Mainframe careers don’t suffer from a lack of interest, but a lack of pathways. EMMA was built to remove barriers to training, scaling, and hiring mainframe apprentices. This update revisits the program one year later, with results that tell a more nuanced workforce story.
— Penney Berryman, Planet Mainframe Content Editor
When EMMA launched in August 2024, the promise was straightforward: free training, real mainframe access, and an apprenticeship pathway aligned to employer needs.
One year later, EMMA is more than an idea that worked; it’s a system stress-tested by hundreds of learners, volunteer instructors, and hiring outcomes. The Eli Madison Memorial Mainframe Apprenticeship (EMMA) grew in size, structure, and ambition.
EMMA is more than an idea that works; it’s a system that’s been stress-tested by hundreds of learners and real hiring outcomes.
“We’ve already cracked about 300 people who have come through the program,” said cofounder Cable Rose. “And the program itself has evolved.”
A Clear Purpose to Build Talent
At inception, EMMA focused on removing barriers for anyone interested in starting a mainframe career. It’s an open invitation to learn, then grow within a company.
Co-founded by Geoffrey Decker, Instructor at Northern Illinois University; Cable Rose, Founder of Let’s Talk Leadership; and Cameron Seay, PhD, Adjunct Professor at East Carolina University, the trio continues to look ahead while staying grounded.
“The number one reason we’re here,” said Decker, “is to help people get jobs in IT, in the mainframe.”
The number one reason we’re here is to help people get jobs in the mainframe.” — Geoffrey Decker
In 2026, that purpose remains, but it’s now backed by a clearer, more deliberate curriculum built from a year of feedback.
Core Curriculum for All
At any given time, approximately 100 learners are actively progressing through EMMA, drawn from a total population of roughly 300 who have entered the program to date. Those who persist tend to share one trait: curiosity.
“They want to be in this space,” Rose said. “They have the passion to do it, and the grit to push through because it’s a self-paced program.”
Anyone can apply. There are no prerequisites or exclusions. The initial EMMA Training Portal takes learners from zero to navigating a 3270 session.
Cohorts
The program follows a defined progression. New learners begin with orientation, then move into small cohorts of about 10. Each cohort has a captain who helps guide progress and reduce friction when asking questions.
That cohort model didn’t come from theory but from learners themselves. Adding small groups was a direct response to feedback, part of an ongoing refinement process EMMA actively encourages. A broader Slack community remains available, along with weekly calls hosted by the cofounders.
COBOL and Assembler
The next step is a COBOL course, followed by an Assembler course—both designed by Decker and based on the same coursework he teaches at NIU.
“There’s nothing cut back,” Decker said. “It’s not watered down. They’re doing the real stuff.”
The emphasis on fundamentals is intentional. As Jeff Brown, another volunteer expert and self-described “old SYSPROG,” explained, EMMA favors proven, durable interfaces over tooling trends to ensure skills transfer across environments.
“They’re on a live mainframe,” Rose said. “They get actual hours doing the work.”
They teach on the 3270 because it’s still the industry standard, and this EMMA develops skills that will outlast tools.
Specialized SME Tracks
After completing the core path, learners are expected to provide real value at a junior level. The program tracks coursework, lab work, and live-system experience to validate readiness.
There’s no “vibe coding.” If the code doesn’t meet the standard, it goes back.
“There’s no ‘close enough’ here. If the code is sloppy, it gets redone.” — Jeff Brown
For learners not immediately placed into an apprenticeship, EMMA launched SMEs2Be, a specialization track focused on depth and knowledge transfer.
This wasn’t added to give learners “more content.” It was added to preserve momentum.
EMMA is building 15 to 20 additional discipline tracks, including CICS, DB2, RACF, automation, COBOL, and REXX. Learners pair with volunteer industry subject-matter experts (SME) to work toward junior SME status.
The requirements don’t stop at learning the information. Participants must then teach what they’ve learned to reinforce understanding and confidence.
“We’re seeing people learn, and then learn how to pass that knowledge on,” Decker said.
In 2025, EMMA also began a partnership with Franklin Skills (formerly Franklin Apprenticeships). “In addition to training our own people,” Rose explained, “EMMA SMEs now provide technical assistance to Franklin learners. That’s a win for everyone.”
Placements and Hiring Reality: Progress and Practical Constraints
EMMA’s placement results are real, but lower than the team expected.
So far, three apprentices have been hired through an employer relationship, while four others secured roles independently using EMMA training as proof of readiness.
The challenge isn’t preparation. It’s structure. “There really isn’t a skills gap,” Decker said. “It’s a hiring gap.”
“There isn’t a skills gap. It’s a hiring gap.” — Geoffrey Decker
Three specific hiring constraints surface consistently:
Location
Many organizations still prefer junior hires on-site, while EMMA learners are geographically distributed. Relocation packages are rare, and moving isn’t realistic for many with families or community ties.
Ironically, much of the work itself is already distributed across hybrid systems: on-prem mainframes, cloud platforms, AI environments, and edge devices. Organizations that are open to remote talent can quickly expand their hiring pool.
Paper Pedigree
Bias against non-degree candidates persists. A skills-based hiring study found that fewer than 1 in 700 hires benefited from organizations’ no-degree reforms.
Rose summed it up bluntly: “Entry-level applicants need a four-year degree, 12 years of experience, every certification on the planet, and they have to be a unicorn.”
While said half-jokingly, it reflects a real cultural hurdle.
Workplace Investment
Growing talent takes time. For mainframes, especially, mentorship is essential, as much of the knowledge is institutional. While appretenses add value, they strengthen over time.
Rose pointed to M&T Bank in Buffalo as a model employer. “The business understands what it means to bring an apprentice in, support them, and continue investing throughout their career,” he said.
What’s Next for Building the Workforce
In response to hiring challenges, EMMA focuses on momentum. Learners receive resume and interview preparation, continue building skills, and deepen specialization through SMEs2Be while waiting for the right opportunity.
EMMA is also developing advanced coursework in systems design, systems management, personnel management, and project and program leadership, with launch likely in late 2027.
When asked what would accelerate EMMA’s impact the fastest, the team didn’t hesitate. With unlimited funding, their list includes:
- A fully loaded Z17
- Direct conversations with CIOs about apprenticeship value
- Financial assistance for learners
- A Raspberry Pi for every trainee
- Salaries for the volunteers who keep EMMA running
EMMA is producing capable, motivated learners. What comes next depends less on training innovation and more on aligning prepared talent with employers willing to invest differently.
Curious learners and interested employers can discover more at emma.foundation.
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