Wow, fantastic read. The author seems to fully internalize and understand how when done well, it's not just junior engineers that grow but the senior engineers

Wow, fantastic read. The author seems to fully internalize and understand how when done well, it's not just junior engineers that grow but the senior engineers that mentor them and the organization as a whole: " Knowledge transfer isn’t something that just happens, it’s a skill. And like all skills you only get good at it by doing it over and over again. Consider this: in 2013 Sun Microsystems published the conclusions of a seven year study about the impact of mentorship that found that the people doing the mentoring experienced similar benefits to the junior colleagues being mentored. 25% of mentees saw a positive change in their salary growth, and so did 28% of mentors. Retention rate for the juniors rose from 49% to 72% and for the seniors it rose from 49% to 69%. When senior level people are able to grow junior colleagues, they are able to take on new responsibilities, build new skills, find new challenges without leaving the organization and ultimately everyone is better off. So why aren’t you hiring junior engineers?" The truth is, a lot of organizations either cannot see these decisions as long term investments (rather than liabilities), or have enough trouble hiring senior engineers in the first place that they're horrified of hiring junior engineers who will flounder without the right amount of mentorship.