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kxrmHNSource author
Lessons learnedExperience excerpt · English

It also doesn't really sit well with what I have observed in over 25 years of working for remote …

It also doesn't really sit well with what I have observed in over 25 years of working for remote companies. We hired juniors and grew engineers up just fine. The problem, at least at orgs I have worked at in the last decade, is companies no longer want to invest in junior hires. I have been fortunate to have a C-level above me, who believes in hiring juniors, take over in the last year. We are hiring now and mentoring, but not enough companies around me are doing this.

Original discussionWhat if remote working, not AI, is to blame for weak junior hiring?372 source comments · at import
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mattdeboardHN

The way this position conforms to the interests of the capital class, and conflicts with those of the labor class, is a red flag. It simultaneously and conveniently: 1. takes the heat off AI blowback 2. synergizes perfectly with "RTO" mandates (to the extent this needed synergy to become A Widespread Thing) On that basis alone, I'll wait for further analysis. Edit: to be clear I'm no anti-AI holdout, and I actually don't mind working from the office (which i do 4x a week). Just observing.

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SilverElfinHN

What do you mean by investing though? I think these days junior people have to just invest in themselves and learn by working right? It’s also hard to spend more on them when they can leave at any time. I’ve noticed younger generations are a lot less loyal, probably in response to abusive and exploitative employers and horror stories. But the downside is if they have less loyalty themselves then even caring companies cannot justify being loyal to them.

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nickffHN

People job hopping when they get past 'junior' status is what seems to have caused the reluctance to hire juniors, especially combined with the surge of 'opportunists' who started getting comp-sci degrees when it became obvious that it was the easiest way to earn a comfortable living. The job-hoppers made it obvious that it was just cheaper and faster to hire intermediate and senior developers (rather than investing in juniors to learn the basics, then have to pay them to stay). The opportunists further reduced the value proposition of developers to employers as many job-seekers (particularly juniors) have little passion or aptitude for the job, and will never be 'stellar'.

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