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There is a huge pool of exceptional junior engineers

(workweave.dev)
263 points mooreds | 2 comments | 30 Sep 25 03:17 UTC | HN request time: 0.001s | source
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Cornbilly ◴[30 Sep 25 04:08 UTC] No.45421796[source]▶
When I hire juniors, I try to give them problems that I know they likely won't be able to solve in the interview because I want to see how they think about things. The problem has become that a lot of kids coming out of college have done little more than memorize Leetcode problems and outsourced classwork to AI. I've also seen less and less passion for the career as the years go by (ie. less computer nerds).

Unless the company is doing something that requires almost no special domain knowledge, it's almost inevitable that it's going to take a good while for them to on-board. For us, it usually takes about year to get them to the point that they can contribute without some form of handholding. However, that also mostly holds true for seniors coming to us from other industries.

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Aurornis ◴[30 Sep 25 04:50 UTC] No.45421994[source]▶
> The problem has become that a lot of kids coming out of college have done little more than memorize Leetcode problems and outsourced classwork to AI. I've also seen less and less passion for the career as the years go by (ie. less computer nerds).

I started browsing spaces like /r/cscareerquestions and joined a few Discords to get a sense for what young devs are being exposed to these days. It's all very toxic and cynical.

I've noticed an inverse correlation between how much someone is immersed in Reddit, Twitter, and Discords and how well they function in a business environment. The Reddit toxicity seems to taint young people into thinking that their employer is their enemy and that they have to approach the workplace like they're going into battle with evil managers. I've had some success getting people to chill out and drop the Reddit vibes, but some young people are so hopelessly immersed in the alternate reality that they see in social media that it's hard to shake them free.

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krackers ◴[30 Sep 25 05:08 UTC] No.45422110[source]▶
>seems to taint young people into thinking that their employer is their enemy

Is this not true to a first approximation though? I mean you do have to "hide your power level" in some way, but the fact that the employer isn't your friend or family is a good working model to keep in the back of your mind. It's a prisoner's dilemma type situation, and defect/defect seems to be the equilibrium we've converged at.

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1. jjav ◴[30 Sep 25 06:02 UTC] No.45422407[source]▶
> >seems to taint young people into thinking that their employer is their enemy

> Is this not true to a first approximation though?

No, not at all. The company wants the employee to do well so that the team does well and the company overall does well. If the company was "the enemy", they company would be wishing for the employee to fail, which is not why they spent a lot of time and money to hire you in the first place.

Now, of course the company isn't your friend (or family) either. The employer doesn't exist in the friend-enemy axis, they're just an employer which is a different type of relationship.

Also, who is "the company"? People in upper management and HR, i.e. those who see you as a number on a spreadsheet but don't ever interact with you personally.

But most of your interaction is with your first and second level managers who are specific people. One would certainly be well advised to cultivate a professional friendship with them. Not only will you do better, but work will be a lot more pleasant.

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2. rectang ◴[30 Sep 25 06:41 UTC] No.45422607[source]▶
> The company wants the employee to do well

> Also, who is "the company"?

The company doesn't "want" anything other than to become a bigger pile of money — it's an amoral abstract construction, lacking human wetware and all its messy idiosyncrasies. I think I'd express similar sentiments in a slightly different way: the company benefits when it gets maximum value for minimum outlay over the lifetime of the employment relationship.

That model allows for companies which act in ways wildly counter to the interests of their workers. For example, the private equity firms asset-stripping Toys 'r' Us and KMart mostly "cared" that the workers at a given retail facility not quit before they could be let go.