CONTENTS
4-6 Pages
• Emergence of New Age skillsets in ‘Software Engineering’ Job family
8-14
This section covers:
• Key trends impacting Software Engineering job function
• Impact of trends on the skillset of Software Engineering job roles
• L&D strategies becoming critical for building Software Engineering teams
• Actionable L&D strategies to build Software Engineering workforce with emerging skillsets
Source: Draup
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Growing complexity in Software Engineering (SE): Evolving trends in technologies such as Cybersecurity, Blockchain, and AI are increasing the complexity of Software Engineering
Critical role of Software Engineering
Crucial technologies with base as Software Engineering
Currents Trends in Technologies leading to major changes in Software Engineering
Cyber-security to Cyber-Immunity
Building resilient systems to strengthen Cyber Security
Cybersecurity
Software Engineering is central to multiple technologies as it enables the creation of sophisticated, powerful, and userfriendly systems
AI/ML (Generative AI)
Blockchain Low-Code/ No-Code
Internet of Things
Metaverse
Blockchain
Software Engineering
& Other Technologies
Oriented Software (BOS)
Building decentralized and secure software ecosystem through application decentralization
Generative AI
Based Software Dev. Assistant such as ChatGPT
Generative AI automating code building, supporting Software Engineering
DevOps & DBMS
Server/Cloud Operating System
Tech. & Methodologies supporting SE
Industry - Cloud Integration
Cloud integration with Microservice to enable agile, scalable, and flexible applications
AI based
Automation in DevOps
Automated CI/CD with AI-based monitoring for detecting issues, speeding up deployment
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Note: Insights have been extracted from Draup’s ML model which analyses 2 M+ publications, Industry reports, and news articles on a weekly basis. Data has been collected from publicly available sources such as Government portals, news articles, and recent reports on the Global Market
Emerging Skillsets in Software Engineering: Increasing complexity is expanding the Software Technology stack, leading to demand for emerging and New Age skillsets
Emerging functional skillsets and tools in Software Engineering job family
Soft skills required at each level of Software Engineering job family
Emerging Functional Skills
Tools addition due to emerging skillset
Leadership Business Acumen Negotiation Skills
IoT & Wearable
Devices Mobile App Development (WebRTC, RTSP)
Software Design, Development & Documentation
Systems Design Interfaces
Software Systems & Frameworks (AnglularJS, Git, .NET)
Traditional Functional Skills
Databases And Objectrelational Mapping (ORM) Frameworks
Front-end Technology Stack (ReactJS)
Software Engineering
Software Development Life Cycle (SDLC) Ruby on Rails
GO language
Build Automation Tools (Gradle, Maven)
Time Management
Cognitive Flexibility
Presentation Skills
Version Control Software Tools
(IBM Rational Clearcase, Git)
Empathy
Strategic Thinking
CustomerCentricity
Computer Ar., OS, And Data Structures
Programming Languages (JavaScript, Java, C++, PHP, Python, Go)
Source Code Management & Revision Control System
Containerization (Docker, Kubernetes)
ORM Frameworks (Hibernate, Apache OpenJPA)
Decision-Making
Organizational Skills
Emotional Intelligence
Analytical Skills Problem Solving
Development Frameworks (ReactJS, AngularJS, Node JS, Next.js)
SDE or ‘Software Development Engineer’ is one of the critical role (analyzed further in detail)
Critical Thinking
Communication Skills
Collaborative Skills
Detail-Oriented
Soft skills
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Source:
Note: Above mentioned skillsets are not exhaustive. Draup analyses 30K skills for 4,500 job roles from 350 Mn Job description Databases and 750 Mn+ Talent profiles.
