They want to outsource the costs of developing talent. To their own detriment, then they want to blame everyone else.

This is of course when they're not busy abusing someone on a visa to make them do more work than a human should have to do.

You've had some bad jobs, haven't you? Want to talk about it? We don't abuse anyone on a visa because we're fully remote and don't do visas. We target the high side of comp in the person's country. We specifically hire senior people because we're small and building. Developing talent is great but the time to do that is expensive and until you've hit a certain scale, it's detrimental to launching a startup. Look around the industry and look at the success stories. Then look at what their early hiring looks like. If you can find a startup that succeeded by hiring new grads and junior engineering first, I'd love to read about it.

> If you can find a startup that succeeded by hiring new grads and junior engineering first, I'd love to read about it.

Mentoring is not something that's only done for new grads and juniors.

Wherever there are skilled people in the company interested in learning more about the systems around them and how to work with them well, it's generally a good idea to figure out some way to mentor/grow them. Whether officially, nor unofficially.

For non-technical roles it's likely a good idea to do the same in ways that suit there as well.

I used "misalignment" as a kind way to say "because we realized we don't want to work with you." But you're chasing a different thread anyway. We're talking about quick hiring and firing being better than thoroughly vetting a candidate. If we want to talk about how to hire junior engineering talents specifical, we can do that.

I definitely spend less time per person, trying to find juniors. You have to because t What you're looking for is different. My only goal for hiring junior engineers is to find out if they know enough to not drown and if I think they're willing and able to learn fast. That takes less time and the risk is generally less because my expectations are lower and so is the compensation.

It's been a while since I hired junior people though. The roles I take are always in early phase startups and I don't have budget for people who need on-the-job training.

> thoroughly vetting a candidate

Either you work at startups or you thoroughly vet candidates, not both.