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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: 0.152s | 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. jimbokun ◴[30 Sep 25 19:02 UTC] No.45429714[source]▶
We hired a recent graduate with little directly relevant experience, but a passion for Capture the Flag challenges. Showed a lot of initiative and curiosity for learning new things.

Has been a great, self-motivated hire who has found problems to solve and led the effort for solving them, resulting in saving our company a lot of money.

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2. nitwit005 ◴[30 Sep 25 19:12 UTC] No.45429848[source]▶
You've thrown the dice one time.

You don't have enough data to know if what you think matters in a candidate actually matters. If you repeat the same steps as before, you're likely to see different results.