There is a huge pool of exceptional junior engineers

Great juniors learn fast and search for feedback. It’s easier to manage them. They want to improve and know what you think about their work.

--> Very skeptical of this comment. It's harder to manage someone that needs managed so directly, period.

Loyalty. engineers who you train from the beginning tend to stay longer. They understand your systems deeply and can mentor the next generation of junior engineers.

--> They really don't. They're looking for a foot in the door.

Higher ceiling. A motivated junior engineer often has more upside. You're getting someone at the beginning of their growth curve rather than the middle or end.

--> Maybe? Tough to tell. They often leave.

Juniors bring fresh energy to the team - they want to learn, and they have a drive to prove themselves and succeed. Their motivation can be contagious! The existing seniors in your team will enjoy working with smart and motivated developers.

--> Not always. Most just want a job and are easily discouraged. Some are like this though.

Juniors are not restricted by what they know. They haven't been trained to think "that's just how we do things." They’ll not try to reuse the same technologies from previous companies, or recreate those ‘amazing’ design patterns that were useful only in a specific context. It’s not just being AI-native, it’s about having less resistance to change.

--> This one I sort of agree with

In my experience working with juniors, the ones that look to leave are the ones that don't have their compensation appropriately adjusted as they rank up.

Pay everyone well, treat them with respect. Challenge them, and give them raises and rank-ups as they gain tenure and skill (not when it's "in the budget, and oh sorry, we can only uprank one this year, but we hired a person at the higher level, so really we can't afford it. Try again later!"), and you'll have people that stay a long time