Draup’s AI-Driven Talent Intelligence Platform
Job Role Maturity
Total Tech talent
Challenges in building a Software Engineering team by hiring
Actionable & Cost-effective Reskilling strategies to overcome lateral hiring challenges
Narrowing hiring pipeline
Number of Bubbles indicates talent availability
Internal Upskilling
• Identify emerging skillsets required in firm
• Assess the current gap by mapping skills
• Develop custom L&D programs
Internal Reskilling
• Identify adjacent talent within the firm
• Simulate the feasibility of reskilling transitions
• Reskill with targeted L&D modules
Recruit to Reskill
• Identify low-cost locations with high availability of adjacent talent
• Recruit talent with high skills overlap
• Reskill with emerging skillsets
Note: Illustrative representation
Note: Draup has a dedicated ‘Reskilling Navigator’ module that tracks 4 Million career paths to understand the Reskilling feasibility between job roles. Using Machine Learning models, Draup analyses the skills gap and suggests targeted learning modules from a corpus of 300K+ courses. Sample Visual representation of decreasing talent availability, actual data may vary
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Low High Low Moderate Moderate Moderate High Moderate High Time required Cost effectiveness Scalability Emerging/New Age ..Skillsets requirement by companies Highly inflated Talent cost for the existing talent pool Limited talent availability in hiring location A B C
Inflated software talent salaries and budget cuts are prompting enterprises to adopt ‘Reskilling’ as a sustainable and cost-effective alternative to ‘Lateral hiring’
CONTENTS
4-6 Pages
• Emergence of New Age skillsets in ‘Software Engineering’ Job family
8-14
• Actionable L&D strategies to build Software Engineering workforce with emerging skillsets
This section covers:
• Internal upskilling for SDE or ‘Software Development Engineer’ talent with New Age skillsets
• Internal Reskilling:
• Job role assessment
• Transition analysis
• Recruit to Reskill:
• MSA assessment across the United States
Source: Draup
• Deep-dive analysis for adjacent talent in Atlanta
• Cost analysis of Reskilling vs Hiring
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Draup analyzed 100+ companies to understand the emerging and in-demand cloud skillsets of a sample role - ‘Software Development Engineer’
Software Systems And Frameworks
GPT Prompt Engineering for Developers (AutoGPT , OpenAI etc)
Ruby on Rails
GO Language (and other in-demand languages )
Debugging
Front-end or Client-side Technology Stack (Reactjs)
Database Management Systems
Data Engineering & Infrastructure Management
Application and Web development Cloud Computing DevOps
Understanding of Data Structures And Algorithms (Leetcode, Etc. )
Software Systems & Frameworks (Anglularjs, Git, Github, and . NET
Programming Languages (JavaScript, Java, C++, PHP, Python)
Performance Tuning (Profiling Tools, Code Optimization & Load Testing)
Cloud Debugging (CloudWatch Logs, Azure Application Insights, & Google Stackdriver)
Security Debugging (penetration testing, static code analysis, etc.)
Non-relational Database Mgmt.: MongoDB, Cassandra, Redis, Elasticsearch)
Data Warehousing: (Amazon Redshift, Google Big Query, Snowflake etc.)
Natural Language
Processing Tools (NLTK, spaCy)
IoT Protocols and Frameworks (MQTT, CoAP, AMQP, LoRaWAN,etc )
Low-code or Nocode Platforms (Appian,Mendix, Kisslfow etc)
Serverless & Hybrid Cloud Computing Programs(Lambda , EC2 etc)
Debugging
Serverless Applications (AWS Lambda & Azure Functions)
Computer Architecture, Operating Systems & OOPs
Familiarity with Software Dev.
Methodologies (e.g., Agile, Scrum)
Operating Systems
Knowledge (Linux & Windows &other OS-tech)
Profiling (Visual Studio Profiler, JetBrains dotTrace, and Apache Jmeter)
Debugging Tools and Techniques (Visual Studio Debugger, GDB, and LLDB, etc.)
NoSQL Databases (Cassandra, Aerospike, DynamoDB)
Big Data Processing and Analysis Tools (Hadoop, Spark)
Machine Learning
Algorithms: (Decision trees, Linear & Logistic Regression, etc.
Cross-platform Development: (React Native, Flutter, Xamarin)
Wearable Devices & Mobile App Development (WebRTC, RTSP)
Containerization & Orchestration (Docker, Kubernetes, etc.)
Continuous Integration/Conti nuous Delivery (CI/CD)(Jenkins, GitLab,CircleCI,etc)
DatabaseProcessing Engines (Presto.etc)
Databases and Object-relational Mapping (ORM)
Frameworks
Basic Relational Database Mgmt. Systems (MySQL, PostgreSQL)
Machine Learning Frameworks (TensorFlow, PyTorch)
Source Control Mgmt. Tools (GitHub, Bitbucket)
Big Data Querying and Analysis Tools (SQL, Hive, and Presto, etc.)
