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I'd say that the junior -> senior transition years are best done in office. In those years, you need hands on mentorship and you build out your early network. B
by screye 4y ago
I'd say that the junior -> senior transition years are best done in office. In those years, you need hands on mentorship and you build out your early network. Both are best done in person.
As I see it, once you are the senior member of the team & are expected to lead projects, the value of remote work goes up.
- ipaddr 4y agoIf the seniors are home who is the junior interacting with. If the reason seniors are denied work from home because of juniors they may not be so willing to train on top of their core responsibilities
- screye 4y agoThat's the conundrum. The incentives for junior and senior engineers are not aligned. My intuition is that you need some seniors to be co-located. These are the people who focus on direct mentorship and eventually graduate to people management. The 10x engineer IC can be remote, as long as they keep some time slots open for indirect mentorship (PR reviews, documentation, SOPs). They'll graduate into lead IC roles. Upper leadership is mostly brainstorming, in meetings and control their own schedule, so they can probably manage a hybrid few-days-a-week in the office kind of schedule.