4 ms·

I've said the same thing myself about bringing back the apprenticeship system. That system required a contract of typically 7 years though and that is why mast

I've said the same thing myself about bringing back the apprenticeship system. That system required a contract of typically 7 years though and that is why masters would take on apprentices. 7 years is a long time but if there is a way to have your investment not just walk out the door after you spent a bunch of resources getting them up to speed that would make it much more feasible. Perhaps a forgivable loan upon completion of the apprenticeship?

nradov 9y ago
Employers can already offer forgivable loans to pay for employee training. One of my former employers handled tuition reimbursement for my Master's degree that way. After I graduated and stayed two more years they wrote off the debt. (I did have to pay income tax on the forgiven debt though.)
walshemj 9y ago
I think 7 was the contractual term for the traditional "craft" apprenticeship blacksmiths starting at 14 - latterly 4 years starting at 15/16 For what's termed higher apprenticeships you either did a craft one first or joined later on at 18 or so. The problem will come is that higher apprentices learn the fundamental building blocks and tech employers want people rote trained in " latest shiny tech" Btw traditional apprentices where not guaranteed a job at the end, it was possible to sack an apprentice but you'd sack them on grounds on breach of contract. As they(or their parents) signed a biding contract - you could not make the redundant though. Modern apprenticeships are normally direct employees now though - not sure about Germany though.
sotojuan 9y ago
A big chunk of the tech industry doesn't think in 7+ years long terms. They think in "next seed round" terms. Therefore, they want senior devs now so they build whatever they need to hopefully hit the user count for the next seed round. If your company thinks short term (e.g. next 2 years) like most tech startups do, hiring juniors and training is out of the question.

nradov 9y ago

Employers can already offer forgivable loans to pay for employee training. One of my former employers handled tuition reimbursement for my Master's degree that way. After I graduated and stayed two more years they wrote off the debt. (I did have to pay income tax on the forgiven debt though.)

walshemj 9y ago

I think 7 was the contractual term for the traditional "craft" apprenticeship blacksmiths starting at 14 - latterly 4 years starting at 15/16 For what's termed higher apprenticeships you either did a craft one first or joined later on at 18 or so. The problem will come is that higher apprentices learn the fundamental building blocks and tech employers want people rote trained in " latest shiny tech" Btw traditional apprentices where not guaranteed a job at the end, it was possible to sack an apprentice but you'd sack them on grounds on breach of contract. As they(or their parents) signed a biding contract - you could not make the redundant though. Modern apprenticeships are normally direct employees now though - not sure about Germany though.

sotojuan 9y ago

A big chunk of the tech industry doesn't think in 7+ years long terms. They think in "next seed round" terms. Therefore, they want senior devs now so they build whatever they need to hopefully hit the user count for the next seed round. If your company thinks short term (e.g. next 2 years) like most tech startups do, hiring juniors and training is out of the question.