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There is a huge pool of exceptional junior engineers

(workweave.dev)
263 points mooreds | 1 comments | 30 Sep 25 03:17 UTC | HN request time: 0s | source
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hibikir ◴[30 Sep 25 03:54 UTC] No.45421738[source]▶
Hiring juniors is always great if you, somehow, have a much better filter for finding the stars than the rest of the market. But if you don't, hiring bad juniors is a disaster: No different than outsourcing bits to a bad satellite office.

So are you actually good at finding the good juniors in this very difficult environment? Can you change your hiring machinery to improve, as most traditional ways have stopped working? Because hiring a lot of juniors that don't work out sure can kill companies.

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1. majormajor ◴[30 Sep 25 04:24 UTC] No.45421872[source]▶
> Hiring juniors is always great if you, somehow, have a much better filter for finding the stars than the rest of the market. But if you don't, hiring bad juniors is a disaster: No different than outsourcing bits to a bad satellite office.

This isn't some absolute innate talent thing, though; it's very much a learnable skill.

Especially because output and time-to-ROI for a new hire depends on the combination of all of these things: (a) interviewing/screening, (b) onboarding, (c) ongoing feedback.

It's not a zero-sum game, it would be entirely possible for the industry as a whole to get better across the board at those things - especially since one job's "rockstar" is often another job's unmotivated thinks-they're-the-smartest-person-in-the-room burnout, and vice versa.