Hire a Synon Employee Fast

In today's rapidly evolving business landscape, organizations that rely on IBM i (AS/400) systems and legacy applications understand the critical importance of hiring the right Synon professional. Synon, also known as CA 2E, is a specialized development environment used for building and maintaining business applications on IBM i platforms. As many medium to large businesses continue to depend on these robust and stable systems for core operations, the demand for skilled Synon employees remains high. Hiring the right Synon employee can be the difference between seamless operations and costly disruptions.

Synon professionals play a pivotal role in maintaining, enhancing, and modernizing mission-critical applications. Their expertise ensures that legacy systems remain reliable, secure, and integrated with newer technologies. A well-chosen Synon employee brings not only technical proficiency but also a deep understanding of business processes, compliance requirements, and industry-specific workflows. This unique combination of skills enables organizations to maximize the value of their existing IT investments while preparing for future growth and digital transformation.

For business owners and HR professionals, the challenge lies in identifying candidates who possess both the technical acumen and the soft skills necessary to thrive in complex, collaborative environments. The right Synon hire can streamline workflows, reduce downtime, and facilitate knowledge transfer within teams. Conversely, a poor hiring decision can lead to project delays, increased maintenance costs, and potential security vulnerabilities. Given the specialized nature of Synon roles and the shrinking pool of experienced professionals, it is crucial to adopt a strategic, informed approach to recruitment. This guide provides actionable insights and best practices to help you hire a Synon employee fast, ensuring your organization's continued success and resilience.

• Key Responsibilities: Synon employees are responsible for designing, developing, and maintaining applications using the Synon (CA 2E) development tool on IBM i (AS/400) platforms. Their duties include analyzing business requirements, creating and modifying RPG, COBOL, or CL programs generated by Synon, troubleshooting application issues, integrating legacy systems with modern technologies, and ensuring data integrity and security. They often collaborate with business analysts, end users, and IT teams to deliver solutions that align with organizational goals. In addition, Synon professionals may be tasked with documentation, user training, and supporting migration or modernization projects.
• Experience Levels: Junior Synon employees typically have 1-3 years of experience, focusing on maintenance tasks, bug fixes, and minor enhancements under supervision. Mid-level professionals, with 3-7 years of experience, handle more complex development, system integration, and user support. Senior Synon employees, with 7+ years of experience, lead projects, design system architectures, mentor junior staff, and drive modernization initiatives. Senior roles require a deep understanding of both technical and business processes, as well as strong leadership and communication skills.
• Company Fit: In medium-sized companies (50-500 employees), Synon employees may wear multiple hats, managing a broader range of responsibilities and working closely with business users. In large organizations (500+ employees), roles tend to be more specialized, with Synon professionals focusing on specific modules, compliance, or integration tasks. Large enterprises may also require experience with regulatory standards, large-scale migrations, and cross-functional project teams.

Certifications play a significant role in validating a Synon professional's expertise and commitment to their craft. While Synon (CA 2E) itself does not have a dedicated certification program, several industry-recognized credentials are highly relevant for Synon employees, especially those working on IBM i platforms and legacy modernization projects.

IBM Certified Specialist “ IBM i Application Developer: Offered by IBM, this certification demonstrates proficiency in developing and maintaining applications on the IBM i platform. Candidates must pass exams covering RPG, CL, and database concepts, which are essential for Synon-generated code. The certification requires hands-on experience and is highly valued by employers seeking assurance of technical competence.

COMMON Certified Application Developer “ ILE RPG: COMMON, the largest IBM i user group, offers certifications that validate skills in RPG and related technologies. While not Synon-specific, this credential is relevant because Synon often generates RPG code. The certification process includes coursework, exams, and practical assessments, making it a strong indicator of a candidate's ability to work effectively in Synon environments.

Project Management Professional (PMP): For senior Synon employees who lead projects or modernization initiatives, the PMP certification from the Project Management Institute (PMI) is valuable. It demonstrates the ability to manage complex projects, coordinate cross-functional teams, and deliver results on time and within budget. Employers benefit from hiring Synon professionals with PMP credentials, as they bring structured methodologies and risk management skills to the table.

Value to Employers: Certified Synon professionals are more likely to stay current with industry best practices, regulatory requirements, and emerging technologies. Certifications provide objective evidence of technical skills, commitment to professional development, and the ability to adapt to evolving business needs. When evaluating candidates, prioritize those with relevant IBM i, RPG, or project management certifications, as they are better equipped to contribute to your organization's success.

• ZipRecruiter: ZipRecruiter stands out as an ideal platform for sourcing qualified Synon employees due to its advanced matching algorithms, extensive reach, and user-friendly interface. Employers can post job openings and have them distributed to hundreds of job boards, maximizing visibility among active and passive candidates. ZipRecruiter's AI-driven candidate matching helps identify professionals with specific skills, such as Synon, RPG, and IBM i experience, reducing time-to-hire. The platform also offers robust screening tools, customizable application workflows, and detailed analytics, enabling hiring managers to make informed decisions quickly. Many organizations report higher response rates and better candidate quality when using ZipRecruiter for niche IT roles like Synon, making it a top choice for urgent and specialized hiring needs.
• Other Sources: Internal referrals remain a powerful recruitment channel, as current employees often know qualified Synon professionals from previous roles or industry events. Professional networks, such as LinkedIn, allow recruiters to target candidates with specific IBM i and Synon experience and engage them directly. Industry associations and user groups, including COMMON and local IBM i communities, provide access to a pool of experienced Synon professionals through job boards, events, and networking opportunities. General job boards can also be effective, especially when combined with targeted keywords and detailed job descriptions. Leveraging multiple channels increases the likelihood of finding the right Synon employee quickly, especially in a competitive market.

