a continuous learning mindset.
Retention over Replacement – Real skills are necessary and must be acquired quickly. Programs that combine education with applied experience bridge the disconnect between what’s taught in traditional training and what’s actually needed on the job.
Community and Culture – Mainframe professionals have long been part of a close-knit community where knowledge-sharing is common. Organizations feel pressure to instill experience-based knowledge into newcomers while they can. And being part of an exclusive group feels good.
What’s Next?
The message is loud and clear: The mainframe workforce of the future will be built by organizations that invest in training, upskilling, and community. The old ways of doing things—waiting for talent, focusing on rigid degrees, or ignoring mentorship—aren’t going to cut it.
The companies leading the way create pathways, support their teams, and foster real growth. And for professionals? If you’re willing to learn, stay curious, and lean into mentorship, there’s a long, solid career waiting for you. The mainframe world isn’t going anywhere—but how we build its future is changing fast.
Penney Berryman, MPH (she/her), is the Content Editor for Planet Mainframe. She also writes health technology and online education marketing materials. Penney is based in Austin, Texas.
Connect with her on LinkedIn.