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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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goalieca ◴[30 Sep 25 04:03 UTC] No.45421781[source]▶
Hire one junior per team. Don’t overload your senior staff with OKRs and managerial tasks. Let mentorship and apprenticeship happen.
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throwawaysleep ◴[30 Sep 25 04:21 UTC] No.45421859[source]▶
I guess what’s the value of the junior there? Why is that superior to just having the seniors have their heads down coding and not being pestered by a junior?
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1. komali2 ◴[30 Sep 25 04:33 UTC] No.45421920{3}[source]▶
Good juniors are cheaper and faster to find. A REALLY good junior will jolt your seniors awake with professional competitiveness as the junior starts finding ways to make a name for themselves - or even just a fresh pair of eyes on the app, new ideas, more familiarity with newer paradigms and technologies.