From your answer, I get the feeling that you need a manager more than you need a mentor. In particular: * if you don't really know what you should/could be wor

From your answer, I get the feeling that you need a manager more than you need a mentor. In particular: * if you don't really know what you should/could be working on but are feeling frustrated with your daily routine, you should bring this up with your manager. * if you still don't know company vocabulary and don't feel involved in the company after a few months, there may be an onboarding / culture sharing issue at play. That said, maybe you should play the "money game" (as in the movie about baseball). It may be impossible to find a mentor who will do it all (help you grow technically, help you find more meaningful tasks, help you feel more socially integrated) but finding several mentors who can help with each facet is probably easier. E.g. your manager should be in that list re. day-to-day tasks and company culture; an outgoing coworker for the social interaction, etc. You mentioned that most of the team is much older than you; maybe you can create a "filial" social relationship rather than a "fraternal" one. In my experience, this works quite well if your coworkers are old enough to have kids in high school/college, and you've graduated a few years ago - easy to relate to what they're going through and reassure them that their kids will eventually turn into fine upstanding folks just like you. Plus everyone loves talking about their kids. This leaves out the big one, the dev/tech mentor... But if you're not looking for someone you can have a normal social interaction with, you can target the grumpy beards who committed 95% of the entrenched esoteric code and ask them about it. (Or, you know, just commit something that'll break their code. That usually gets their attention ;)