Comment by wizerdrobe
2 years ago
Some firms simply hire nothing but Seniors. You trained up a Junior-Mid-Senior? Cool, well offer him 20k more and call it a day.
2 years ago
Some firms simply hire nothing but Seniors. You trained up a Junior-Mid-Senior? Cool, well offer him 20k more and call it a day.
> Some firms simply hire nothing but Seniors
The firms that claim to do that almost invariably do not hire people with 20 years of experience, they hire people with 2 years of experience 10 times over. Sometimes that's fine. Usually it's not.
This seems like nothing more than a desire to gatekeep experience? Being employed as a programmer means you're gaining experience...Even if you work at a single company for 20 years, you're not going to get some mythical competence that you could only get by staying in one area. This line of thinking seems like nonsense.
Whether you have a single year of experience 10 times (or whatever ratio you experience) is orthogonal to whether you work for the same company.
Being employed as a programmer may or may not gain you new experience (which is what matters if you are to be a good generalist). Whether it does depends on whether you are _doing things new to you_ while being employed.
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Agreed, I will almost always take someone with 5 years of experience at a couple of good shops rather than 20 years of experience broken up across 10 different ones.
Really? I have a lot of 2 year stints, as well as some clients I worked with for 5+ years that always invariably turned into occasional month here and there.
Often the long-term guys I met are the shit guys who are coasting, still writing code as if it were 2005.
Worse still is when their language knowledge has coalesced around an old language version and they're not using any of the new stuff, as I've seen code bases that are entirely incompatible with new libraries.
Like all new libraries generally depend on DI, but all the code is written in static methods and classes so nothing can be easily injected and you get all sorts of threading issues when you try.
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This, sadly, needs to change.
The pool for experienced senior level talent won't grow unless _someone_ spends the resources to hire and train juniors.
The incentive being that they can keep the best juniors for themselves and let the others back into the pool for others.