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I've worked with several companies that tried that, in the end once the juniors became experienced and skilled enough, they took offers from other companies wit
by littlecranky67 5y ago
I've worked with several companies that tried that, in the end once the juniors became experienced and skilled enough, they took offers from other companies with a much higher salary.
The issue is that training/skilling juniors or fresh university graduates costs you money and slows you down (as you need to assign senior engineers/mentors to assist them). It is not unlikely that a newly joined junior employees only costs you money and decreases throughput/value for your company in the first 6-12 months, but you still pay them a (decent) salary. So once you got them skilled, you as a company would probably need to raise the salary to market/senior level to keep them - given the mass amount of recruiter approaches we in IT get. In that case, you could just start off hiring seniors only in the first place.
This is an issue I see everywhere, nobody wants to hire freshly graduated and everybody is only shopping around for seniors.
- Clubber 5y ago>took offers from other companies with a much higher salary. Seems like paying at least market rates once they are trained up would solve that problem. Once someone develops a skill, a company can't expect to keep them at intern or junior salary levels.
- littlecranky67 5y agoThat was exactly my point. But why hire & train a junior dev when there is no company loyalty and the money spent on training is basically lost. Instead management focus on directly hiring seniors. Of course that doesn't work as a whole, because if no one hires juniors there will be a point where there will be no seniors anymore. I also feel little to no pity when those companies complain, that they can't find seniors.
- BeFlatXIII 5y agoNew unethical life hack: make up a failed startup to pad out your résumé to get hired as a senior right out of college.