Source: The represented data has been derived using Draup’s Proprietary Talent Database which tracks 30,000 skills. Note: The research is based on internal analysis. The list of skills is not exhaustive.
Advanced Code Editors (IntelliJ, Eclipse)
Microservices
Architecture Tools (Spring Boot, Apache Kafka)
Data Integration and ETL (Apache NiFi, Talend, and Informatica)
Basic Web Development Tools (HTML/CSS, JavaScript)
Front-end Development: (HTML, CSS, JavaScript, React, Angular, Vue.js)
API Development: (REST, GraphQL, OpenAPI, Swagger etc.)
Source: Draup
Back-end Development: (Node.js, Ruby on Rails, ASP.NET, Django, Flask, etc.)
Serverless Architecture & Platform (AWS Lambda, Azure Functions)
Infrastructure as Code Tools (Terraform, CloudFormation, & ARM templates)
Platform & Infrastructure asa-Service tools (Heroku)
Configuration Management Tools (Chef, Puppet)
Cloud Platforms (AWS, Azure, Google Cloud, Platform, etc.)
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A. Internal Upskilling(1/2) B. Internal Reskilling C. Recruit to Reskill Emerging skills Existing skills
Emerging Skillsets: Roles such as SDE are evolving rapidly. New-Age SDE skills such as Containerization, NLP tools and Microservices architecture are in high demand
Upskilling analysis: Upskilling Internal SDE talent can meet the requirements of emerging skill sets; Saving up to 50% cost on Lateral hiring and boosting employee satisfaction
Draup’s analysis of SDE that can be upskilled into In-demand Software Development Engineer (SDE) job role with emerging skillsets
Learning modules* required to acquire missing skills
Traditional Software Development Engineer
Generative Deep Learning with TensorFlow
AWS Fundamentals: Building Serverless Apps
Software Development Engineer with emerging skills
Benefits of Upskilling
Saving in talent cost
Employees with new-age skill have high talent cost which can be saved by upskilling the current talent with emerging skills
Talent cost with emerging skillsets
~$134,000 ~$150K-$200K
Event Monitoring and Alerting with Prometheus
Introduction to ZigBee
Smart Contracts
Decentralized Applications (Dapps)
MQTT Masterclass
Natural Language Pro. with Attention Models
Cost savings
Competitive advantage
Companies with emerging skillsets can gain competitive advantage by offering cutting-edge products and services
Source: Draup
Improved efficiency for organization
SDEs with emerging skillsets can leverage new tools to build better products faster and with fewer resources.
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A. Internal Upskilling(2/2) B. Internal Reskilling C. Recruit to Reskill
Note: *Sample Learning modules mentioned. Source: Draup’s dedicated Reskilling module ‘Reskilling Navigator’ intelligently prompts targeted courses for 4,500+ job roles from a corpus of 300K courses Coursera 16 hours 10 hours Coursera Pluralsight Udemy Udemy Coursera 5 Hours 35 hours Coursera 17 hours 17 hours 4 hours 9 hours
SDE talent cost (base pay) 95th percentile Median salary
Standard
Identifying adjacent talent: Reskilling adjacent (disrupted) talent to SDE can also help meet future demand if the hiring challenges persist
Identifying and Reskilling low-demand and low-cost adjacent talent (with high skills overlap)
Key Insights
Top reasons to choose Database Administrator, IT Service Manager, and System Engineer:-
• Moderate talent cost
• Moderate to high talent availability
• Low to moderate talent demand
• High-Cost ROI compared to hiring
• Provides viable and disruption-proof career path
Source: Draup
Top reskilling areas include:
• Programming Language & Algorithms
• Agile/Scrum Methodologies
• Software & Web Development
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Notes: Above analysis is done using Draup’s ‘Reskilling Simulator’ and ‘Reskilling Navigator’ features. Existing Skills and Core skill gaps for Reskilling propensity have been identified for 4,500+ job roles through the analysis of relevant JDs from a dataset of over 350 Million+ Job Descriptions.
