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Yes, we will hear more about the shortage of available and affordable Kubernetes talent this year. There will also be more concerted, creative efforts to advance Kubernetes capabilities and skills.

This will happen in a couple of ways. First, Drobiszewski expects the same collective enthusiasm that is evident in the cloud-native landscape to naturally lead to increased self-directed learning, which in turn will translate into marketable skills.

“ engineering community that has helped create a vibrant cloud-native ecosystem will continue to grow,” he says. “The number of people seeking knowledge and skills around Kubernetes and the egypt mobile database ecosystem will grow, as will the need for organizations of all sizes to attract engineers with these skills to drive mission-critical transformation.”

Second, companies and hiring managers will have to be more proactive. Seepersad notes that some options for solving the talent shortage problem initially seem unattractive. Slow down or mothball critical IT initiatives until positions are filled? Good luck selling that to a board. Implement a “blank check” approach to compensation? There are only a few giant companies that can really afford that; for most organizations, even large ones, it’s not a sustainable strategy.

Seepersad believes that progress will be made in 2022 if companies become more willing to invest — with money, not just words — in training existing employees, new or future, in Kubernetes and other cloud-native technologies (like Linux). He looks at this from the perspective of the Linux Foundation, which is a major player in the emerging Kubernetes certification market and one of the largest players in cloud-native certifications overall.