>
“Number one, my experience is that many of the most junior folks are actually the most experienced with the AI tools. So they're actually most able to get the most out of them.”Would that experience be from cheating on their homework? Are you sure that's the skill you want to prioritize?
> “Number two, they're usually the least expensive because they're right out of college, and they generally make less. So if you're thinking about cost optimization, they're not the only people you would want to optimize around.”
Hahaha. Sounds like a threat. Additional context for this is that Amazon has a history of stack ranking and per-manager culling quotas, and not as much a reputation for caring about employees like Google did.
> “Three, at some point, that whole thing explodes on itself. If you have no talent pipeline that you're building and no junior people that you're mentoring and bringing up through the company, we often find that that's where we get some of the best ideas.”
I thought the tech industry had given up on training and investing in juniors for long-term, since (the thinking goes) most of them will job-hop in 18 months, no matter how well you nurture. Instead, most companies are hiring for the near-term productivity they can get, very transactionally.
Does AWS have good long-term retention of software engineers?
1043
525