Many organizations instinctively look for developers who are already Progress OpenEdge experts. While this may seem like the fastest solution, it narrows your hiring pool, increases costs and delays innovation. What if instead of competing for a small pool of talent, you rethought your hiring strategy entirely?
A Strategic Opportunity: Invest in Future Growth
This isn’t just about filling today’s open roles—it’s about strengthening your long-term talent pipeline. By shifting your strategy toward potential over pre-existing expertise, you create an adaptable, future-ready development team.
Forward-looking organizations are already taking this approach by:
- Hiring developers with transferable skills (Java, C#, Python, etc.) and providing ABL training.
- Building internship and mentorship programs to create a steady flow of developers fully aligned with company culture.
- Positioning OpenEdge as a platform of opportunity and career growth to attract top emerging talent.
Why Internships Work
When you compare internships to traditional hiring approaches, the advantages stand out:
- Build a steady flow of talent directly into your workforce
- Shape skills, culture and values from day one
- Boost employee loyalty and retention
- Elevate your employer brand while engaging with local universities and developer communities
- Offer leadership opportunities for your current workforce through mentorship
An internship isn’t just a recruitment tool—it’s a long-term strategy for talent sustainability. Companies that embrace this model are developing stronger pipelines and creating the next generation of OpenEdge developers.
Building Your Own Internship Pipeline
Here are practical steps for structuring a successful program:
- Define Clear Objectives: Outline goals, mentor roles, incentives and success metrics.
- Develop a Structured Curriculum: Blend foundational OpenEdge training with hands-on projects.
- Engage with Real-World Projects: Let interns tackle challenges that align with business priorities.
- Implement Strong Mentorship: Facilitate knowledge transfer, shadowing and consistent feedback.
- Continuously Evaluate and Improve: Gather feedback, track conversion into full-time roles and measure program impact.
Attracting the Next Generation of OpenEdge Developers
The key to winning talent in a competitive market is crafting the right message. To emerging developers, OpenEdge should feel approachable, rewarding and future-focused. Highlight:
- Ease of learning: “No OpenEdge experience? No problem! We provide free training.”
- Career demand and rewards: “OpenEdge developers are in high demand, and their skills are hard to replace.”
- Transferability: “With your Java, Python or C# background, you’ll pick up ABL quickly.”
- Impact: “Join a team building mission-critical applications used by businesses and customers worldwide.”
Resources to Power Your Program
Progress provides a full suite of resources to make your training initiative successful, including:
Free OpenEdge Developer Learning Path & Certification
- Fundamentals program, hands-on exercises and industry-recognized certification.
Comprehensive Training Options
Key Takeaway
By rethinking how you source, train and develop talent, your organization can build a sustainable pipeline of high-performing developers who will innovate and deliver long into the future.
See how companies are succeeding with internships.
Important Note: Post your job openings in the Progress OpenEdge LinkedIn Jobs group to connect with potential developers: https://www.linkedin.com/groups/1913256/
Ready to get started?
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Jessica (Malakian) Newton
Progress Software empowers organizations to achieve transformational success in the face of disruptive change. Our software enables our customers to develop, deploy and manage responsible AI-powered applications and digital experiences with agility and ease.
Bio Overview
With over five years of experience in product marketing, Jessica has developed a strong foundation in application development and database management software. Her entire career has been at Progress, where she began as an intern in 2020 and have since contributed to multiple products, including the Progress Corticon business rules management system and others.
Jessica specializes in Go-To-Market strategy, execution and management for the Progress OpenEdge platform—leading both campaigns and new product launches, as well as content development, market and persona research and other product marketing activities. She consistently delivers results that drive customer retention and foster innovation. Her public speaking skills have been recognized, notably when she placed first in the Pi Sigma Epsilon South/Atlantic Regional Speakers Competition.
Her goal is to empower customers and partners to fully realize the value of their OpenEdge technology—enabling them to modernize, innovate, and achieve greater business impact by maximizing existing investments and seamlessly embracing new capabilities. Whether it’s migrating to the latest version of the OpenEdge applications or leveraging the Progress Data Platform, she is dedicated to showing organizations how to transform their technology into a strategic advantage. Currently, she focuses on multiple initiatives for the OpenEdge platform, including modernization, expanding the developer base, AI integration, security and more, helping customers and partners succeed in a rapidly evolving landscape. Outside of work, Jessica enjoys writing and reading, which help her stay creative and balanced.
Areas of Expertise
- Product Marketing Strategy
- Go-To-Market Execution and Management
- Content Development
- Market and Persona Research
- Public Speaking
Credentials & Publications
- Pi Sigma Epsilon South/Atlantic Regional Speakers Competition – First Place
Connect with Me
- LinkedIn: https://www.linkedin.com/in/jessicamalakian/
- Contact Me / Request a Collaboration: https://www.linkedin.com/in/jessicamalakian/