• Tools and Software: Synon employees must be proficient in the Synon (CA 2E) development environment, including its modeling, code generation, and maintenance features. Familiarity with IBM i (AS/400) operating systems, RPG (Report Program Generator), COBOL, CL (Control Language), and DB2 databases is essential. Experience with source control tools (such as TurnOver or Aldon), job scheduling software, and integration platforms (e.g., web services, APIs) is highly desirable. Knowledge of modernization tools, such as X-Analysis or Fresche, can be a significant asset for organizations transitioning legacy applications to modern architectures.
• Assessments: To evaluate technical proficiency, consider using practical coding tests that require candidates to modify or debug Synon-generated RPG or COBOL code. Scenario-based assessments, such as designing a data model or integrating a legacy application with a web service, provide insight into problem-solving abilities. Technical interviews should include questions about Synon methodologies, IBM i system administration, and best practices for application security and performance. Reviewing candidate's portfolios, code samples, and project documentation can further validate their expertise.

• Communication: Synon employees must effectively communicate technical concepts to non-technical stakeholders, including business analysts, end users, and management. They should be comfortable participating in cross-functional meetings, documenting requirements, and providing user training. Strong written and verbal communication skills are essential for translating business needs into technical solutions and ensuring alignment across teams.
• Problem-Solving: Successful Synon professionals demonstrate analytical thinking, resourcefulness, and a proactive approach to troubleshooting. During interviews, look for candidates who can describe how they resolved complex application issues, optimized legacy code, or implemented innovative solutions under tight deadlines. Behavioral questions and real-world scenarios help assess a candidate's ability to think critically and adapt to changing requirements.
• Attention to Detail: Precision is critical for Synon employees, as small errors in code or data models can lead to significant business disruptions. Assess attention to detail by reviewing candidate's documentation, code samples, and test results. Consider using exercises that require careful analysis of requirements, identification of inconsistencies, or debugging of complex application logic.

Conducting thorough background checks is essential when hiring a Synon employee, given the sensitive nature of the systems and data they will access. Start by verifying the candidate's employment history, focusing on roles involving Synon, IBM i, RPG, or related technologies. Contact previous employers to confirm job titles, responsibilities, and performance. Ask about the candidate's ability to meet deadlines, collaborate with teams, and handle confidential information.

Reference checks should include both technical and soft skills assessments. Speak with former managers, colleagues, or clients to gain insight into the candidate's problem-solving abilities, communication style, and adaptability. Request specific examples of projects the candidate worked on, challenges faced, and outcomes achieved. This helps validate claims made during the interview process and ensures the candidate's experience aligns with your organization's needs.

Confirm all certifications listed on the candidate's resume by contacting issuing organizations or using online verification tools. For roles involving regulatory compliance or access to sensitive data, consider conducting criminal background checks and verifying educational credentials. Additional due diligence may include reviewing public profiles, published work, or participation in industry forums. A comprehensive background check reduces the risk of costly hiring mistakes and ensures your Synon employee is trustworthy, qualified, and ready to contribute from day one.

• Market Rates: Compensation for Synon employees varies based on experience, location, and industry. As of 2024, junior Synon professionals typically earn between $70,000 and $90,000 annually in the United States. Mid-level employees command salaries ranging from $90,000 to $120,000, while senior Synon experts can earn $120,000 to $150,000 or more, especially in high-demand regions or industries such as finance, healthcare, and manufacturing. Contract or consulting rates may be higher, reflecting the specialized nature of Synon skills and the limited talent pool. Geographic location also impacts pay, with major metropolitan areas offering premium salaries to attract top talent.
• Benefits: To attract and retain Synon employees, offer comprehensive benefits packages that go beyond base salary. Health, dental, and vision insurance are standard, but additional perks such as retirement plans (401(k) with matching), paid time off, flexible work arrangements, and remote work options are increasingly important. Professional development opportunities, including training, certification reimbursement, and conference attendance, demonstrate a commitment to employee growth. Other attractive benefits include wellness programs, performance bonuses, relocation assistance, and technology stipends. Tailoring your benefits package to the needs of Synon professionals can set your organization apart in a competitive market and help secure long-term loyalty.

Effective onboarding is crucial for integrating a new Synon employee and setting them up for long-term success. Begin by providing a structured orientation that covers company culture, organizational structure, and key policies. Introduce the new hire to their team members, stakeholders, and mentors who can offer guidance during the transition period.

Develop a tailored training plan that includes hands-on experience with your organization's Synon applications, IBM i systems, and related tools. Assign real-world projects that allow the employee to demonstrate their skills and gain familiarity with business processes. Provide access to documentation, code repositories, and support resources to facilitate learning and reduce ramp-up time.

Regular check-ins with managers and team leads help monitor progress, address challenges, and provide feedback. Encourage open communication and create opportunities for the new Synon employee to share insights or suggest improvements. Foster a collaborative environment where knowledge transfer is prioritized, especially if the role involves maintaining legacy systems or supporting modernization initiatives. A comprehensive onboarding process not only accelerates productivity but also enhances employee engagement and retention.

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