Our JobChat
As a modern company, we avoid boring job ads and would like to inspire you for us with a new format. Thank you for being interested in CROZ DACH and enjoy reading the following JobChat!
Recently in a sales call:
Joachim: “We have received another inquiry for a mainframe project in Germany.”
Armin: “What is it this time, a progressive takeover of operational responsibility or a modernization project?”
Joachim: “I think it comes down to both again. We are gradually taking over operational responsibility for the environment and automating operations even further, while at the same time raising the system and application maintenance and development to an up-to-date level. This enables the customer to use their investment in the platform for as long as possible and also find new talents for it."
Linda: “With my HR perspective, however, I would like to emphasize to do what we can - and where we can - to further develop the customer's existing mainframe team and introduce them to modern working methods and tools."
Armin: “Of course! And because they are people who mainly speak German, we also need to invest in our mainframe team."
Linda: “Let me guess, the job title is Mainframe Architect (f/m/d).”
Joachim: “That's right. That doesn't just mean the architecture of z/OS and z/VM, but the full program with DB2, CICS, IMS, MQ, Batch with JCL, VSAM, RACF, USS and Sysplexe. Newer topics such as z/OSMF, z/OS Connect and, if possible, Linux on Z are also included."
Armin: “We also need a good knowledge of typical z/OS applications in COBOL and/or PL/1, as well as REXX scripts and the use of monitoring tools such as OMEGAMON or BMC MainView Monitoring.”
Joachim: “That's right. Since you just mentioned monitoring, more modern approaches such as enterprise observability with Instana and modern CI/CD pipelines for GitOps would be important. After all, some customers have already modernized or are planning to modernize with our help."
Linda: “And do we also need knowledge about AI on the mainframe? Or is it enough to know OpenShift AI?"
Joachim: “Well, AI native in z/OS is becoming increasingly important, but you can learn that at CROZ just like OpenShift.”
Linda: “But it would be good if the candidate is already familiar with Kubernetes & Co. from other hardware platforms.”
Joachim: “Yes. That all adds up to quite a long list. Of course, it would be good to know everything. But small gaps wouldn't be a bad thing. After all, abstract understanding and the ability to transfer is more important to us than buzzword bingo."
Linda: “But we do require a certain skill set, don't we? We want to see an IT degree or training."
Joachim: “Of course. The usual wording would be 'university degree in computer science or comparable training'. However, we don't want to discourage suitable people from applying by demanding specific skills or requirements that they may not or not yet have."
Linda: “I understand what you mean. What is important for us is a willingness to learn. And we also require over 5 years' experience on the IBM mainframe. After all, we don't want to start from scratch, we want to get straight into the projects. But we don't have an educational hierarchy. A university graduate doesn’t automatically have more stripes on their shoulder than a trained computer scientist."
Joachim: “Exactly. Anyone who now thinks that there is no Java, Go or Phython on the mainframe, that you can't establish a DevOps culture for z/OS or that you only know the Ops side on z/OS and haven't been interested in software development for the platform so far should really educate themselves. You can work in a very modern way on the IBM mainframe, if you invest in the people and the technology. But logically, own experience would be good. For the salary, however, it plays a role whether someone has invested the time to study, together with age and professional experience. We pay 90-120 k euros for a senior position. But we also have young people in the team who make experienced experts look pale. This means that we also take a serious look at younger mainframe talents to see what they can do and what development potential they have."
Linda: "And our many benefits such as company pension scheme, kindergarten allowance, etc. are added to this. We are flexible when it comes to full or part-time work."
Armin: “What about language skills? The person needs to be able to communicate in German and English, if only to talk to our head office in Zagreb."
Joachim: “Croatian would of course be a bonus, but fluency in German and English at C1-level is a must.”
Armin: “You'll be able to pick up German quickly and we'll see the English skills when the candidates visit Zagreb.”
Joachim: “What do you mean?”
Linda: “Well, our usual application process. First interview with the German bosses, Peter and you, the second time 'getting to know' the team, and if everything fits, getting to know the Croatian colleagues to develop a feeling for CROZ as a whole. After all, it's much more important to us that the personality fits than any skill profile."
Joachim: “You mean getting to know Vedrana and the rest of the management team, our great team spirit, what people are like and so on? Definitely. That's what makes us special.”
Armin: “And also the current projects. The lead from Germany and the collaboration with the people here in Croatia, Serbia etc.”
Joachim: “Of course we want to grow with CROZ DACH in Munich, so that we always have at least one person who speaks good German for all typical roles and skills.”
Linda: “Exactly. And for that to work, we need people to apply. And for that we need job advertisements."
Joachim: “But no lists, please! We don't want to see three lists, as they appear in every job advertisement. 'We offer, this is what you bring, these are your tasks'. Everyone just thinks about: 'My house, my car, my boat'."
Armin: “I completely agree with you. But how do we do it then?"
Linda: “Like in every cooking show: I've prepared something: 'We've received another inquiry for a mainframe project in Germany.'….”