Hire a Synon Developer Employee Fast

In today's rapidly evolving IT landscape, hiring the right Synon Developer can be the difference between seamless business operations and costly system downtime. Synon, also known as CA 2E, is a specialized development environment for IBM i (AS/400) platforms, widely used in industries such as finance, manufacturing, logistics, and healthcare. As many organizations continue to rely on legacy systems for mission-critical operations, the demand for skilled Synon Developers remains strong. However, the pool of qualified professionals is limited, making it essential for businesses to act strategically and efficiently during the hiring process.

Securing a competent Synon Developer ensures your enterprise applications remain robust, maintainable, and scalable. A well-chosen developer can modernize legacy code, integrate new functionalities, and support digital transformation initiatives without disrupting core business processes. Conversely, a poor hiring decision can lead to project delays, increased maintenance costs, and even security vulnerabilities. For medium and large businesses, where system reliability and data integrity are paramount, the impact of hiring the right Synon Developer is magnified. This comprehensive guide will walk you through every step of the hiring process, from defining the role and sourcing candidates to evaluating skills, offering competitive compensation, and ensuring a smooth onboarding experience. By following these best practices, you will be well-equipped to hire a Synon Developer employee fast and set your business up for long-term success.

• Key Responsibilities: Synon Developers are responsible for designing, developing, and maintaining applications built on the CA 2E (Synon) platform. Their typical duties include analyzing business requirements, creating and modifying Synon models, generating RPG or COBOL code, integrating applications with other systems, and troubleshooting production issues. In medium to large businesses, Synon Developers often collaborate with business analysts, QA teams, and infrastructure specialists to ensure that legacy systems align with evolving business needs and compliance standards.
• Experience Levels: Junior Synon Developers usually have 1-3 years of experience and focus on basic model maintenance, bug fixes, and documentation. Mid-level developers, with 3-7 years of experience, handle more complex enhancements, participate in system integration projects, and may mentor juniors. Senior Synon Developers, with 7+ years of experience, lead major modernization initiatives, architect solutions, optimize performance, and act as subject matter experts for both technical and business stakeholders.
• Company Fit: In medium-sized companies (50-500 employees), Synon Developers may wear multiple hats, supporting a broader range of IT functions and working closely with business users. In large enterprises (500+ employees), roles tend to be more specialized, with developers focusing on specific modules, compliance, or modernization efforts. Larger organizations may also require experience with regulatory frameworks, large-scale integrations, and managing legacy-to-modern transitions.

While there are no universally mandated certifications specifically for Synon (CA 2E) Developers, several industry-recognized credentials can significantly enhance a candidate's profile and assure employers of their technical proficiency and commitment to professional growth. The most relevant certifications include:

• IBM Certified Associate Developer - IBM i: Issued by IBM, this certification validates foundational knowledge of IBM i systems, including RPG, CL, and DB2. Candidates must pass an exam covering system architecture, programming, and operations. This credential is valuable for Synon Developers as it demonstrates a strong grasp of the underlying platform.
• CA 2E (Synon) Training and Certification: While CA Technologies (now a Broadcom company) does not offer a formal certification, several authorized training partners provide comprehensive Synon courses. These programs typically include hands-on labs, model design, code generation, and best practices for CA 2E development. Completion certificates from reputable training providers can serve as proof of expertise.
• Project Management Professional (PMP): For senior Synon Developers or those aspiring to lead modernization projects, the PMP certification from the Project Management Institute (PMI) is highly regarded. It demonstrates the ability to manage complex IT projects, coordinate cross-functional teams, and deliver results on time and within budget.
• CompTIA Security+ or Certified Information Systems Security Professional (CISSP): As security becomes increasingly important in legacy system environments, certifications like Security+ or CISSP validate a developer's understanding of secure coding, data protection, and compliance requirements.

Employers should look for candidates who have invested in ongoing education, attended relevant workshops, or participated in user groups and conferences. While certifications alone do not guarantee job performance, they provide a reliable benchmark for assessing technical knowledge and commitment to the field. Additionally, verified certifications can help employers meet regulatory or client-mandated requirements, especially in industries such as finance, healthcare, and government.

• ZipRecruiter: ZipRecruiter is an ideal platform for sourcing qualified Synon Developers due to its extensive reach, user-friendly interface, and advanced matching algorithms. Employers can post job openings and instantly distribute them to hundreds of job boards, maximizing visibility among both active and passive candidates. ZipRecruiter's AI-driven candidate matching system analyzes job descriptions and recommends the most suitable applicants, saving time and improving the quality of hires. The platform also offers customizable screening questions, automated resume parsing, and integrated messaging, streamlining the recruitment process from start to finish. Many businesses report higher response rates and faster time-to-hire for specialized roles like Synon Developer when using ZipRecruiter, making it a top choice for urgent and targeted hiring needs.
• Other Sources: In addition to ZipRecruiter, employers should leverage internal referrals, professional networks, and industry associations to identify top Synon Developer talent. Internal referrals often yield high-quality candidates who are already familiar with company culture and expectations. Engaging with professional networks, such as LinkedIn groups or IBM i user communities, can help tap into a pool of experienced developers who may not be actively seeking new roles but are open to compelling opportunities. Industry associations and technical forums frequently host job boards, webinars, and networking events tailored to legacy system professionals. General job boards can also be effective for reaching a broader audience, but employers should tailor job postings with specific Synon-related keywords to attract the right candidates. Combining multiple recruitment channels increases the likelihood of finding a well-qualified Synon Developer quickly and efficiently.

