Comment by celsius1414
Comment by celsius1414 14 hours ago
You likely don’t have a say in the matter, but you should have a junior developer. That’s where senior developers come from.
Comment by celsius1414 14 hours ago
You likely don’t have a say in the matter, but you should have a junior developer. That’s where senior developers come from.
> Why should I have a junior developer who is going to do negative work instead of poaching a mid developer who is probably underpaid since salary compression and inversion are real?
The tragedy of the commons in a nutshell. Maybe everyone should invest in junior developers so that everyone has mid-level developers to poach later?
Not only that but teaching is a fantastic way to learn. Its easy to miss the learning though because you get the most when you care. If you care you take time to think and you're forced to contend with things you've taken for granted. You're forced to revisit the things you've tabled because you didn't have the time or expertise to deal with it at the time.
There's no doubt about it, there's selfish reasons to teach, mentor, and have a junior under you. We're social creatures. It should be no surprise that what's good for the group is usually good for yourself too. It's kinda as if we were evolutionarily designed to be this way or something ¯\_(ツ)_/¯
Everyone says they don't have time, but you get a lot of time by doing things right instead of doing things twice. And honestly, we're doing it a lot more than twice.
I just don't understand why we're so ready and willing to toss away a skill that allowed us to become the most successful creature on the planet: forethought. It's not just in coding but we're doing it everywhere. Maybe we're just overloaded but you need forethought to fix that, not progressively going fast for the sake of going fast
I’m not a manager by the way, my previous comment was more of a devil’s advocate/hypothetical question.
I leveled up because I practice mentoring others. But it still doesn’t make sense for the organization to hire juniors. Yes I realize someone has to. It’s especially true for managers who have an open req to fill because they need work done now.
On the other hand, my one, only and hopefully last role in BigTech where I worked previously, they could afford to have an intern program and when they came back after college have a 6 month early career/career transition program to get them up to speed. They could afford the dead weight loss.
Most companies are like this. Even my n=1 experience at BigTech is that it is well known that you get more coming in at a certain level than you do when you get promoted to that level and it’s best to “boomerang”.
On an unrelated note: it’s also easier to get “promoted” to the next level by changing jobs and then coming back than it is to go through the internal promo process at the same BigTech company.
Why should I have a junior developer who is going to do negative work instead of poaching a mid developer who is probably underpaid since salary compression and inversion are real?
As a manager, say I do hire a junior developer, invest time into them and they level up. I go to the HR department and tell them that they deserve a 30% raise to bring them inline with the other mid level developers.
The HR department is going to say that’s out of policy and then the developer jumps ship.