Fostering a Welcoming, Supporting Productive Environment for Junior Developers...
summary
Interviews and experience back a set of concrete practices: US BLS projects ~27% growth (~40,000 jobs) so hiring juniors is necessary, not optional; run a training and conference budget; use rotating mentors and a give juniors end-to-end ownership policy where a junior ships a discrete feature even if hard; triage questions by difficulty (1–10) instead of instant answers; measure progress with regular scheduled 1:1s and biweekly catchups; expect faster ramp when juniors share space with others rather than fully remote.
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chapters (12)
- 0:00Start
- 7:42Thrown into the deep end early
- 11:55Narrows the talent funnel considerably
- 16:32Open and honest communication
- 17:30Ownership of a discrete feature
- 18:54Pairing
- 20:00Training budget!
- 20:30Learning Lab
- 22:36Code reviews
- 23:18How difficult is this question (1-10)?
- 24:07Empowering juniors with responsibility
- 24:21Slides: Survey: Twitter: @bobbilee19 / @dgwolff
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