• Tools and Software: Synon Developers must be proficient in the CA 2E (Synon) development environment, including model design, code generation, and maintenance. Familiarity with IBM i (AS/400) systems, RPG (Report Program Generator), CL (Control Language), and DB2 database management is essential. Experience with related tools such as TurnOver (for change management), Aldon, or Rocket Aldon Lifecycle Manager is highly desirable. Knowledge of integration technologies (such as APIs, web services, or data migration tools) is valuable for modernization projects. Developers should also be comfortable with version control systems, automated testing frameworks, and documentation tools commonly used in enterprise IT environments.
• Assessments: To evaluate technical proficiency, employers can use a combination of written tests, coding exercises, and practical scenario-based assessments. Written tests should cover Synon modeling concepts, IBM i commands, and basic RPG/COBOL syntax. Practical exercises might include tasks such as creating a Synon model from business requirements, generating code, or troubleshooting a simulated production issue. For senior roles, consider assigning a case study that involves system integration or legacy modernization planning. Technical interviews should probe for depth of knowledge, problem-solving approach, and familiarity with best practices in legacy system maintenance. Reference checks with previous employers or project leads can further validate technical skills and work quality.

• Communication: Effective communication is critical for Synon Developers, who must often translate complex technical concepts into business-friendly language for stakeholders. Developers should be able to document processes clearly, participate in cross-functional meetings, and provide regular status updates to project managers and business users. In larger organizations, the ability to collaborate with remote teams and adapt to diverse communication styles is especially important. During interviews, assess candidate's ability to explain technical decisions and respond to hypothetical business scenarios.
• Problem-Solving: Synon Developers frequently encounter legacy code challenges, integration hurdles, and evolving business requirements. Look for candidates who demonstrate analytical thinking, resourcefulness, and a structured approach to troubleshooting. Behavioral interview questions can reveal how candidates have handled difficult situations in the past, such as resolving production outages or implementing complex enhancements under tight deadlines. Strong problem-solvers are proactive, open to feedback, and willing to explore innovative solutions.
• Attention to Detail: Precision is vital in legacy system development, where small errors can have significant business impacts. Synon Developers must meticulously follow modeling standards, document changes, and validate code before deployment. To assess attention to detail, consider giving candidates a code review exercise or asking them to identify issues in a sample Synon model. References from previous supervisors can also provide insights into a candidate's thoroughness and reliability.

Conducting a thorough background check is essential when hiring a Synon Developer, given the critical nature of legacy systems and the potential risks associated with unauthorized access or poor-quality code. Start by verifying the candidate's employment history, focusing on roles that involved Synon, IBM i, or related technologies. Request detailed references from previous supervisors, project managers, or colleagues who can speak to the candidate's technical abilities, work ethic, and reliability. When contacting references, ask specific questions about the candidate's contributions to major projects, problem-solving skills, and ability to meet deadlines.

Confirm all claimed certifications by contacting the issuing organizations or requesting official documentation. For candidates who have completed Synon training through third-party providers, ask for course completion certificates or transcripts. If security or regulatory compliance is a concern, consider conducting a criminal background check and verifying the candidate's eligibility to work in your jurisdiction. In industries such as finance or healthcare, additional checks may be required to ensure compliance with industry standards and client requirements.

Finally, review the candidate's online presence, including professional profiles and participation in technical forums or user groups. This can provide additional insights into their engagement with the Synon community and commitment to ongoing professional development. A comprehensive background check not only mitigates risk but also helps ensure that you are hiring a trustworthy and capable Synon Developer who will contribute positively to your organization.

• Market Rates: Compensation for Synon Developers varies based on experience, location, and industry demand. As of 2024, junior Synon Developers typically earn between $70,000 and $90,000 per year in the United States. Mid-level developers can expect salaries ranging from $90,000 to $115,000, while senior Synon Developers or team leads may command $120,000 to $150,000 or more, especially in high-demand regions or specialized industries. Contractors and consultants may charge hourly rates from $70 to $150, depending on project complexity and duration. Employers should benchmark salaries against local market data and consider offering signing bonuses or retention incentives for hard-to-fill roles.
• Benefits: To attract and retain top Synon Developer talent, offer a comprehensive benefits package that goes beyond base salary. Key benefits include health, dental, and vision insurance; retirement plans with employer matching; paid time off; and flexible work arrangements (such as remote or hybrid options). Professional development opportunities, such as tuition reimbursement, certification support, and conference attendance, are highly valued by IT professionals. Additional perks like wellness programs, performance bonuses, and recognition awards can further differentiate your company in a competitive market. For larger organizations, offering clear career advancement paths and opportunities to work on modernization or cloud migration projects can be especially appealing to experienced Synon Developers seeking long-term growth.

Successful onboarding is critical for integrating a new Synon Developer into your team and setting the stage for long-term productivity. Begin by providing a structured orientation that covers company policies, IT security protocols, and an overview of your legacy systems architecture. Assign a mentor or onboarding buddy”preferably an experienced Synon Developer or IT team member”to guide the new hire through their first weeks. This support system helps new employees acclimate to your organizational culture and accelerates their learning curve.

Provide access to all necessary development tools, documentation, and system credentials from day one. Schedule training sessions on your specific Synon models, coding standards, and change management processes. Encourage participation in team meetings, code reviews, and cross-functional projects to foster collaboration and knowledge sharing. Set clear performance expectations and establish regular check-ins to address questions, provide feedback, and track progress.

For remote or hybrid hires, leverage collaboration platforms and virtual onboarding resources to ensure consistent communication and engagement. Solicit feedback from the new Synon Developer about their onboarding experience and use this input to refine your process for future hires. A well-designed onboarding program not only boosts retention but also enables new Synon Developers to contribute value to your business more quickly and effectively.

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