Reskilling Propensity A. Internal Upskilling B. Internal Reskilling(1/2) C. Recruit to Reskill Talent Size in United States K = 1,000 Low High Desktop Engineer Maintenance Engineer Server Engineer Network Engineer Database Administrator Firmware Engineer System Support Engineer Mainframe Developer Technical Support Specialist System Engineer IT Service Manager .NET Developer Network Administrator Linux Administrator Technical Support Engineer Middleware Engineer K 50K 100K 150K 200K 250K 300K 350K Bubble Size denotes ‘Job Role’ Talent Demand in United States
Reskilling transition: Identifying skills gaps and Reskilling with targeted modules can reduce the transition time drastically. Reskilling can future-proof job roles which are prone to disruption
Sample Job roles
Database Administrator
System Engineer
Database skills training not required
Flow of learning to bridge the gap for missing skills
Database Skills
Programming Language
Agile/Scrum methodologies Web Development
Software Development
Software Development Engineer (Basic Proficiency)
IT Service Manager
Sample suggested courses for each skillset
Advanced MySQL Topics Coursera
HTML, CSS, and JavaScript for Web Developers Coursera
Continuous Integration and Continuous Delivery (CI/CD) Coursera
The Complete Full stack Web Developer Course Udemy
Software Development Processes and Methodologies
Coursera
FS Web Development with React, React Native, Bootstrap Udemy
Troubleshooting & Debugging Techniques
Coursera
Transition analysed in slide-9 in detail
Advanced SQL
Queries in Oracle and SQL Server
Pluralsight
Programming for beginners with C++ | C# | Java |
Python Udemy
Developing Cloud Native Applications edX
Software Design and Architecture
Udacity
Software Development Lifecycle Coursera
Software Development Engineer with emerging skills
Desired Job role
Note: Draup performs complex assessment around various other critical Reskilling parameters between existing and desired roles to understand skill gap and match it with relevant learning modules. The path showcased are not exhasutive
Source: Draup’s dedicated Reskilling module ‘Reskilling Navigator’ intelligently prompts targeted courses for 4,500+ job roles from a corpus of 300K courses
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A. Internal Upskilling B. Internal Reskilling(2/2) C. Recruit to Reskill
Leveraging cost-effective locations in the US: Leading firms are evaluating emerging locations such as Atlanta (with abundant adjacent talent) to hire and reskill them into SDE
United States – SDE Talent Hotspots and skills overlap at top MSA
SDE Talent Hotspots with relevant, adjacent and emerging skillsets
Total SDE Talent Availability Talent with Adjacent Skillsets Talent with Emerging Skillsets
High Medium Low
Size of bubble represent Talent with adjacent skillset
Note: Above mentioned Hiring locations are not exhaustive. Source: Draup Talent Intelligence Platform which tracks 750M+ professional profiles, 30,000+ skillsets across 4,500+ job roles was leveraged to find talent skill breakdown
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A. Internal Upskilling B. Internal Reskilling C. Recruit to Reskill(1/3)
Talent
> 120K 60K – 120K < 60K H M L Talent with Adjacent Skillsets H M L Talent with Emerging Skillsets > 10K 5K – 10K < 5K H M L
Total Relevant
Availability
MSAs
New York San Francisco Seattle Washington D.C. Los Angeles Boston Dallas/Fort Worth Chicago Atlanta Austin Tulsa Detroit Denver Philadelphia Deep Dive Location > 120K 60K – 120K < 60K Talent with Emerging Skillsets Chicago Los Angeles Washington D.C. Austin Detroit Denver Philadelphia New York Atlanta Dallas/Fort Worth Tulsa Seattle San Francisco Boston Established location
Atlanta – Assessing Talent landscape: Though the SDE talent pool is limited, The adjacent talent pool (with high skillsets overlap) is relatively higher
Draup’s analysis of adjacent job roles available in Atlanta
Case study of transition from QA Engineer to SDE
Bubble Size denotes ‘Job Role’ Skills Overlap with Software Development Engineer
Transitioning to SDE will include acquiring skillsets such as:
• SQl
• Java/ Python
• Full Stack dev.
