I feel like that's a hard problem that exceeds hiring these days, would love an answer to that as well. My personal approach for junior positions has mostly bee

I feel like that's a hard problem that exceeds hiring these days, would love an answer to that as well. My personal approach for junior positions has mostly been to hire rather selectively (when I can) to get people that at least recognize when they might lack knowledge in a certain area, team them up during the onboarding period and somewhat strict code review policies at least in the beginning. Avoiding stipulating this training to all new hires is a symptom of me having an aversion to most classroom settings though, I've had quite a few developers that enjoyed getting this style of training after they indicated they wanted it down the road. I personally wouldn't have enjoyed the 90% retraining scenario (monetary loss that implies aside). I've found training on specific aspects with a bit of practical engagement to be more effective, e.g. there are great and engaging courses to transport basic web security. Not that these are always up to date or trainees retain everything but it gets them into the right mindset to be aware of issues. But of course even with an approach that works 100% of the time, these days that doesn't guarantee that none of your dependencies or outsourced code production is up to the same standard. tl;dr is "I don't know either" I guess but maybe you can take something away from it.