Rethinking OpenEdge Hiring: Build a Future-Ready Developer Pipeline

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:

1. Define Clear Objectives: Outline goals, mentor roles, incentives and success metrics.
2. Develop a Structured Curriculum: Blend foundational OpenEdge training with hands-on projects.
3. Engage with Real-World Projects: Let interns tackle challenges that align with business priorities.
4. Implement Strong Mentorship: Facilitate knowledge transfer, shadowing and consistent feedback.
5. 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

  • On-demand self-paced learning
  • Expert-led live instruction
  • Customized training for teams
  • Progress Academy: intensive, accelerated bootcamp

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/

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