This mentality is also related to the insane idea that junior developers are just glomming onto companies to get the training and then leave, taking advantage o

This mentality is also related to the insane idea that junior developers are just glomming onto companies to get the training and then leave, taking advantage of the hard work these companies put into them. This is not a strawman, this is a true fear that I've hear several executives utter out loud with no self awareness. Treat the junior developers like anyone else - someone who wants the best for their career and knowledge base - and provide it for them. Incentivize them to stay. Train them properly and give them resources to succeed. Maintain an internal culture that properly cultivates their talents and gives them mentors to work with and aspire to. Compensate them when they've reached proper thresholds in their usefulness to the team, and provide honest and valuable feedback (positive and negative) as much as you can. Plus avoid the obvious pitfalls: don't abuse them or belittle them for basic questions or silly mistakes. Don't throw them into the deep end with little to no chance of success. Don't talk down to them or treat them as a substandard part of the team. Don't start firing the juniors the minute the workload starts winding down. These are all signs of disrespect for your own workforce and everyone can see obvious red flags, even juniors. Given the griping about tech interviews these days, does anyone really think that people actually like job hopping? They do it either to avoid poisonous situations, or out of obvious and necessary self interest, one that can be provided by a company willing to treat their junior hires with respect. There's no reason hiring a junior cannot be a win-win situation for everyone involved.