> What we need is another category of transitional employment, with both much lighter regulatory barriers to turnover as well as more relaxed cultural expectati

> What we need is another category of transitional employment, with both much lighter regulatory barriers to turnover as well as more relaxed cultural expectations about job security. I'd usually call this a „trainee”. > The biggest thing from the employer side is that the cost of a single bad hire can be potentially enormous. You haven't mentioned the „lost” time for other developers. Unless the hiring company has a very efficient onboarding process, any new and „bad” hire will cost _a lot_ in terms of productivity. Some people are certainly able to contribute meaningfully after a 3 month bootcamp and continue their self-study on the job. But many just won't cut it in an environment where everyone else had a 3 year acadamic/vocational training or other meaningful experience before even being considered as a hire.