• Software Design
• SDLC (sample, not exhaustive)
Limited transition possibility as the basic SDE skillsets are needed to learn the emerging skillsets
Software Development Engineer
10-12 weeks
SDE with Emerging skills
Acquiring Skillsets in
• Ruby on rails/Go
• Virtualization(VMware),
• CI/CD Automation(CircleCI)
• Cybersecurity framework (sample, not exhaustive)
Note: Above mentioned job roles are not exhaustive. Source: Draup Talent Intelligence Platform that tracks 700M+ professional profiles, 350M+ Job descriptions across 4,500+ job roles was leveraged to find talent with adjacent skillsets. Draup’s dedicated Reskilling module ‘Reskilling Navigator’ intelligently prompts targeted courses for 4,500+ job roles from a corpus of 300K courses
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QA Engineer QA Test Automation Engineer Database Administrator System Engineer IT Service Manager Programmer Analyst Network Engineer System Analyst Linux Administrator Middleware Engineer 80K 90K 100K 110K 120K 0 1,000 2,000 3,000 4,000 5,000 6,000 7,000 8,000
C# Developer
A. Internal Upskilling B. Internal Reskilling
C. Recruit to Reskill(2/3)
Low Talent Demand Medium High
Talent Size
QA Engineer
K = 1,000
Talent Cost (In USD)
Benefits of ‘Recruit to Reskill’ strategy
Cost analysis of ‘Hiring SDE’ vs. ‘Recruiting QA Engineer and Reskilling to SDE’ in Atlanta
‘Recruit to Reskill’ vs. Hiring in Atlanta: Companies can save ~18% cost (per FTE) by recruiting an adjacent QA Engineer and Reskilling to an SDE role ~$30K
High availability of Talent with adjacent skills in the ecosystem
Adjacent talent can bring fresh perspectives and ideas to the organization
~$5K higher median salary in Atlanta as compared to overall US
~18% cost saving by reskilling adjacent talent into SDE job role
Improved diversity and Inclusion
Non-traditional hiring location can have diverse talent landscape
Cost of hiring new SDE-1(<5 years experience) with emerging skillset
Cost of recruiting adjacent talent and reskilling to SDE
Cost savings compared to overall US up to ~$70K
Base Pay Non-Recurring cost Incentive Reskilling Cost
Note: * Non-Recurring Cost: one-time expense during the hiring process, including advertising costs, background check fees, travel expenses for interviews, sign-on bonuses, relocation expenses, etc. Non-recurring cost is only indicative(might vary depending on location, company, skills, etc). Source: Draup analyses 16+ Million data attributes for 4,500+ job roles daily to help global HR leaders in Planning, Hiring & Reskilling their Future-Ready Workforce. ** Indicative, for first year only.
14 Increased talent pool Creativity and Innovation Cost savings
K 20K 40K 60K 80K 100K 120K 140K 160K 180K
Updated base pay
~$158K ~$128K
$139K ~$118K $102K $9.8K Base pay saved on
$19K $16K One-time cost saved on FTE ~$21K ~$9K Overall cost saved by company** ~34K Talent base pay
every FTE
A. Internal Upskilling B. Internal Reskilling C.
Recruit to Reskill(3/3)
About Draup
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Draup leverages Machine learning models to curate data provided in the report. Similar analysis can be performed for 4,500+ job roles or any job family
Reskilling & Upskilling
PEER BENCHMARKING
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ROLES & SKILLS TAXONOMY
Strategic Workforce Planning
Career Path Development
DIGITAL IMPACT ON TRADITIONAL ROLES
Explore Diverse Job Roles, Locations and Ecosystem Insights
CAREER JOURNEY MAPPING
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Talent Acquisition
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COURSES/ CERTIFICATIONS
UNIVERSITY INTELLIGENCE
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Peer Intelligence
and diverse other use cases…
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Draup Capabilities & Data Assets EMPOWERS DECISION MAKING IN
Draup for Talent: Draup analyses 16+ Million data attributes every day to help global HR leaders in Planning, Hiring & Reskilling their Future-Ready Workforce
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750M+ 350M+ JOB DESCRIPTIONS 4M+ CAREERPATHS ANALYZED 75+ MACHINE LEARNING MODELS DEYELOPED 16M+ DAILY DATA POINTS ANALYZED 100+ LABOR STATISTIC DATABASE 1,000+ CUSTOM TALENT REPORTS 30,000 SKILLS 47,000+ DIGITAL TOOLS & PLATFORMS 300,000+ COURSES 2,500+ LOCATIONS 14,000+ UNIVERSITIES JOB ROLES 4,500+ PEER GROUP COMPANIES 500,000+ INDUSTRIES 33 175,000+ UNIVERSITY PROFESSORS PROFESSIONALS
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