At my company I find the culture mildly frustrating because we do so little to educate the new hires. Our method is to hire experience. So we now have a group o

At my company I find the culture mildly frustrating because we do so little to educate the new hires. Our method is to hire experience. So we now have a group of 25 design/engineer level people with a variety of project methods and a ragged list of skills. Because of this we can only accept small to medium projects. We would not be able to execute a large project because we don't have a large team, we don't have a uniform background or uniform method. In my first engineering job there was training path and there was a "company way" of doing things. We hired all levels of experience and trained them on the skills and the company way as needed. I know a predefined method of project execution can be stifling, and that sometimes happened, but it was a good place to start. At my current place, a person can roam the halls or chats and ask questions, but it is just too random. If someone is not delivering up to expectations, the engineering manager will visit tell them to improve. That is not what I call training. While it does work, somewhat, those who survive it simply reinforce whatever method of execution they develop in their own heads. The company grows by adding a small revenue stream, but not in the ability work together. Finding your spot, developing your skills, learning your domain are mostly your responsibility. When you say "jobs were far to come by in my old area of expertise" that implies you are now in a better area to find a company more suited to you; maybe a more mentoring company. I agree with so much of the advice given to you so far. I will be working on myself using what I have read here. Some of the advice, however, was targeted at the time before you changed jobs. That is still possible.