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When developers change jobs after about 2 years at a company, what's the incentive for any individual company to take on the burden of training junior talent? B

When developers change jobs after about 2 years at a company, what's the incentive for any individual company to take on the burden of training junior talent? By the time they've got the experience to contribute on their own, they're gone.

KhoomeiK 5y ago
Totally agree and I thought about mentioning this in my comment. Yeah, part of the blame for this problem is on us as developers for creating a culture that encourages constant company hopping.
- Crespyl 5y ago
  That culture goes both ways, and more on the companies in my opinion. Why would anyone stay more than a couple years when there's no path for advancement and raises don't remotely keep up with the market?
- ahel 5y ago
  > on us as developers for creating a culture that encourages constant company hopping lol. It's not like _us developers_ like the stress of interviewing every 2years. It's just that we know that we're undervalued and underpaid and have the luxury to prepare for job hopping. It's a matter of _fair_ talent retention, not of _developer encouraging a culture of company hopping_ (???). Or give me example to change my mind, maybe I've not understood what you meant by that.
DistressedDrone 5y ago
I really don't understand this idea that is often repeated. You take someone who can code in a specific language and maybe a specific framework, and it takes them years to become useful? Are people understating the capabilities of young devs or are they all really slow? Another possibility is that what they're learning in those two years are company-specific, in which case being senior wouldn't change much.
ahel 5y ago
Because the compensation raise doesn't stay synched to the market.
mattkrause 5y ago
This can be flipped around too. Companies have tools to incentivize people to stick around too: vesting schedules, accrued leave, even regular cash-money raises. Why don't they use them?

KhoomeiK 5y ago

Totally agree and I thought about mentioning this in my comment. Yeah, part of the blame for this problem is on us as developers for creating a culture that encourages constant company hopping.

Crespyl 5y ago
That culture goes both ways, and more on the companies in my opinion. Why would anyone stay more than a couple years when there's no path for advancement and raises don't remotely keep up with the market?
ahel 5y ago
> on us as developers for creating a culture that encourages constant company hopping lol. It's not like _us developers_ like the stress of interviewing every 2years. It's just that we know that we're undervalued and underpaid and have the luxury to prepare for job hopping. It's a matter of _fair_ talent retention, not of _developer encouraging a culture of company hopping_ (???). Or give me example to change my mind, maybe I've not understood what you meant by that.

DistressedDrone 5y ago

I really don't understand this idea that is often repeated. You take someone who can code in a specific language and maybe a specific framework, and it takes them years to become useful? Are people understating the capabilities of young devs or are they all really slow? Another possibility is that what they're learning in those two years are company-specific, in which case being senior wouldn't change much.

ahel 5y ago

Because the compensation raise doesn't stay synched to the market.

mattkrause 5y ago

This can be flipped around too. Companies have tools to incentivize people to stick around too: vesting schedules, accrued leave, even regular cash-money raises. Why don't they use them?