There is a huge pool of exceptional junior engineers

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.

Hire one junior per team. Don’t overload your senior staff with OKRs and managerial tasks. Let mentorship and apprenticeship happen.

> Let mentorship and apprenticeship happen.

There has never been an apprenticeship model where one apprentice is trained by several masters. It's always the other way around.