> I'm not gonna try to attribute numbers but it's clear to many that the junior members are more prone to not adapting to remote work easily. It's a problem, fo

> I'm not gonna try to attribute numbers but it's clear to many that the junior members are more prone to not adapting to remote work easily. It's a problem, for which we need to find a solution. Not necessarily going back to office tho. The issue is with hiring. When hiring remote junior, you need to look out for above average communication skills and debugging abilities. That's often not present for a lot of new grads entering the market because of a lack of experience or relevant work. Think of three month bootcamp grads where each week's assignment was spoon fed by the instructors who themselves are students who couldn't get a real job. Some places that hired from that pipeline are finding out it's simply impossible to bring these programmers up to speed, but places hiring real engineers have way less issues (because a serious program will include challenging work and select for people capable of debugging and reasoning independently).