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I’ll try my best to break this down. First off it’s great when a company wants to hire a junior developer. But you can’t just throw tasks consistently out of their scope, spread them thin & expect outstanding results. Communication on both ends is important as well as support!
When your goal is to take a junior dev & turn them senior, understand that it’s an INVESTMENT. It requires mentorship, open communication, & making sure you give them tasks that bring out their strengths while also providing them challenges but support them along the way!
It’s a shame that more & more junior devs from different companies are in my DMs telling me that they’re coming across the same issue w/ lead engineers who don’t know how to properly onboard them
It’s like they’re expected to do everything & not given room to grow
It’s like they’re expected to do everything & not given room to grow
You hire junior developers based on their potential and then you work from there. It’s not simple & inevitably mistakes happen but if you’re in a position of leadership try your damn best to make your workplace culture a place where ppl can thrive, not drown
