We have a fairly big step up in pay from junior to senior. I can take on 2 or 3 juniors to a high senior or especially principle engineer.
We’re often also taking juniors on that we already have a relationship with through placements during their university course. That minimises the risk.
Internship placement would be great. Fighting to even get interns lately though. All management talks about is “efficiency” these days.
Using a SE 1-5 scale where 1 is junior - I’m generally talking about companies (or at least my current employer) preferring to hire SE2 rather than SE1. An SE2 is maybe 50% more expensive than an SE1 at {current employer} while an SE4 is about 3x an SE1.
A very small company I worked at basically only hired juniors right out of school but with the understanding that they’d stay on for at least a couple years to help out. The CEO was an engineer in the code though: fun shop. I trained 2 juniors there to competency… But it was a significant investment to do so.
We have a fairly big step up in pay from junior to senior. I can take on 2 or 3 juniors to a high senior or especially principle engineer.
We’re often also taking juniors on that we already have a relationship with through placements during their university course. That minimises the risk.
Internship placement would be great. Fighting to even get interns lately though. All management talks about is “efficiency” these days.
Using a SE 1-5 scale where 1 is junior - I’m generally talking about companies (or at least my current employer) preferring to hire SE2 rather than SE1. An SE2 is maybe 50% more expensive than an SE1 at {current employer} while an SE4 is about 3x an SE1.
A very small company I worked at basically only hired juniors right out of school but with the understanding that they’d stay on for at least a couple years to help out. The CEO was an engineer in the code though: fun shop. I trained 2 juniors there to competency… But it was a significant investment to do so.